Tips for Fostering Team Flexibility and Innovation

The belief that once a commitment is made, it’s set in stone: Myth! This rigid mindset is not only outdated but also detrimental to a team’s ability to adapt and thrive in a dynamic environment. ✅Embrace Flexibility: Flexibility shows a commitment to continuous improvement and responsiveness to change. ✅Clarity Over Certainty: Cohesive teams choose clarity. They support decisions until new facts suggest a change in direction. ✅Avoid Assumptions and Ambiguity: Strive for clear understanding and avoid assumptions that lead to confusion. ✅Commit to Learning: Treat every decision as a learning opportunity. Be open to revisiting commitments with new information. ✅Foster Open Communication: Create a safe environment for team members to voice concerns and present new insights. Action Steps: ▪️Regularly review decisions and assess new information. ▪️Value everyone's input and welcome new insights. ▪️Keep a record of decisions and revisions for transparency. ▪️Recognize and celebrate the team's successful adaptations. By embracing these principles, your team can stay agile, effective, and aligned with goals, even in uncertainty. 

Tired of feeling like you’re the first stop in your team’s decision-making? Drawing insights from Daniel Pink's perspective on autonomy, here are three actionable steps to empower your teams: 1. Define Clear Goals with Ample Discretion: Begin by articulating clear goals and objectives for your team. However, instead of outlining how the goals will be accomplished, the team members will decide how to achieve these goals. Be clear on what success looks like. In order to get good at setting and implementing goals, people need to practice. Help your team start with smaller goals that mean people, reputation, or mission are not at risk if the approach fails. And build from there. 2. Cultivate a Culture of Experimentation: Encourage a culture where experimentation is not only accepted but celebrated. The software company Intuit gives a special award for the Best Failure. Encourage team members to try new approaches, test ideas, and learn from both successes and failures. How you react to failure will inform whether your team will share when there is risk of failure. Help your team get comfortable with failure as a learning tool and use it as the talk-through point, rather than a blame point. 3. Empower Self-Direction and Skill Development: You can encourage self-direction by giving your team the autonomy to choose their learning paths and pursue areas of interest. Help team members to take ownership of their work, which is different from accountability. When people hear accountability, they often hear consequences. Usually negative. Instead, ownership means choices. Using these 3 approaches, you can create an environment where autonomy, innovation, and overall team effectiveness thrive. And you no longer serve as the go-to for seemingly every littlest decision. #nonprofitleadership #nonprofitimpact

I am constantly thinking about how to foster innovation in my product organization. Building teams that are experts at execution is the easy part—when there’s a clear problem, product orgs are great at coming up with smart solutions. But it’s impossible to optimize your way into innovation. You can’t only rely on incremental improvement to keep growing. You need to come up with new problem spaces, rather than just finding better solutions to the same old problems. So, how do we come up with those new spaces? Here are a few things I’m trying at Duolingo: 1. Innovation needs a high-energy environment, and a slow process will kill a great idea. So I always ask myself: Can we remove some of the organizational barriers here? Do managers from seven different teams really need to say yes on every project? Seeking consensus across the company—rather than just keeping everyone informed—can be a major deterrent to innovation. 2. Similarly, beware of defaulting to “following up.” If product meetings are on a weekly cadence, every time you do this, you are allocating seven days to a task that might only need two. We try to avoid this and promote a sense of urgency, which is essential for innovative ideas to turn into successes. 3. Figure out the right incentive. Most product orgs reward team members whose ideas have measurable business impact, which works in most contexts. But once you’ve found product-market fit, it is often easiest to generate impact through smaller wins. So, naturally, if your org tends to only reward impact, you have effectively incentivized constant optimization of existing features instead of innovation. In the short term things will look great, but over time your product becomes stale. I try to show my teams that we value and reward bigger ideas. If someone sticks their neck out on a new concept, we should highlight that—even if it didn’t pan out. Big swings should be celebrated, even if we didn’t win, because there are valuable learnings there. 4. Look for innovative thinkers with a history of zero-to-one feature work. There are lots of amazing product managers out there, but not many focus on new problem domains. If a PM has created something new from scratch and done it well, that’s a good sign. An even better sign: if they show excitement about and gravitate toward that kind of work. If that sounds like you—if you’re a product manager who wants to think big picture and try out big ideas in a fast-paced environment with a stellar mission—we want you on our team. We’re hiring a Director of Product Management: https://lnkd.in/dQnWqmDZ #productthoughts #innovation #productmanagement #zerotoone

