Building Resilience in Cross-Functional Innovation Teams

The more mistakes a team makes, the more quickly they learn and more resilient they become… yet so many of the teams I work with are terrified of making a mistake! They have so much on their plates that they’re singularly focused on crossing things off their lists so the thought of experimenting with a new approach and having to redo it is soul-crushing. OR They’re operating within a prove-your-worth culture in which mistakes are attributed to personal failure and incompetence. OR There is no appetite for risk and the only acceptable way of working is to do things the way they’ve always been done. OR any number of other reasons top performers make themselves small instead of taking a risk that could be a win. This is bad for business. And for morale. When mistakes are seen as part of the process, teams feel safer taking risks, which leads to creative solutions and faster progress. Leaders need to focus on 3 things to encourage experimentation so their teams will risk making mistakes in pursuit of a win: 𝟭. 𝗙𝗼𝘀𝘁𝗲𝗿 𝘀𝗲𝗹𝗳 𝗮𝗻𝗱 𝗰𝗼𝗹𝗹𝗲𝗰𝘁𝗶𝘃𝗲-𝗰𝗼𝗺𝗽𝗮𝘀𝘀𝗶𝗼𝗻 When we meet failures with compassion, we soften the emotional blow and decouple it from identity. With compassion, the individual is not a failure (fixed mindset)… they’re an innovator who tried something that failed (growth mindset). ❇ Tip: Normalize mistakes and conversations about mistakes by conducting regular retros for missteps, large and small. Emphasize the key learnings and takeaways, not the flawed logic or approach. No blame, no ego threat, no identity crisis, no problem trying it again another way. 𝟮. 𝗖𝘂𝗹𝘁𝗶𝘃𝗮𝘁𝗲 𝗮 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 When learning is valued over perfection, teams are more willing to experiment, try new approaches, and push boundaries. ❇ Tip: Reinforce growth mindset as a core cultural tenet. Encourage team members to set personal development goals and allocate a budget to it. Even a small contribution can have symbolic & cultural value. Reward effort and improvement, not just outcomes and encourage voluntary share-outs or team-wide trackers. 𝟯. 𝗖𝗿𝗲𝗮𝘁𝗲 𝗮 𝘀𝘆𝘀𝘁𝗲𝗺 𝗳𝗼𝗿 𝗲𝘅𝗽𝗲𝗿𝗶𝗺𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 Experimentation increases both the absolute number of failures and the failure rate. AND Done with systems, strategy and intention, it also accelerates growth, discovery and successful solutions. Establishing a system for experimentation allows teams to test ideas in controlled, low-risk environments where failure is seen as a step toward success. ❇ Tip: Implement a process for innovation sprints in which team members are encouraged to suggest & test bold ideas with clear guidelines on how to analyze & iterate based on the outcomes. These shifts to culture and process can have a massive impact. Teams that are encouraged to make mistakes ✔ learn more quickly, ✔ are more resilient and ✔ are more likely to take smart risks that can lead to sustainable, step function success.

