Innovation Challenge Response

There are three types of organizations I’ve work with: 1️⃣ Those that consist of homogeneous groups. These teams share similar backgrounds, perspectives, and approaches, which can result in groupthink and limited innovation. 2️⃣ Those that consist of diverse teams. They have diversity on paper but struggle to unlock its full potential due to the absence of true inclusivity. 3️⃣ The rarest: those that consist of diverse and inclusive teams. These organizations know how to leverage their diversity through intentional inclusion, creating an environment where everyone contributes to a shared success. Here’s how I help organizations move from the first two types to the third: 🧠 Mindset In many diverse groups, diversity is seen as a challenge rather than an advantage. I help teams embrace a Diversity-Sum Mindset™, where varied perspectives are combined to fuel creativity, drive innovation, and amplify results. 🧡 Psychological Safety Diverse groups often lack the conditions needed for all voices to be heard, leading to disengagement or missed opportunities. I work to build Psychological Safety, where trust flourishes, and team members feel empowered to contribute their boldest ideas without fear. 🎯 Decision-Making Decision-making in diverse groups can be dominated by a few voices, stifling collective insight. Through Inclusive Decision-Making, I help teams integrate different viewpoints into cohesive strategies that lead to more balanced, innovative outcomes. 🕸 Collective Intelligence When teams can’t synergize their diverse ideas, they miss out on true innovation. I guide teams toward harnessing Collective & Collaborative Intelligence, unlocking their full potential to solve complex problems and adapt to new challenges. I designed this blueprint because I saw it from practice: the teams that thrive are those that embed diverse perspectives into their everyday actions, supported by a strong mindset, trust, and inclusive decisions. 🤔 P.S.: What kind of team have you been part of—homogeneous, diverse, or truly diverse & inclusive?

Steve Jobs recognized the importance of focusing on the few critical decisions that only the top team could make, then delegating everything else. #Empower Top management frequently gets overwhelmed with decisions that, while important, do not require their unique insights. That’s why they max out. By concentrating on high-level strategic decisions—like vision, culture, and long-term goals— top leadership teams can become more innovative and responsive to market demands. #StrategicFocus Jobs believed effective leadership lies not in controlling every detail but in providing a clear vision and empowering others to execute it. #Empowerment Delegation means empowering others to take ownership and initiative. Jobs exemplified this by fostering a culture of creativity and autonomy at NeXT and at Apple. He recognized that the best ideas come from those closest to the ground—interacting daily with customers, products, and processes. #Innovation When leaders delegate effectively, they create a dynamic environment where team members feel valued and motivated. #Teamwork By devolving authority to middle management and team members, Jobs encouraged ownership and accountability, leading to extraordinary innovation. In this environment, employees are encouraged to take risks and propose ideas without fear of overbearing scrutiny. This enhances morale and cultivates a culture of innovation that drives a company forward. #CultureOfInnovation Middle management is the backbone of any organization, serving as the bridge between the executive team and the workforce. They play a crucial role in translating high-level strategy into actionable plans. By empowering middle managers to make decisions relevant to their expertise, top management can leverage their insights, leading to more effective strategy execution. #MiddleManagement Jobs empowered his teams in product development, accelerating innovation and allowing quick pivots in response to market feedback. Leaders who recognize this value foster a more agile organization, capable of adapting to change and seizing new opportunities. #Agility Here are 3 actionable steps to empower the middle Identify Core Responsibilities: Clearly define the strategic areas where input is essential. This clarity delineates responsibilities and ensures time is spent on what truly matters. #Focus Cultivate Trust: Building a culture of trust is vital for delegation. Leaders must communicate confidence in their teams, allowing them to take ownership of their responsibilities. #Trust Encourage Collaboration: Create an environment where team members feel comfortable sharing ideas. This can lead to innovative solutions that might not emerge in a hierarchical structure. #Collaboration The best leaders cultivate a culture of innovation, agility, and accountability. The ability to delegate effectively and empower others is essential for long-term success. #LeadershipSuccess

