Scaling Innovation
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Most organizations say they want smart risk-taking, but few define what that actually means—leaving teams stuck between playing it safe and making costly mistakes. Leaders need a practical playbook to set clearer boundaries, take the right risks, and turn failure into progress.
Address underlying concerns before asking managers to lead change on their teams
A "stay interview" can help you identify what will keep your employees invested in the work, and demonstrate that they matter
Teams need forums to spread new ideas and ways of working
Technology can scale exponentially, people and relationships can't. As you grow your organization, scaling your culture in a healthy way becomes ever more important.
You need a distinct team and process to integrate ideas into the wider organization
Whether you report to one, manage one, or are one, the middle manager is often a thankless role within the organization. They have to deal with the “relentless and conflicting” influx of demands, serving as gatekeeper between senior and junior levels. And while they’re meant to have autonomy over their direct reports, they often get stuck enforcing decisions made by those above them.
As leaders, we are repeatedly told that we need to learn to delegate. And unsurprisingly most of us struggle with it. After all, we likely got our jobs because we were star performers that happily took on more work and responsibilities.
Gather your leadership team together and run a diagnostic test of your company’s innovation goals and needs before establishing an innovation outpost.