Your "resilient" team might just be a group of burned-out people afraid to quit. Hustle culture isn't human culture. We've glorified resilience to the point of delusion and totally redefined it to fit a hyper-individual, cowboy narrative. ✖️ We celebrate teams who "push through" under pressure. ✖️ We reward people for "doing more with less." ✖️ We post mantras like "tough times don't last, tough teams do." But here's the truth I've learned working with traumatized organizations: 𝗥𝗲𝘀𝗶𝗹𝗶𝗲𝗻𝗰𝗲 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝗿𝗲𝘀𝘁𝗼𝗿𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝗲𝘅𝗽𝗹𝗼𝗶𝘁𝗮𝘁𝗶𝗼𝗻. Work trauma without acknowledgement is social gaslighting and institutional betrayal. If your team "survived the storm"...(layoffs, scandals, mergers) 𝟭. 𝗙𝗶𝗿𝘀𝘁, 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗲 𝘁𝗵𝗲 𝗰𝗼𝘀𝘁 -Have candid conversations about what was sacrificed -Acknowledge the personal toll on health, relationships, and wellbeing -Honor that survival is not the same as thriving 𝟮. 𝗧𝗵𝗲𝗻, 𝗮𝘀𝘀𝗲𝘀𝘀 𝘁𝗵𝗲 𝗱𝗮𝗺𝗮𝗴𝗲 -Create safe spaces for people to share their genuine experiences -Look for signs of burnout that persist beyond the crisis -Evaluate if your culture rewards unhealthy sacrifice over sustainable output 𝟯. 𝗡𝗼𝘄, 𝗿𝗲𝗯𝘂𝗶𝗹𝗱 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗹𝘆 -Establish clear boundaries between crisis management and normal operations -Create recovery periods that match the intensity of what was endured -Develop early warning systems to prevent future storms from becoming catastrophic 𝟰. 𝗙𝗶𝗻𝗮𝗹𝗹𝘆, 𝗿𝗲𝗱𝗲𝗳𝗶𝗻𝗲 𝗿𝗲𝘀𝗶𝗹𝗶𝗲𝗻𝗰𝗲 -Shift from "pushing through" to "responding wisely" -Measure success by sustainable outcomes, not heroic efforts -Value the courage to set limits as much as the willingness to stretch -True resilience isn't about enduring more—it's about building systems that require less endurance in the first place. ________________________________________________________________ Join us for our 5th Trauma-informed & Team Resilience cohort facilitated with Heliana Ramirez, Ph.D., L.I.S.W. (former senior researcher at the VA, and work trauma expert). Link in comments.

After working with multiple cross-functional teams, one thing has become painfully clear: 𝐌𝐨𝐬𝐭 𝐀𝐠𝐢𝐥𝐞 𝐭𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐨𝐧𝐬 𝐟𝐚𝐢𝐥 𝐧𝐨𝐭 𝐛𝐞𝐜𝐚𝐮𝐬𝐞 𝐨𝐟 𝐩𝐫𝐨𝐜𝐞𝐬𝐬 𝐠𝐚𝐩𝐬 𝐛𝐮𝐭 𝐛𝐞𝐜𝐚𝐮𝐬𝐞 𝐨𝐟 𝐜𝐮𝐥𝐭𝐮𝐫𝐚𝐥 𝐨𝐧𝐞𝐬. We obsess over ceremonies, tools, and metrics, but we often overlook the single most important factor that determines whether a team thrives or burns out: PSYCHOLOGICAL SAFETY Here’s the hard truth: 𝐘𝐨𝐮𝐫 𝐀𝐠𝐢𝐥𝐞 𝐟𝐫𝐚𝐦𝐞𝐰𝐨𝐫𝐤 𝐢𝐬 𝐨𝐧𝐥𝐲 𝐚𝐬 𝐬𝐭𝐫𝐨𝐧𝐠 𝐚𝐬 𝐭𝐡𝐞 𝐭𝐫𝐮𝐬𝐭 𝐲𝐨𝐮𝐫 𝐭𝐞𝐚𝐦 𝐟𝐞𝐞𝐥𝐬. - You can run flawless standups and still ship broken products. - You can track sprint velocity religiously and still leave your team drowning in burnout. - You can have retrospectives every two weeks and still hear silence in the room. Because when people don’t feel safe to speak up, question assumptions, or admit blockers, “Agile” becomes theater.... busy but brittle. Here's are 5 approaches to bridge the trust gap in your team. 📍T — Transparency in Decision-Making Don’t just hand down priorities. Explain the why. Show your uncertainties. Invite your team into the decision. ↳Start every sprint planning with 5 minutes of context. It changes everything. 📍R — Reward Intelligent Failures High-performing teams don’t avoid failure, they mine it for insights. ↳ Dedicate a section in retrospectives to “productive failures.” Celebrate what you learned. 📍U — Unblock Before You Judge When someone raises an issue, don’t start with “why.” Start with “how can I help?” ↳ Create safe, multiple pathways for people to surface blockers including anonymously. 📍S — Shared Accountability Shift the narrative from “who’s at fault” to “what can we improve together.” ↳ Replace individual blame metrics with team success metrics. 📍T — Time for Reflection Pushing relentlessly without pause kills innovation. Space to reflect is where creativity breathes. ↳ Reserve 30 minutes at the end of every sprint for conversations that are separate from delivery-focused retros. This is crucial because Teams with high psychological safety consistently outperform others with higher #teamperformance, lower turnover, fewer quality issues and higher revenue performance Here's a place to start.... In your next team meeting, take one recent decision and walk your team through your reasoning, including what you were uncertain about. That single act of vulnerability creates space for openness everywhere else. Remember, #Agile isn’t about speed. It’s about creating conditions where teams can thrive under uncertainty. And that begins with TRUST. P.S. How do you build psychological safety in your team? Share in the comments. Your insights could help someone lead better. Follow 👉 Benjamina Mbah Acha for insights that help you plan, execute, and deliver projects with confidence.