From my new Harvard Business Review article, here’s how to create the second of four pillars that innovative organizations need – capability to forge strategic partnerships: You don’t have to contain yourself to your team or the organization when it comes to innovation. Great innovations can come from collaborations with suppliers, customers, universities, startups, or companies using relevant technology in a totally different way. For example, the jeans company Levi Strauss has been collaborating with Google to figure out what “smart” clothing might accomplish for users like truckers. But doing so needs focused and dedicated work. That means you need to find people within the team to do the long-term work of building those relationships, having speculative conversations, and hunting for partner capabilities which may not be immediately apparent. You don’t want to be Yahoo, which declined to engage with an ambitious early-stage company boasting a different business model: Google. What to do instead? Put specialists in strategic technology partnerships on the lookout. Have them work in collaboration with core business teams who can use these partnerships to make innovation happen. For example, many pharma companies have these types of partnership offices near MIT, and it’s an approach that can be replicated by a broad range of industries. Johnson & Johnson’s university collaborations not only facilitate investments and research partnerships, but through JLabs they also provide lab space and support services for promising start-ups without requiring an equity stake. This can give Johnson & Johnson an inside track with the start-up when the timing is ripe. The fruits of the program have been substantial — as of 2023, 840 incubations of companies in this network had yielded more than 290 deals or partnerships with J&J. (Have you used other methods to forge strategic partnerships? Please add them in the comments!)

Advice for New Designers: The Power of Listening & Inclusive Design. As someone passionate about digital inclusion and future work cultures, I’m always inspired by conversations that challenge assumptions and drive meaningful change. On a recent AXSChat episode, Neil Milliken and I had the pleasure of interviewing Gail Ramster, Senior Research Associate at the Royal College of Art’s Helen Hamlin Centre for Design. Gail’s advice for new designers truly resonated with me: Be brave. Talk to people. Never assume you know it all. Inclusive design is rooted in ongoing learning and genuine curiosity—especially when tackling topics that seem “mundane” or taboo, like public toilets. With over 16 years of research, Gail has shown that user experiences and stories are the true bedrock of accessible innovation. Key takeaways from our conversation: - Public toilets are critical for dignity, wellbeing, and social participation, yet often overlooked due to social taboos and funding challenges. - Inclusive design isn’t about finding a “perfect” solution, but about continually listening, evolving, and understanding diverse needs—including those related to neurodiversity and accessibility. - Technology and open data (like the Toilet Map project) can empower individuals and inform smarter urban planning, but privacy and collaboration are essential. - Businesses and communities both play a role in making accessibility a reality, from shopping centres to local councils. If you’re starting out in design, accessibility, or digital transformation, remember: Engage directly with those excluded by current systems. Each conversation is an opportunity to learn and improve. For those interested in best practices and real-world stories, I highly recommend Gail’s new book: “We the People: Designing Inclusive Public Toilets” Available at Waterstones, Bloomsbury, Amazon, and other online bookstores. Let’s keep pushing for a more accessible, inclusive, and sustainable world—one conversation at a time. #InclusiveDesign #Accessibility #Innovation #FutureOfWork #AXSChat

Breaking Silos, Building Innovation: How SEA Milano Airports 🇮🇹 Transformed with FORTH … When SEA Aeroporti di Milano set out to innovate, they weren’t just looking for new concepts—they wanted to embed innovation into their culture. With 35 million passengers a year and a complex, diverse workforce, SEA faced a challenge familiar to many large organizations: how to break down silos and make change truly happen. Guided by Evidentia , a human-centered innovation boutique in Italy, SEA applied the FORTH Innovation Method to tackle diversity and inclusion in a structured, results-driven way. Instead of vague discussions and stalled initiatives, they focused on measurable impact, rapid implementation, and broad internal involvement. The Power of FORTH in Action • Over 600 employees participated in research, interviews, and testing. • 2,233 ideas were generated, leading to 43 concepts. • Seven innovation projects were selected, three of which were launched immediately. What made this a success? Top-down sponsorship and bottom-up engagement. From shift workers to senior executives, everyone had a voice. The process not only delivered concrete innovation projects but also created a lasting mindset shift—embedding inclusion as a core value at SEA. It was lead by three great skilled facilitators Anna Forciniti, Letizia Migliola (she/her) and Maria Vittoria Colucci. Key Takeaways for Innovating Across Silos 1. Engage all levels—from frontline staff to top leadership. 2. Create psychological safety—so diverse voices are truly heard. 3. Ensure fast implementation—so innovation doesn’t stall. 4. Build strong sponsorship—leaders must actively support change. 5. Use a structured method—like FORTH, to align teams and drive action. By applying FORTH, SEA Milano Airports didn’t just generate new ideas; they built an innovation culture that lasts. Want to see similar results in your organization? Let’s talk about how structured innovation can work for you! #Innovation #FORTHMethod #DesignThinking #DiversityInclusion #SEAInnovation

