How To: Fuel Innovative Leadership
With so many advancements inside businesses today, organizations have a significant opportunity to drive positive change when their environments promote ingenuity. McKinsey reported that more than 80% of executives say innovation is a top priority. Unfortunately, only 6% are satisfied with their organization’s performance. The gap is striking, and it illustrates how important it is to empower employees to be inventive.
Similar to creativity, it seems that there is a misconception that being innovative is a quality that a person is born with. While some people may be more innately inclined to take risks, the truth is that inventiveness is a competency that can be developed and exercised just like any other skill.
Organizations will need pioneering ideas from all levels of staff to effectively navigate the complexities and opportunities in our workplaces, and it’s important to first set the stage with leadership so that they are equipped to support novel and useful advancements.
When existing and emerging leaders model the way, employees will feel encouraged to propose original ideas and concepts. Let’s explore how executives as well as Learning & Development (L&D) professionals can stimulate this transformation.
5 Tips to Amplify Innovative Leadership
#1 – Change the Conversation Around Failure
At Emergenetics, we often reflect on the value of the language of grace. Rooted in positive psychology, using affirmative language can actually influence outcomes. This concept was reinforced in McKinsey’s recent podcast, which revealed that many of the barriers staff feel when it comes to invention are related to fear, which can be offset with thoughtful verbiage.
To promote creativity, rethink how mistakes, errors and risks are described. Help leaders approach missteps positively and reframe their focus on lessons learned. A few of my favorite suggestions from McKinsey included changing the word “mistakes” to “mis-takes,” inviting the belief that people can try again, as well as replacing the word “pilot” with “pioneer” to inspire a mindset shift.
#2 – Align on Risk Tolerance
Every person is likely to have varying comfort levels with uncertainty. These inclinations may make it seem as though one team member is more innately innovative than another. However, everyone can be inventive when they clearly understand the guardrails and what sorts of risks are appropriate.
Spend time defining what level of ambiguity the company can tolerate and what a calculated risk looks like. Additionally, be clear about shared values and non-negotiables that should guide decision-making. With these boundaries in mind, leaders will be more inclined to step outside of their comfort zones and support employees in doing so as well.
#3 – Cultivate Psychological Safety
Innovation and psychological safety have a strong relationship with one another. After all, if personnel do not believe that they can speak up and voice ideas as well as concerns without fear of punishment, how will they be able to challenge the status quo and offer new approaches?
By following the two tips noted above, organizations can build on a solid foundation in the quest for psychological safety. Build on it by creating a space for peer mentoring where leaders are invited to connect with one another, share considerations and offer thoughts even (or especially) when they seem “a little out there.” L&D teams can reinforce the success of these interactions by training leaders in listening and emotional intelligence skills.
#4 – Promote Collaboration
There is a certain mystique around the myth of the lone visionary leader, who ideates and produces groundbreaking products, solutions or concepts all on their own. In actuality, teams increase innovation by 20%. This success is compounded when the groups are made up of cognitively diverse individuals.
Focus on cultivating strong collaboration competencies to fuel more effective ideation. Train leaders to inspire a sense of belonging, listen to feedback and articulate shared goals. By investing in their team-building talents and teaching them to view diverse perspectives with curiosity and empathy, companies will unlock the collective innovation of their workforce.
#5 – Ignite a Learning Culture
Investing in learning is one of the most effective ways to stimulate the production of novel solutions and everyday advancements. When employees are regularly exposed to new ways of thinking, distinct concepts and changing practices, they will be more likely to rethink past methodologies and be open to iterating and originating.
Establish a learning culture by investing in the ongoing growth of personnel across the organization. For leaders specifically, design comprehensive development programs that will help them build future-focused talents and amplify their professional and personal growth. Additionally, integrate learning into everyday activities by asking employees to reflect in meetings or peer mentoring sessions and share discoveries they’ve made as well as one thing they want to change for the better at work.
Innovation is within reach for any company. By intentionally curating an environment where leaders embrace optimism, psychological safety and ongoing growth and development, they will be better equipped to inspire their colleagues and teammates to unleash their inner creativity and ingenuity.
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