Como criar uma equipe inovadora?

Constructing an innovative team involves blending diverse talents, fostering a supportive culture, and exhibiting effective leadership. The following strategies can be employed to establish an innovative team. • Clear Vision and Goals • Diverse Skill Sets and Backgrounds • Celebrate Failure • Encourage Open Communication • Promote a Growth Mindset • Flexible Work Environment • Encourage Cross-functional Collaboration • Invest in Professional Development • Recognize and Reward Innovation • Leadership Support, etc.

In the dynamic landscape of today's workplaces, innovation is not just a buzzword; it's a necessity for staying competitive and relevant. Building a team that thrives on innovation requires deliberate efforts and a conducive environment. Here are key strategies to create a team that is innovative and geared towards pushing boundaries: 1. Cultivate a Diverse Team: 2. Foster a Culture of Psychological Safety: 3. Encourage Continuous Learning: 4. Provide Autonomy and Flexibility: 5. Nurture a Collaborative Environment

Innovation is the result of a great team work inspired by a leader that promotes by example not just inclusion, and diversity but also results oriented having clear objectives and and goals. This leader knows his people, recognize them and works aligned with company and region culture .

Goal and plan how to reach it are different. Generally the goal remains the same but plan (how to reach it) needs to be flexible. If You decide to travel from Tallinn to New York then Your plan could change during the proccess (redirects and connections) but a goal remains the same. And if the company has only a goal but no realistic plan how to reach it, then You also need to awake and start actions.

Foster a culture of curiosity, embrace diverse perspectives, and empower each team member to voice their ideas fearlessly. Encourage collaborative problem-solving, celebrate experimentation, and provide the autonomy for individuals to explore unconventional solutions. Continuous learning, open communication, and a shared passion for excellence will be the catalysts for innovation within the team.

Equipes inovadoras são construídas a partir do estabelecimento de confiança entre os membros para que todos possam trazer seus diferentes pontos de vistas e um desafiar o outro sobre os temas abordados. O tema diversidade aqui ao meu ver é crucial para ampliar os horizontes e trazer inovações

Bonjour ! Pour créer une équipe collaborative et innovante, commencez par encourager la communication ouverte, favoriser la diversité des idées et reconnaître les contributions individuelles. Cela passe aussi par la déléguation des responsabilités claires, les encouragements, la prise d'initiative . Cela va créer un environnement de confiance en favorisant la communication transparente et en reconnaissant les succès.

Diverse teams are good at generating a broad spectrum of ideas, thanks to their varied perspectives. However, when it comes to selecting and implementing these ideas, homogeneity often proves more effective. A meta-analysis of 108 empirical studies over 10,600 teams (Stahl and al., 2010) found that while diversity boosts creativity, it can also introduce conflict. Conversely, more homogeneous teams tend to reach consensus more swiftly, aiding in the decision-making process. Hence, an optimal approach is to utilize diverse teams for generating ideas and homogeneous ones for execution. Balancing these team structures can help organizations harness the full potential of both creativity and innovation.

多找一些異質性高的員工，不要一直找同類型的員工。相同思路會採用既往的做法；不同思路才能促進創新，增加火花。 團隊需要具有開放性，能接受批評、能接受不同意見、能互相尊重，並願意透過討論找出真正合適的方案。 在討論過程人人平等，主管與部屬能夠站在平等角度討論，不能因為階級不同講話的聲音大小就不同，互相尊重，異中求同。

Pour créer et promouvoir une culture de diversité et inclusion, c'est déjà de reconnaître que nous sommes tous différents et respecter cette différence. Au regard de ce constat, il faut intégrer cette différence dans votre prise de décision. Ensuite, privilégier une communication ouverte et transparente afin d'établir la confiance dans son équipe et enfin, prendre en compte les différents et les différentes contributions des uns et des autres et ne pas oublier de faire pourquoi par exemple tels ou tels propositions n'ont pas été retenu afin de garder ses collaborateurs toujours motivera et prêt à contribuer quand il le faut.

Managers should empower employees with trust to get them to a point of feeling confident to innovate freely and creatively. Believing in your people enables them to do their best work.

You need to create a psychologically safe space where people feel able and confident to throw out the craziest ideas without the fear of being mocked or ridiculed.

Its all about the management style, it needs to be empowering, full of trust and flexibility -to an extend-, people quit managers not jobs. To the right team, the more flexibility you gets, the more innovation and work you gets done, the traditional working hours scheme shouldn’t be very strictly adhered to, employees should know their responsibilities & tasks, and should be accountable for getting them done, it doesn’t matter where & when as long as employees get their work done before preassigned deadlines. This module enhances team morale, builds trust between the team members & their managers, embraces innovation and reduces the turnover greatly, employees would reconsider a thousand times before quitting a good manager & environment.

If you hired for their competence, skills, and what they bring to the table. In other words, you hired the best…let them be best. Let them fail forward as needed. avoid.micromanagement. This then creates an environment for ingenuity.

There's an assumption that group work will lead to better innovation. The reality is more nuanced. Researchers have found that constant social interaction within groups doesn't always yield the best results. Groups engaging in intermittent interactions—blending individual work with periods of collaboration—have the highest performance. While continuous group interactions can enhance the average quality of solutions, they can sometimes diminish the potential for truly outstanding ones. This implies that a balance between individual exploration and collective collaboration is vital. It's crucial to design systems that occasionally isolate members from continuous influence, allowing individual creativity alongside collaborative refinement.