By day, I was leading product, then marketing and comms teams in Silicon Valley tech and by night, I did something most people wouldn't (and should!)... Improv and stand-up comedy with a stint at Second City for sketch. Yes, it taught me so many things about writing, story and creativity. More than that...it transformed how I think about story and innovation - individually and collectively as a team or culture. Yes, both will make you funnier. That's NOT even The Holy Grail (which is a classic, amiright?!) Ever curious, I thought, "why can't teams and cultures be like this?" They can. Here's the thing... Innovation and storytelling in teams happen when trust, connection and courage exist. Those first 2 help with courage. If your teams aren't innovating and telling bigger brilliant stories...it's not because they don't have them. It's that humans NEED a net of trust and connection to sustain courage. The biggest innovations, stories, ideas happen when courage fills the air... Leaders, entrepreneurs, any one really....HACK YOUR INNOVATION #1 focus on increasing trust (positive laughter w/o judgment builds connection, trust). When we laugh together, we sew deeper emotional bonds. #2 build team goals and a team net to increase output (stand-up is great and even then you can build with your audience, ex: crowd work, you are creating WITH your audience). THINK improv, it's all YES AND with teams. Two big things to work on: "I got your back." Make your partner look amazing! That means experimentation and supporting new ideas. Relax, you don't have to marry them. Just date them respectfully - you don't have to call them in the morning! #3 Welcome experimentation, humor and reframe what "fail" means - have open convos with teams. 1 and 2 help build a NET. It doesn't mean no bad ideas. It means Bad ideas are welcome as part of a process to get to GREAT ideas. You gotta kiss some ideas frogs to get to those princess ideas (yeah, I changed the metaphor!). WORK WITH ME I help create braver leaders, teams and cultures so people and innovation thrive. From inspirational and humorous talks, keynotes to facilitated learning programs, let's increase brave innovation capacity WHILE making people happier, healthier too. My book, "Stop Boring Me!" is on Amazon and it's all about transformation and innovation with laughter and improvisation. Humor is the ultimate algorithm(SM). Kathy-ism. YOUR TURN How do you channel your laughter into bravery? #keynotespeaker #organizationaldevelopment #innovation #highperformingteams #storytelling #laughter

I found this while on an afternoon stroll through Esalen. It beautifully summarizes my key learnings from this past week. Innovation doesn't happen during planned meetings or zoom calls. It happens through collisions of people who care about similar problems, and who have the freedom to ideate together. Our job as leaders is to create a culture where creativity thrives and is celebrated. Here are a few ways we can all work towards creating more innovative cultures: 1) Share your mission. Be loud. Be clear. Be consistent. In order for our team members to innovate, you need to give them something to care about first. Employees at mission driven companies report higher levels of engagement, higher retention and higher levels of innovation than companies who don't have a clear purpose or mission. 2) Focus on outcomes not outputs. Employees who have greater freedom on how they get their work done tend to report better overall outcomes and higher profits than companies with more rigid frameworks. Align on overall targets and objectives and let your team figure out their own ways of achieving them - you may be surprised at how good the results are. 3) Acknowledge and celebrate failures as learning moments. One of the best leaders I've worked for held space in each weekly team meeting for "F*ckups of the week" - a practice I have since emulated within my own teams. In order for creativity to flow, employees need to know that it's safe to make mistakes. A culture where failures are celebrated as learnings is one where creativity can thrive. 4) Create room for collisions. If you haven't been living under a rock, then you know the importance of hiring diverse talent and have done so. Groovy. The next part of the equation is amplifying the power of your diverse workforce by creating opportunities for these employees to engage with each other. I'm not talking about switching to being in the office 5 days a week. While that might yield positive results, it might also do so at the cost of employee wellness (this is not a ding on RTO - it's right for some companies, just not all). Instead, try creating quarterly employee summits where you openly discuss current business challenges and welcome all voices and ideas to be shared. If you have other thoughts or ideas on cultivating innovation, I'd love to hear them. #innovationculture #leadershipcoaching #leadershipdevelopment #esaleninstitute #humanpotential

