Como você pode inspirar a inovação em sua equipe?

Innovation, like collaboration, emerges naturally when a team feels valued and works in a healthy environment. Little kids solve tens of thousands of physics problems before they start kindergarten. People innovate to solve problems or jump on opportunities at work when the environment allows innovation. Sadly, not every work environment does. Sometimes, stepping out of line or experimenting can get someone in trouble. If you want people to innovate, you have to reward their failures in innovation as well as their successes.

Curiosity outside of their comfort zones is a great way to see innovation flourish. As human-beings we are all naturally curious about topics that interest us, it's encouraging curiosity in spaces that scare us that can lead to true discovery!

Yes, we must create a safe space where all team members can be who they are, demonstrate their creativity, and shine for the amazing professional they are in the workplace!

Curiosity serves as the lifeblood of innovation. It is an inherent characteristic of humans that often dims as we age, primarily due to increasing self-consciousness and fear of venturing beyond known territories and our comfort zones. Organizations that nurture curiosity are those that celebrate intellectual friction, challenge routines, and reevaluate beliefs. They are always prepared to abandon old ideas to make way for new, transformative ones.

I’m encouraging my team and our COO Alliance members to play with AI Tools. ChatGPT is only one of about 1,500 tools that exist. By playing with tools 4 hours a week their minds are expanded quickly with tons of unique creative ideas.

I believe that inspiring innovation in your team begins with providing them with autonomy. From my experience, granting autonomy allows your team members to feel a sense of ownership and empowerment, which in turn fosters motivation and creativity. By giving them the freedom to decide on their approaches, tools, and goals, you encourage them to think outside the box and adapt to evolving situations and customer needs. Trusting your team, effective delegation, and avoiding micromanagement are key elements in creating an environment that nurtures innovation.

You can only give a team autonomy to achieve a goal that is a) essential and b) something the company is unable to achieve. Put differently, innovation only takes root when it's urgent. When the company is in crisis, and business as usual is not an option. If these two conditions aren't true then innovation can become a marketing gimmick or a decoy that has no impact on the company's performance

This segment perfectly captures the essence of autonomy and its role in fostering innovation. Giving team members the freedom to decide how to tackle their tasks fuels a sense of ownership, and motivates them to put in their best effort, consequently sparking creativity. Autonomy also encourages adaptability, a crucial element in today's ever-evolving business landscape. Trust, as the basis of autonomy, creates an environment where people are comfortable taking risks and learning from their failures, thereby inspiring innovation. However, it's important to strike a balance between autonomy and guidance.

Allowing folks to take risks safely is key. This requires promoting risk taking and recognizing risk taking as value adding. In this way, trust is enhanced, and folks can feel more valued. This is how healthy work cultures are developed and promoted.

A culture that respects individuals and trusts them is the foundation of innovation. A culture that “embraces the suck” and allows people to endure hardship and fail. A culture that encourages people to “stretch their edges” and have their mind wonder and imagine.

I’d rather have my team members try and fail than not fail at all. So they report back in weekly at team meetings about just that. “This week I tried XYZ. I totally crashed. But learned ABC. LOL” This mindset has been game changing for all.

Absolutely! I couldn't agree more. Recently, I attended a thought-provoking keynote where the speaker said, "Every idea is a bad idea." It struck a chord with me, emphasizing that the initial stages of ideation might not be perfect, yet it opens up a 50/50 chance for success or failure. And you know what? I find those odds exhilarating. 👏🏆

Talking about taking risk & supporting it to the hilt makes all the difference to path breaking innovation. It's important to show that in action and not limit to talk. It is the ability to take bullets and tell the mgmt, they should expect failures and if they team is not failing then they are not trying wacky, wild ideas enough. Team can easily sense and read through what the org culture is wrt supporting failure and intensity to back and support innovative thinking and trying new ideas. Organizations cant fake this !! & this is something most organizations, leaders dont get it. They think its good to just talk goodie goodie stuff, add it to their deck and they are good. Actually they are not. It does more damange than good.