Encourage a culture of open communication where all ideas are welcomed and valued, creating a safe space for brainstorming and experimentation. Emphasize the importance of learning from failures as much as from successes, fostering a growth mindset. Provide ongoing opportunities for professional development and exposure to new ideas and technologies.

When people accept their failures as necessary steps on the path to success, they become more resilient, adaptable, and receptive to attempting new things. This change in perspective drives the organization's advancement and ongoing progress.

D'après mon expérience, il est nécessaire d'accompagner son équipe vers de nouvelles choses, les aider à être force de proposition, et partager ensemble les idées. Il est nécessaire aussi d'accompagner l'équipe lors d'un échec ou lors d'un changement. En finalité, donner et partager les différents "tips" pour monter en compétences ensemble et être à l'écoute.

A growth-oriented and adaptable company or team culture creates an environment where team members are encouraged to innovate and challenge established norms. Leaders must ensure their own openness to change, avoiding the imposition of rigid processes or clinging to outdated practices that could hinder future progress. The flood gates of innovation open when a team believes that any idea can be submitted, vetted, and genuinely considered.

Some real-life examples of how to encourage experimentation and learning: ✅ Provide dedicated "innovation time": Set aside time each month for employees to work on new ideas and projects, even if they are outside of their normal job responsibilities. ✅ Create "fail fast" environments: Encourage employees to take calculated risks and learn from their mistakes. Make it clear that failure is an opportunity to learn and grow. ✅ Use pilot projects: Implement pilot projects to test new ideas before committing to them on a larger scale which can help to reduce the risk of failure. ✅Run regular brainstorming sessions: Organize brainstorming sessions to find out new ideas.

It's very crucial to actively reward innovation AND attempts at innovation. When innovative ideas that then do not materialize are ignored, looked down upon, or disregarded, people will be discouraged from trying again. It would be like throwing water at a spark. Rewarding innovative thinking on the other hand is like helping the spark turn into a flame.

Foster innovation in your team by implementing a culture that values creativity and risk-taking. Encourage open communication, provide autonomy, and establish a reward system that recognizes and celebrates innovative ideas. Acknowledging and appreciating novel contributions will inspire team members to continuously generate inventive solutions, driving sustained innovation.

One of the best ways to recognize innovation in the teams is to first give them space ,infuse a culture of ownership, let them take decisions on their own. Appreciate them in crowd.Reward them promptly.

Oui, cette étape porte toujours des fruits et fidelise les bons éléments de l'équipe, tout en encourageants les éléments un peu plus passifs à une meilleure performance.

Innovation is not always successful. However, most companies reward short term results. Encourage meetings with definite and conclusive outcomes and stress efficiency above innovation. The challenge lies in how to change the short term, small gain mentality. What helps a lot is to define boundaries for teams. I.e. at this stage we are encouraging wild ideas, experimentation, getting out of the office and learning about the customer, failure. In fact, reward the biggest failure. Encourage it so that team members step more and more outside of their comfort zone. Who doesn't like telling their mates the story of how crazy they got, as they join you for free at a football game! Meanwhile you get their crazy ideas that might make a difference!

A segurança psicológica é fator primordial de sucesso para times inovadores. Todos precisam ter a certeza de que serão ouvidos sem julgamentos, assim se sentirão motivados a contribuir com novas ideias.

People have a variety of gifts. Some are visionaries, some are planners, and some are executors. The fastest way to increase innovation and creativity in your team is to bring people into the team who have the creative/innovative gift, and to harness the creative voices that already exist. I have the visionary gift. I love to brainstorm and have big ideas. 1/2 the people in my team want little to do with this, and would prefer to be called in when it's time to talk about plans or execution. If you want to spread innovation in your org, know when to assemble the dreamers, and then the planners, and then the executors, each in their time. The book "The Six Types of Working Genius" is a great guide for this way of thinking.

Encourage interdisciplinary collaboration to break silos and promote cross-pollination of ideas. Create platforms, both physical and virtual, for informal interactions, fostering a culture where innovation can emerge from unexpected conversations. Establish a feedback loop that allows team members to share their insights and suggestions continuously. Emphasize the importance of a growth mindset, where challenges are viewed as opportunities to learn and improve collectively. Lastly, stay attuned to emerging trends and technologies, ensuring your team remains on the cutting edge of your industry. Let innovation be a journey, not just a destination! 🌐

Innovation is something you cannot force to happen; but you can create and cultivate the environment, mindset, and messaging to inspire people to innovate. And then do the same to keep it alive.

To foster a culture of innovation, particularly from a leadership perspective (from a recent meta-analysis by Bryon and al., across 134 field studies representing 11,353 teams): - Autonomy-supportive leadership: leaders should grant teams the freedom and autonomy they need, as this approach significantly boosts creativity and innovation. - Task interdependence: encouraging an environment where team members rely on each other can lead to greater innovation outcomes. - Goal interdependence: it's essential for teams to share common objectives to maximize their innovative capabilities.