Ihr Team zögert, Risiken für Innovationen einzugehen. Wie können Sie ihnen helfen, die Angst vor dem Scheitern zu überwinden?

"Only those who dare to fail greatly can ever achieve greatly." — Robert F. Kennedy To help your team overcome the fear of failure in innovation, foster a culture that embraces learning from mistakes. Encourage experimentation by highlighting the potential rewards of innovation. Provide support and resources for testing new ideas in controlled environments. Celebrate both successes and lessons learned from failures. Empower team members to take calculated risks, emphasizing that innovation often involves setbacks but leads to valuable insights and growth.

First of all i try to change the mindset.Failure is a natural process of every task. So i reframe failure as a learning opportunity, a way of improve soft skill, problem solving, critical thinking. Then I share my experience, my mistakes and how i learned from them. Finally, my team and i set clear checkpoints throughout the innovation process and develop actionable plans to achieve them

Enhancing team to take risk, is not like a piece of cake, different personalities, will affect this I trying to be a good example.

Create a culture where failure is acceptable. By doing so, you can also encourage your team to comfortably try out new ideas, take risks, and explore innovative solutions without the fear.

Failure is an opportunity to learn, making mistakes is part of the learning and growth process embracing mistakes provides you with the certainty that is needed to talk and teach from experience.

Teach your team to conduct thorough risk assessments. This involves weighing the potential downsides of an innovative idea against its benefits. Understanding the stakes allows your team to make informed decisions about which risks are worth taking. A structured approach to risk assessment can provide a sense of control, easing anxiety around the unknown. Keep assessing, keep innovating!

not everyone has an innovative mindset. and if you do you are the most rejected on any organization and culture! since you bring about the new required changes needed, and people don't like change even if its benefiting them.! ( its just our nature as humans) so please don't get discouraged.! later they will thank you. later they will understand.

Man sollte alle Möglichkeiten durchspielen und am Ende alle pro und con's aufzeigen! Am Ende das Bauchgefühl entscheiden lassen. Intuition ist wichtig und die sollte man NIE verlieren.

Man sollte versuchen die Teammitglieder an ihre Kindheit zu erinnern. Die kleinen Schritte, z.B. alle ersten Male, wurden meist gefeiert und waren positiv verknüpft. Ähnlich sollte man mit Geduld die Veränderung hier auch voran treiben.

In my experience, giving the team the end goal then breaking it down into phases has been very successful. This approach gives the team the big picture without it being too overwhelming, especially on a large, long-term project

One approach I’ve found to be effective on the long run is to have the team allinged on the end goal while breaking down the overall project into manageable swimlanes. This, paired with a positive culture that focuses on learning from mistakes and staying ready to pivot, produces better results and also better team members.

Un buen sistema es necesario ANTES de partir un proceso innovativo. Estos son sistemas dentro de una organización que dan espacio para la innovación. Al menos un patrocinador en el C-Level, la venia del CEO, buenas relaciones interárea con los equipos de tecnología y recursos (operaciones, finanzas, producción o I+D, dependiendo del caso). Asímismo, y para garantizar la persistencia del sistema, se debe prestar especial cuidado al portafolio de proyectos, considerando iniciativas de innovación disruptiva (fuera del modelo de negocios actual), innovación incremental (dentro del modelo de negocios) y algunos proyectos de mejora contínua que permitan ir sacando cosas a producción de manera constante y efectiva.

Innovation is a big word. Defining what innovation means as a manageable and naturally occurring process for everyone will facilitate willingness to step out of the comfort zone. Simply put, innovation is creativity leveraging organized knowledge by a curious person who wants to solve a problem using a method that differs from conventional wisdoms and it is part of human nature to do so. Defining innovation in an user friendly manner should be the first step to encourage a team to innovate.

remember, there is ALWAYS someone out there who needs an innovative mindset! to support his/her own agenda. thus, put yourself out there for them to see you. And for you to shine!

Freundlich zum Hausmeister genauso wie zum Chef zu sein, bringt einen in vielen Lebenslagen weiter! Niemand ist besser oder schlechter!

Support in the workplace is very important. You have to think, you are around these people more than your family. The way we treat each other is crucial for a sound work environment.

Das kann man gerade bei älteren Kollegen nicht sagen. Die älteren Kollegen haben meist Angst vor neusten Informationen und Techniken. Das funktioniert eher indem man Rollen im Team verteilt, s.d. Alle sich gegenseitig unterstützen können und jeder von jedem lernen kann.

Para fomentar la cultura de aprendizaje, se debe generar aprendizaje colectivo, tanto para quienes estén en el equipo de innovación como para las demás áreas. La generación y publicación de material o contenido educativo que permita que otras áreas de la compañía se beneficien de los descubrimientos hechos por el equipo de innovación, así como la oportunidad de que las demás áreas contribuyan con ideas, conocimiento, mejores prácticas o potenciales soluciones a los desafíos del equipo de innovación contribuye a la cultura de aprendizaje y colaboración que se necesita para la implementación exitosa de una estrategia innovadora dentro de una empresa.

If you must face what you are afraid of before you get the courage, then the rewards can serve as inspiration to go forward. Once you do, your brain, emotions, and spirit will learn how to deal with whatever you were afraid of and then you get the guts.

One way I got team members to innovate was to allow for experimentation by controlling for most variables involved and allowing different team members to test out a given variable with different options. We monitored what happened together. During a debrief, if something didn't work, we applauded ourselves anyway and then looked for what we could learn from the failure. Everyone was encouraged to take "lessons learned" as a win!

1. Create a Safe Environment: Foster a culture where it's safe to fail. Encourage experimentation and emphasize that mistakes are part of the learning process. 2. Lead by Example: Show your willingness to take risks and openly discuss your own failures and what you learned from them. 3. Provide Support: Offer resources, training, and support for innovative projects. 4. Set Clear Goals and Rewards: Define what successful innovation looks like and reward efforts and progress, not just outcomes. 5. Encourage Collaboration: Create opportunities for team members to brainstorm and collaborate on new ideas. 6. Feedback and Reflection: Regularly review projects and encourage reflective discussions about what worked and what didn't.

La innovación es una estrategia que exige ciertas cosas que no siempre están presentes en una organización, y es muy difícil que se logre innovar de manera efectiva y consistente si es que no están presentes: 1.- Patrocinio del C-Level, CEO y directorio 2.- Recursos: tecnológicos, financieros, humanos y CAPITAL POLÍTICO (ver punto 1) 3.- Acceso al mercado: para probar conceptos, testear hipótesis e iterar prototipos, se necesitan usuarios, y calle. 4.- Tiempo. Tiempo para identificar problemas de usuarios, tiempo para estudiar los mercados, tiempo para probar hipótesis, para generar prototipos, para iterar, diverger y converger. La innovación es un trabajo de tiempo completo, y es clave que la organización COMPLETA lo entienda así.

Explain that trying new things can lead to big rewards. Share stories of successful innovations and examples of failures that later went successful. Show them that even failures can teach valuable lessons. Create a safe space where mistakes are okay. Encourage trying things or different ideas to build confidence. Appreciate them and celebrate every attempt, even if it doesn’t work out. Remind them that learning from failure is part of the process. Offer support and guidance throughout their efforts. Help them see the potential benefits of taking risks. Be patient and understanding as they build courage.

when one ventures into a new, unknown, uncharted territory , path to destination will be hazy, perplexing. How to turn the corners of cross-roads, is what innovation is all about. Leader has to believe in the team; enthuse courage in the team . Empathize, Define, Ideate, Prototype and Test - are the steps to follow , without being too concerned about the end-result . The best way always is through !!