As a brand marketing leader on the hook for Innovation and growth, you likely aren't short on ideas, but picking the "best" ones can be a conundrum. Innovation agencies often focus on idea generation, and because they're good at what they do, the output can be overwhelming.  What’s more, you know it's a survival of the fittest for your finite money and focus. I've learned that 𝙖𝙣 𝙪𝙣𝙨𝙪𝙣𝙜 𝙖𝙧𝙩 𝙛𝙤𝙧𝙢 𝙤𝙛 𝙞𝙣𝙣𝙤𝙫𝙖𝙩𝙞𝙤𝙣 𝙡𝙞𝙚𝙨 𝙞𝙣 𝙙𝙞𝙨𝙘𝙚𝙧𝙣𝙞𝙣𝙜 𝙬𝙝𝙞𝙘𝙝 𝙞𝙙𝙚𝙖𝙨 𝙝𝙖𝙫𝙚 𝙩𝙝𝙚 𝙜𝙧𝙚𝙖𝙩𝙚𝙨𝙩 𝙥𝙤𝙩𝙚𝙣𝙩𝙞𝙖𝙡 𝙛𝙤𝙧 𝙨𝙪𝙘𝙘𝙚𝙨𝙨. You've got your no brainers 👍, and your clear Heck to the No's 👎. Then, you’re left with the rest: the stretch ideas, the exciting ones you want to nurture, but that you can foresee will be HARD. So, how to move forward? Suit up in your armor of 𝗩𝗲𝘁𝘁𝗶𝗻𝗴 & 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘇𝗮𝘁𝗶𝗼𝗻. Every company does it differently, but it doesn't have to be complicated. Here's a Checklist of criteria to help you and your team Focus and Stick to your Strategic Guns as things get hairy (which they will). If you use this list consistently, you're winning way before you launch! ☑️𝘚𝘵𝘳𝘢𝘵𝘦𝘨𝘪𝘤 𝘈𝘭𝘪𝘨𝘯𝘮𝘦𝘯𝘵: Ideas that fit your company's mission and goals are more likely to get internal momentum 👏and succeed in the long run. ☑️𝘔𝘢𝘳𝘬𝘦𝘵 𝘍𝘪𝘵: my drum to beat! Conduct whatever degree of research fits your risk profile and budget to understand trends, consumer, and customer needs. Ideas that address real pain points make the story easier to tell...for ALL your stakeholders. ☑️𝘊𝘰𝘮𝘱𝘦𝘵𝘪𝘵𝘪𝘷𝘦 𝘋𝘪𝘧𝘧𝘦𝘳𝘦𝘯𝘵𝘪𝘢𝘵𝘪𝘰𝘯: Ask whether it fills a gap to stand out in a crowded space--i.e., most markets today! If not, is it 'a better mousetrap'? ☑️𝘊𝘶𝘴𝘵𝘰𝘮𝘦𝘳 𝘐𝘯𝘱𝘶𝘵: If you're going to retail, early feedback from top accounts will give you points for partnership AND help refine your ideas before going too far down the path. ☑️𝘌𝘹𝘦𝘤𝘶𝘵𝘪𝘰𝘯𝘢𝘭 𝘍𝘦𝘢𝘴𝘪𝘣𝘪𝘭𝘪𝘵𝘺: Ask the experts what it will take to deliver, then assess the likelihood you can overcome the obstacles--financial, technical, or human. ☑️𝘙𝘪𝘴𝘬 & 𝘚𝘤𝘦𝘯𝘢𝘳𝘪𝘰 𝘱𝘭𝘢𝘯𝘯𝘪𝘯𝘨: Think ahead to the potential pitfalls and how you’d handle them, to try to head off issues before they turn to roadblocks🚧. ☑️𝘉𝘢𝘤𝘬-𝘰𝘧-𝘵𝘩𝘦-𝘌𝘯𝘷𝘦𝘭𝘰𝘱𝘦 𝘍𝘪𝘯𝘢𝘯����𝘪𝘢𝘭𝘴:  the sooner you can gauge the potential to make💰, the faster you can move on the ideas that have a prayer. Innovators know the winding road ϟ from idea to launch is not for the faint of ♥...there will be blood, sweat 😬and even😢. But if you've pressure tested & prioritized, the winners 🏆will be primed to make the 🎆 you and your stakeholders are counting on. GO GET EM! 𝗪𝗵𝗮𝘁 𝗥𝘂𝗹𝗲𝘀 𝗵𝗲𝗹𝗽 𝘆𝗼𝘂 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘇𝗲 𝘆𝗼𝘂𝗿 𝗚𝗿𝗼𝘄𝘁𝗵 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀? #innovation #strategy #brandgrowth

