Post by Ginny Andrews on Apr 7, 2021 14:48:18 GMT
How do you engage a team in innovating when they have anxiety around change?
When teams have anxiety around change- I find it is important to acknowledge their concerns. Talk about their concerns—listening to ensure we have covered potential roadblocks and issues that may come up. Remind them that they are part of the team that is driving the change. I like to remind them of changes that we have made in the past—that have been successful. It is important that everyone understand our mission and how the changes being made support what we are here to accomplish. We never want to diminish what the team has accomplished in the past—but always support forward movement. We need to support a culture where change is good. We do not want our teams to feel that we are changing the way we have been doing things because of failure-or that it wasn't good enough--but constant improvement is a good thing.
What is the relationship between innovation and steady state? Should innovation be embedded in steady state?
My understanding of “steady state” is that it exists when change in one direction is balanced by change in another. I think it is imperative that we include innovation in our processes in order to keep this balance of change. We need stability and change in order to grow.
Apollo 13
Where did you see innovation?
In the first video, Failure is not an option—they took a big chance and listened to John’s recommendations. The entire team had to work towards asking the right questions and ensuring they had the answers. They did not let what they thought they knew about the problem stop them from finding a new solution.
What innovations intrigued you the most?
Seeing how the team worked together – was inspiring. In the second video, Square Peg in a Round Hole, they were provided guidelines—a clear message of what was needed – and were given the tools and items available in order to make it work. This reminded me of how important it is to make sure our teams all know our goals and have a basic outline (the tools) of how to get there. But, give them the confidence and power to come up with the solutions.
What was the team’s response to the need to innovate?
They first provided all the reasons that there was no possible solution available—or why solutions would not work. It is common to come up with the negatives before we can move on to possibilities. We often answer based on what we already know. They eventually started asking more questions and coming up with new solutions.
How did the leader drive innovation?
The leader defined the problems and let the team know what supports and tools were available and then gave them the power to find the answers.
When teams have anxiety around change- I find it is important to acknowledge their concerns. Talk about their concerns—listening to ensure we have covered potential roadblocks and issues that may come up. Remind them that they are part of the team that is driving the change. I like to remind them of changes that we have made in the past—that have been successful. It is important that everyone understand our mission and how the changes being made support what we are here to accomplish. We never want to diminish what the team has accomplished in the past—but always support forward movement. We need to support a culture where change is good. We do not want our teams to feel that we are changing the way we have been doing things because of failure-or that it wasn't good enough--but constant improvement is a good thing.
What is the relationship between innovation and steady state? Should innovation be embedded in steady state?
My understanding of “steady state” is that it exists when change in one direction is balanced by change in another. I think it is imperative that we include innovation in our processes in order to keep this balance of change. We need stability and change in order to grow.
Apollo 13
Where did you see innovation?
In the first video, Failure is not an option—they took a big chance and listened to John’s recommendations. The entire team had to work towards asking the right questions and ensuring they had the answers. They did not let what they thought they knew about the problem stop them from finding a new solution.
What innovations intrigued you the most?
Seeing how the team worked together – was inspiring. In the second video, Square Peg in a Round Hole, they were provided guidelines—a clear message of what was needed – and were given the tools and items available in order to make it work. This reminded me of how important it is to make sure our teams all know our goals and have a basic outline (the tools) of how to get there. But, give them the confidence and power to come up with the solutions.
What was the team’s response to the need to innovate?
They first provided all the reasons that there was no possible solution available—or why solutions would not work. It is common to come up with the negatives before we can move on to possibilities. We often answer based on what we already know. They eventually started asking more questions and coming up with new solutions.
How did the leader drive innovation?
The leader defined the problems and let the team know what supports and tools were available and then gave them the power to find the answers.