Do I have all the best ideas?  Not even close! While many would like to think that all the best ideas only come from the top, that’s simply not true. Building a diverse team that is empowered to take ownership in driving innovation and improving IT efficiencies can drive an incredible amount of change at a much higher rate than a small group of leaders. I’ve the opportunity to lead many teams over my career and the one thing I realized earlier on and still holds true to this day is to allow teams to feel empowered. Give the team room to grow, come up with ideas on their own, and learn from failure. When employees feel trusted to make decisions and experiment, innovation explodes!  I see it all the time - a fresh perspective from a team member can totally change the game. Then add on building a diverse team that brings in different perspectives from a variety of backgrounds and experiences, and you get innovation and change on steroids! Here's how I try to foster that ownership culture: 🎯Clear goals, not micromanagement: 🎯 The leadership team sets the vision, but let my team figure out the "how." This gives them the freedom to be creative and find the best solutions. Celebrate failures (as steppingstones!): 💪 We ALL mess up sometimes. The key is to learn from it and move on. A "fail fast, learn faster" mentality encourages taking risks and pushing boundaries. 🌟Recognition that rocks! 🌟 When someone goes above and beyond, I make sure to shout it from the rooftops. Put it in the whole IT channel on teams, call it out during a team lunch, and share with all the IT leaders. Public recognition is a powerful motivator! What are your tips for empowering your team and fostering innovation? #leadership #innovation #employeeownership #itculture #thoughtleadership

You WANT your team to disagree with you at times. Creating an environment where healthy dissent is not only accepted, but embraced is the pinnacle of psychological safety. Why is this important? Imagine a team that agrees with everything you say and does not feel they are supported to disagree with you. As leaders, we know that we don’t have all of the answers. Group think falls short of what teams are truly capable of. Often, our best innovative ideas come from our teams. When our team is comfortable enough to speak up, success comes from the collective creativity of the team as a whole. 🤔 How do you foster healthy dissent? Try assigning someone on the team to be “the dissenter”. Their job is to find fault with whatever idea or concept is being considered. This accomplishes a number of things: 1.    Models safety to speak up-leadership must support them to do so 2.    Increases innovation-the team then builds upon great ideas or shifts in a direction that may not have been possible with group think 3.    Increases trust-when individuals see others speak up and find support from leadership, they begin to trust that this will happen again 4.    Improves collaboration-when teams know that healthy dissent isn’t personal and it is done in a professional manner, they are more likely to collaborate and help each other find solutions to barriers Thanking team members for speaking up is another simple and effective way to model safety for differing perspectives. Follow through on leadership accountabilities is also key to developing and maintaining trust as teams speak openly. ⭐ Invest your time in fostering a climate of healthy dissent. It will be worth your while. #nurseleaders #trust #innovationinhealthcare

Our team is at a crossroads. How do we inspire innovation in an era of uncertainty? Leading teams through times of change and disruption is often likened to steering a ship through stormy seas. It's about maintaining focus on the horizon, what you want to achieve as a team, while instilling and reinforcing a culture of innovation, and ownership within our crew. Through my work on the podcast, I've had the opportunity to discuss with numerous leaders about their strategies for nurturing creativity and driving forward-thinking initiatives amidst turbulent times. Key takeaways have been: 1) Build psychological safety: Creating a safe space for your team members to take risks and focus on their work can drive creativity and innovation. 2) Minimize cognitive load: Strive for the right balance of transparency. While keeping the team informed is crucial, too much information can overwhelm them. Keep their focus on customer outcomes. 3) Foster collaboration: Promote open dialogue and welcome diverse perspectives. Your team holds invaluable customer insights. 4) Make necessary resources available: Equip your team with the right tools, training, and mentorship to succeed. Commitment to creating an ecosystem that encourages transformative thinking can be the difference in these uncertain times. What strategies are you employing to foster innovation? Share your insights As we navigate these changing tides, let's remain committed to fostering environments that ignite transformative thinking. Share your strategies for inspiring innovation during uncertain times. 🛠️🌊

