Post by jamiestrickland on Apr 7, 2021 14:50:01 GMT
B. How do you engage a team in innovating when they have anxiety around change?
Innovation is sometimes needed on the fly and Change is difficult simply put, I don't think change is ever comfortable initially until you learn to appreciate the positive around it and adapt to its potential shortcomings, if any, and the ability to create new ways to work around (that deals with more confidence & trust which I will touch on later). When innovation is needed on the fly is really brings to the forefront a teams trust and confidence within your leadership. If you haven't built a culture of trust then I don't believe you can get rid of the anxiety, people may go along with the change because its their job but it only furthers the divide.
I look at it through a competitive sports lens, for example when there is a coaching change; a new coach brings, a new communication style, new way to look at performance, adjustments to players minutes, positions, plays etc. In the end it all deals with buy in--how well do you lead, how impactful are you within your communication, explaining how the adjustments will benefit the team as a whole, building a system of trust, what do the stats (data) say, and lastly understanding the goal, what is at a play, overall how well you are able to share your vision of innovation. The anxiety is really around the fear of the unknown, because no one wants for change to impact their job and current status to either perform well. So the engagement really deals with:
Building a culture of trust and inclusion
Prior to bringing it to the team develop the idea--- I mean really really take your time with being strategic---research---understand the culture of your team---, understand some system changes need to happen on the fly
Speak to both sides--- you will have buy-in initially off your style of leadership and you will opposition as well. Target those who initially buy-in and maybe utilize a key person to assist others with adjustments
Benefits of change--- what this means for the future, how does this make the team stronger
Accept Feedback and give others a stake in building out the change. When people feel they are apart of the change they are able to accept things a bit more.
What is the relationship between innovation and steady state? Should innovation be embedded in steady state?
I believe the relationship between innovation and is steady state is that everything goes through a period of system changes. It is needed to find your footing within your industry and what works best for your company, what makes your company/idea sustainable.
And yes 'periods' of innovation should be embedded into a steady state because nothing that can be expected to work in the same way as technology and the times change. Look at any industry how each has changed within the last 30 years or 5 years from the product itself, marketing, company culture, etc.
D.
Where did you see innovation?
Re-entry scenarios
Ideas
What innovations intrigued you the most?
Fitting a square peg into a round hole with limited tools based on what was aboard the space craft.
What was the team’s response to the need to innovate?
- Their response to the need to innovate was to figure it out now, there was something greater at stake. Basically the mission would only end of 1 of 2 ways a success or catastrophe in one of the clips.
The other clip the team initial response to dismiss the idea to turn of the power but once the lead got behind this team members idea, everyone started to get onboard.
How did the leader drive innovation?
Empowering his team to hear all voices, weed through what can't be done to what can be done. Testing by running simulations of the re-entry scenario.
Innovation is sometimes needed on the fly and Change is difficult simply put, I don't think change is ever comfortable initially until you learn to appreciate the positive around it and adapt to its potential shortcomings, if any, and the ability to create new ways to work around (that deals with more confidence & trust which I will touch on later). When innovation is needed on the fly is really brings to the forefront a teams trust and confidence within your leadership. If you haven't built a culture of trust then I don't believe you can get rid of the anxiety, people may go along with the change because its their job but it only furthers the divide.
I look at it through a competitive sports lens, for example when there is a coaching change; a new coach brings, a new communication style, new way to look at performance, adjustments to players minutes, positions, plays etc. In the end it all deals with buy in--how well do you lead, how impactful are you within your communication, explaining how the adjustments will benefit the team as a whole, building a system of trust, what do the stats (data) say, and lastly understanding the goal, what is at a play, overall how well you are able to share your vision of innovation. The anxiety is really around the fear of the unknown, because no one wants for change to impact their job and current status to either perform well. So the engagement really deals with:
Building a culture of trust and inclusion
Prior to bringing it to the team develop the idea--- I mean really really take your time with being strategic---research---understand the culture of your team---, understand some system changes need to happen on the fly
Speak to both sides--- you will have buy-in initially off your style of leadership and you will opposition as well. Target those who initially buy-in and maybe utilize a key person to assist others with adjustments
Benefits of change--- what this means for the future, how does this make the team stronger
Accept Feedback and give others a stake in building out the change. When people feel they are apart of the change they are able to accept things a bit more.
What is the relationship between innovation and steady state? Should innovation be embedded in steady state?
I believe the relationship between innovation and is steady state is that everything goes through a period of system changes. It is needed to find your footing within your industry and what works best for your company, what makes your company/idea sustainable.
And yes 'periods' of innovation should be embedded into a steady state because nothing that can be expected to work in the same way as technology and the times change. Look at any industry how each has changed within the last 30 years or 5 years from the product itself, marketing, company culture, etc.
D.
Where did you see innovation?
Re-entry scenarios
Ideas
What innovations intrigued you the most?
Fitting a square peg into a round hole with limited tools based on what was aboard the space craft.
What was the team’s response to the need to innovate?
- Their response to the need to innovate was to figure it out now, there was something greater at stake. Basically the mission would only end of 1 of 2 ways a success or catastrophe in one of the clips.
The other clip the team initial response to dismiss the idea to turn of the power but once the lead got behind this team members idea, everyone started to get onboard.
How did the leader drive innovation?
Empowering his team to hear all voices, weed through what can't be done to what can be done. Testing by running simulations of the re-entry scenario.