Make it clear that there are no bad ideas. You can’t be negative and tell people their ideas are stupid if you want them to pitch creative solutions. Instead, emphasize that you’re looking for the best new ideas. This will encourage people to speak up and share their thoughts. Even something that doesn’t entirely work may inspire someone else to come up with a solution that does.

The most growth and innovation happens in environments where psychological safety is present, where people feel safe enough and supported enough to take a risk even if it leads to falling flat on their faces.

Creativity plays an essential role in stimulating our minds and hearts, keeping us passionately engaged in our work. Thus we need to: - Recognize and celebrate creativity: When a team member comes up with a new idea or innovative solution, acknowledge it publicly. - Implement a reward system: this should include tangible rewards such as bonuses, promotions, time off, awards, or other perks & non-tangible rewards like responsibility, autonomy, or the opportunity to lead a project. - Provide & protect time for creative thinking: designate a specific time for brainstorming sessions where new ideas are encouraged & valued. - Encourage learning & exploration: provide resources, opportunities and funding for continuous learning.

Everyone wants to be valuable and good at their job. Most employees instinctively assume this means protecting and continuing what works. If you want to encourage innovation, you need to flip this on its head. Encourage and reward people thinking differently, challenging the status quo, and trying something new. We reinforce this by constantly repeating "What Got Us Here Won't Get Us There." (WGUHWGUT). It's a motto you'll often here in our brainstorming sessions. People really embrace it. And it forces them to think outside of their current frame of mind and try on new ideas.

Rewarding creativity, as highlighted in this section, is instrumental in fostering a culture of innovation. When leaders actively acknowledge and appreciate unique ideas, it creates an environment where creativity thrives. By giving constructive feedback, leaders can guide their team in refining and implementing these innovative ideas effectively. Incentives like recognition, bonuses, and career opportunities not only motivate team members to bring more ideas to the table but also instill a sense of belonging and value. However, it's essential to ensure that the reward system doesn't inadvertently promote competition at the expense of collaboration.

Also effective leadership that involves not only recognising your team’s efforts but also offering constructive insights. Going beyond just acknowledging the efforts of your team, by also providing constructive insights to further nurture their creative potential. By offering thoughtful feedback, leaders guide their team members towards refining their ideas and honing their problem-solving skills. This interaction will foster a more dynamic learning environment where creativity thrives, as team members gain valuable perspectives and refine their innovative approaches. Constructive insights not only refine ideas but also build trust, demonstrating a leader's commitment to the growth and success of their team.

Break out some creativity - for the creativity! Offer a week - of "create anything." Seriously: ANYTHING (not even work related). Watch the creative people enjoy & relax & CREATE/Innovate. Thanks - Sheila

To foster innovation, we must create safe and transparent spaces where out-of-the-box thinking is encouraged, and intellectual friction is viewed as a catalyst for new ideas. That's an environment where people are able to engage in safe and yet intellectually deep collaborative brainstorming and think and create outside the box.

This section aptly underlines the significance of collaboration in the process of innovation. A diverse confluence of perspectives and experiences not only generates more ideas, but also fosters a collective intelligence that fuels innovation. As leaders, fostering open communication and cooperation is key to facilitating this synergy. The inclusion of external partners and stakeholders provides a fresh perspective, further enhancing the breadth and depth of ideas. Leveraging technology to enable collaboration is also a significant point, particularly in the era of remote work.

A culture that nurtures innovation doesn’t happen automatically. It’s created through regular, meaningful actions that originate from leadership. Encouraging team members to share ideas and perspectives is as valuable as empowering them to ask questions. When teams feel welcomed and valued to contribute, they become motivated to think outside of the box while sharing ideas and solving problems.

One way to do this is to encourage social and informal learning and knowledge sharing amongst your team. Encouraging them to share ideas, their projects, what they've learned or best practices can often help them help each other, and generate possibilities for innovation and collaboration

In my experience ice-breaker activities during the day (especially on the likes of Zoom) work wonders in improving understanding and synergy between cross-functional teams. Laughter yoga, blind napkin briefs, LSP & pass the teddy is one of my favorites.