𝐈𝐍𝐍𝐎𝐕𝐀𝐓𝐈𝐎𝐍 | 𝐋𝐞𝐚𝐝𝐞𝐫𝐬 𝐄𝐱𝐩𝐞𝐫𝐢𝐦𝐞𝐧𝐭 In our quest for innovation and excellence, the role of a leader transcends beyond merely guiding the team. It's about becoming co-explorers on a journey fraught with challenges and boundless opportunities. Let me share a thought that's been pivotal in my approach to leadership: As leaders, when we openly experiment, embrace our failures as lessons, and show genuine interest in others' ideas, we're not just guiding—we're participating in a shared journey of discovery. Why does this matter? 1. 𝐎𝐩𝐞𝐧 𝐄𝐱𝐩𝐞𝐫𝐢𝐦𝐞𝐧𝐭𝐚𝐭𝐢𝐨𝐧: Innovation doesn't come from playing it safe. It comes from venturing into the unknown, with the courage to test new ideas and the humility to learn from what doesn't work. 2. 𝐄𝐦𝐛𝐫𝐚𝐜𝐢𝐧𝐠 𝐅𝐚𝐢𝐥𝐮𝐫𝐞𝐬: Every setback is a setup for a comeback. The lessons we learn from our failures are the stepping stones to our greatest successes. They are not to be feared, but embraced. 3. 𝐕𝐚𝐥𝐮𝐢𝐧𝐠 𝐃𝐢𝐯𝐞𝐫𝐬𝐞 𝐏𝐞𝐫𝐬𝐩𝐞𝐜𝐭𝐢𝐯𝐞𝐬: The magic happens when we genuinely engage with ideas that are not our own. It's about creating a space where every voice is heard and every suggestion is valued. This approach has not only enriched my leadership journey but has also fostered a culture where every member feels like they are a part of something greater than themselves. We are all teachers and students, learning from each other, inspired by the collective wisdom and creativity of the group. No matter your role or industry, I encourage you to embrace this mindset. Let's foster environments where curiosity is the compass that guides us, where we're not afraid to venture into the unknown together. The journey of discovery is infinitely more rewarding when we travel it as a team. Let's discuss! How do you cultivate a culture of curiosity and learning within your teams? What have been your most memorable lessons learned through experimentation and embracing failure? #Leadership #Innovation #Teamwork #LearningFromFailure #CultureOfCuriosity

💡 Leadership Insights: Navigating Software Development Challenges 💡 As the CEO of Sonatafy Technology, I've steered our ship through the dynamic waters of software development. Here are my top leadership tips to tackle common challenges in the industry: 1. Embrace Agility 💡The Tip: Stay flexible. The tech world changes rapidly; your strategies should too. 👉The Takeaway: An agile approach isn’t just a methodology, it's a leadership mindset that keeps you ready for change. 2. Invest in People 💡The Tip: Your team is your greatest asset. Invest in their growth and well-being. 👉The Takeaway: Skilled developers are crucial, but a motivated, well-supported team is unstoppable. 3. Prioritize Communication 💡The Tip: Keep lines open. Clear, concise, and constant communication prevents a multitude of development sins. 👉The Takeaway: When everyone speaks the same language, clarity leads to quality. 4. Foster Innovation 💡The Tip: Encourage creativity. Allow your team the space to experiment and fail. 👉The Takeaway: Innovation isn’t born from playing it safe; it's the offspring of calculated risks and freedom to explore. 5. Partner Strategically 💡The Tip: Choose partners who share your vision and complement your strengths. 👉The Takeaway: The right partnership, like Sonatafy's nearshore model, can amplify your capabilities and fast-track your goals. Leadership is more than guiding a team — it's about inspiring action, navigating challenges, and unlocking potential. At Sonatafy, we don’t just build software; we build leaders in tech. #Leadership #SoftwareDevelopment #Teamwork #Innovation #SonatafyTech