Your team isn’t just navigating change. Their brains are being rewired by it. Understanding the brain science of resilience is essential for any leader guiding teams through AI transformation and resource pressure. The neuroscience is clear: chronic workplace stress shrinks the hippocampus (our learning center) while amplifying the amygdala (our fear center). In 2025, with AI transformation and resource constraints, our teams' brains are literally rewiring under pressure. Here are 3 science-backed strategies I teach in my leadership and resilience keynote programs to build resilient teams in this high-pressure environment: 1. Create Psychological Safety Zones ↳Schedule weekly "pressure-release" meetings where teams can openly discuss AI concerns ↳Make it clear that vulnerability isn't weakness—it's human ↳Celebrate small wins to trigger dopamine releases and build positive neural pathways 2. Redefine Resource Optimization ↳Stop asking "How can we do more with less?" ↳Start asking "What truly moves the needle?" ↳Use AI to eliminate cognitive overload, not people ↳ Direct mental energy toward creative work (which activates our brain's reward centers) 3. Build 'Change Muscle ↳Leverage neuroplasticity: the brain's ability to form new connections throughout life ↳Create micro-learning opportunities to strengthen neural pathways gradually ↳Rotate team roles to build cognitive flexibility ↳Foster cross-functional collaboration to enhance neural network resilience Remember: The stressed brain can't learn, but the supported brain becomes stronger through challenge. That's not just leadership philosophy, it's neuroscience. What strategies are you using to help your teams' minds navigate these changes? #Leadership #Resilience #FutureOfWork #ChangeManagement #KeynoteSpeaker

Resilience isn’t about bouncing back. It’s about bouncing forward. If you’re building a team that can withstand adversity, you’re already behind. The real goal? Build a team that grows because of it. Here’s the nuance: A group of resilient individuals doesn’t automatically make a resilient team. Why? Because team resilience is less about personal grit—and more about shared norms. Culture—not character—is what turns individual strength into collective endurance. That’s where this Resilience Playbook comes in—five field-tested strategies to help managers build teams that grow through adversity, not just survive it: 1️⃣ Screen for Resilience Hire and develop people with the capacity to regulate themselves under stress. A resilient disposition contributes to a resilient culture. 2️⃣ Practice Strategic Distress Ask yourself: Do we have the right balance of stability and stress? Stress isn’t the enemy—chronic, unmanaged stress is. Too much stability can quietly undermine growth. 3️⃣ Adopt a Pirate Crew Mindset This mindset fosters unity in the face of chaos. Your team should feel like they’re in the fight together, not just sharing a cubicle or email thread. 4️⃣ Narrow, Don’t Broaden In high-stakes moments, don’t widen the aperture—tighten it. Focus on the essentials and eliminate noise. 5️⃣ No Egos, No Apologies Conversations When it’s time to talk, leave your ego at the door and bring your courage. Truth is the currency of trust. The best teams aren’t just operationally excellent. They’re emotionally durable. Resilience is a function of culture. And culture is a function of leadership. Have you seen these strategies work in your organization? Let me know in the comments.