I call it RND. I try to find what the best companies are doing and pull their ideas into my company. I share where I’ve leaned them from too. My team knows I’m not that smart, I just RND the smart people.

In my experience leading by example is an ongoing process. Always demonstrate curiosity, a thirst for knowledge and a tireless commitment to your personal growth. Example: for social media professionals, show enthusiasm for learning. Explore the ways you could use AI in your organization to create efficiencies and to positively create opportunities. Be open-minded. As new social platforms come to life, avoid dismissing ideas too quickly, and instead promote exploration. And show people your mistakes, not only your successes. How did you make it to the top of your pyramid? Let people see the journey. Attend conferences, take courses, participate in workshops, earn a certification. Your team will see this and it sets the tone for others.

It's so important to be the EXAMPLE & lead from front. Your team will always pay more attention to - - what you do, how you do ... thann - what you say. It's so important to demonstrate doing things differently, putting into action some of the creative ideas that team discussed and got to table. Even if you know, chances of success are bleak, but taking a full hearted shot at it & putting everything into it, will do a world of good for the team' confidence and getting them to break the shackles and go at it fully. The leader needs to show how its done & more imp, keep trying and taking shots, not worrying about where its going to land.... that too me is ... WALKING THE TALK !!

Any time I learn something new, I share it in slack with the team along with my comments. I love talking to functional experts (especially who have seen the next stage we are about to enter). I take detailed (often pages!) of notes from my conversations with them. I share those with my team. It makes them feel included, role-models curiosity, promotes transparency -- and often gives them creative new ideas for different ways of working. In short, my team learns as I learn. And vice versa

To inspire innovation in team you must: ✔️ Create a safe environment for idea expression and risk-taking. ✔️ Encourage and accept all the ideas. ✔️ Ensure access to tools, training, and guidance for innovation. ✔️ Define innovation expectations and align individual goals with broader initiatives. ✔️ Acknowledge and incentivize innovative thinking and achievements. ✔️ Support continuous learning and skill enhancement. ✔️ I allow experimentation as well. That's what I do at Digital Height with my team.

For innovation to truly take root, we must accept failure and celebrates it. The fear of failure and its repercussions often prevents individuals from thinking creatively and innovatively. When individuals are judged solely on their outcomes rather than their potential, it becomes challenging to venture beyond established norms and find innovative solutions. Stepping out of one's comfort zone requires trust and psychological safety. It's an environment where vulnerability is not only accepted but also celebrated. Fear of judgment, marginalization, or exclusion should never be a hindrance to this process.

Creating a culture of innovation isn't a one-time initiative. It's a continuous effort that requires strategic planning, commitment, and a mindset of openness and exploration. Give your team the tools and autonomy they need to innovate. This may involve training, mentorship, or giving them time and resources to work on their own projects. Encourage lateral thinking and cross-disciplinary collaboration. Tools and technology that facilitate collaboration, streamline workflows, and stimulate creativity can significantly enhance the innovation process.

RND. Rip Off N Duplicate. I was never smart enough to figure everything out on my own. I was never smart enough to be creative to find new ideas for problems. I was however able to leverage my ADD, in seeing everything, and found amazing companies doing stuff in creative ways, and I just did what they were doing. Show your employees that their creativity can come from some simple RND of what the best companies in other industries are already doing.

Empowering your employees and creating an environment that fosters different perspectives can be linked to your team’s level of innovation. It’s important to stray away from micro managing your team but instead give them trust to make decisions. The more ownership they have over their work will open the door for them to create efficient processes that can be mirrored to other parts of an organization. Inviting employees to work on collaboration projects with other divisions will expose them to new views and challenge them to think of alternative suggestions to make the company stronger. People naturally want to be apart of something bigger, it’s your responsibility to give them the tools to succeed and open their ‘pandora’ box!