I have an army of 150+ professionals, and some of the greatest lessons have come from them. Over the years, as I scaled TMG, we hired and collaborated with numerous people. Each of the people brought unique skills, perspectives, and ideas to the table. The biggest mistake I see leaders make? Failing to create an environment where their teams feel empowered to share. Here's how I fostered a culture of open learning at TMG, and the incredible results it brought: 📍 Fresh perspectives drive breakthroughs: A complex multinational tax case stumped our seasoned team. The solution? A junior analyst from Singapore who spotted a recent legal precedent. Combining her fresh insight with our senior partner’s expertise, we saved our client millions. Never underestimate the power of new eyes on old problems. 📍 Empower your team to thrive: When a top legal professional faced burnout, we dug deeper. We found their desk drowning in papers and their to-do list in chaos. It was clear: burnout wasn't the problem, it was a symptom. Our solution? A custom program leveraging dashboards and delegation tools. Result: A transformed work experience and renewed productivity. 📍 Passion Fuels Performance: During a creative block, we invited our IT specialist to a marketing brainstorm. His tech-savvy idea not only won the client but sparked a new cross-department collaboration model. Are you tapping into your team's diverse passions? Here's our challenge to you: 📍 Think about your last team meeting. Was it a monologue or a dialogue? Did you leave with new insights from your team? 📍 Share a time when a team member surprised you with their insight. What did you learn? How did it change your approach to leadership? 📍 By learning from their teams, founders can nurture their organisations into hubs of innovation and growth. What is the biggest learning you got from your team?

Fix the Missing Piece in This Boardroom Puzzle Your boardroom boasts: ✔ Representation. ✔ Expertise. ✔ Financial backing. But here’s the real question. Are you unlocking the full potential of these assets? Without inclusion, the richness of diverse perspectives often gets lost. Voices remain unheard, innovation stalls, and decisions reflect a narrower lens. Inclusion is not about who is at the table, it’s about ensuring every voice is valued, respected, and actively engaged. Why does this matter? Organizations with inclusive decision-making outperform their peers by up to 60% on innovation and problem-solving. It’s not just good ethics; it’s good business. How can you address this? 🔹 Foster open dialogue: Create a culture where differing opinions are welcomed and debated constructively. 🔹 Reevaluate norms: Challenge processes or traditions that unintentionally silence diverse voices. 🔹 Commit to accountability: Set measurable goals to track how inclusivity shapes decision-making and outcomes. Your boardroom doesn’t need more people, it needs better inclusion strategies. How would you ensure every voice in your boardroom contributes to shaping the future? Let’s discuss!

Almost every Product leader I speak to shares about being interested in having an impact. It's fascinating to note that impactful changes don't always necessitate grand visions. They can be achieved through incremental steps, one customer at a time, by fostering inclusivity in our product development processes. Annie Jean-Baptiste shares "Product Inclusion is the practice of applying an inclusive lens throughout the entire product design and development process to create better products and accelerate business growth." In my journey, I've found that significant enhancements often result from incremental adjustments: 💡 Inclusive Research: Ensure our research is inclusive and we are learning from diverse customers. Even incorporating one additional dimension of diversity into our research approach can render our products a tad more inclusive. 💡 Harms Modelling: Prior to commencing product development, conducting a pre-mortem exercise focused on mitigating potential harm to our customers can significantly enhance inclusivity in our products. 💡 Diverse teams: Cultivating diverse teams fosters a rich diverse set of perspectives, thereby enriching our product development process and ensuring inclusivity is woven into the fabric of our product development. 💡 Testing with diverse customers: Leveraging diverse customer cohorts for testing enables us to identify and rectify potential biases or exclusions, resulting in products that cater to a broader audience. 💡 Building with diverse customers: Involving diverse customers in the co-creation process empowers us to tailor our products to their unique needs and preferences, fostering a sense of ownership and inclusivity. 💡 Accessibility Integration: Incorporating features such as screen reader compatibility, keyboard navigation, and adjustable font sizes can significantly improve accessibility and inclusivity. I found that testing accessibility before launching is a great way to minimize negative impact. #productinclusion #productmanagement #productleadership

I'm thrilled to share some insights from the Global Inclusion in Practice Podcast episode where Marjolijn Vlug and I interviewed Kemo Camara , founder of Omek. His perspectives on Diversity, Equity, and Inclusion are insightful and actionable. Here are my top 5 highlights: 1️⃣ 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝘁𝘆 𝗣𝗲𝗿𝘀𝗽𝗲𝗰𝘁𝗶𝘃𝗲: Kemo underscored the pivotal role of community in driving DEI efforts. He emphasizes that empowered communities naturally compel companies to value and seek out diverse talents. A strong community acts as a magnet for businesses, creating a competitive edge through inclusivity. 2️⃣ 𝗕𝗶𝗰𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗖𝗼𝗺𝗽𝗲𝘁𝗲𝗻𝗰𝗶𝗲𝘀: We explored the unique competencies that bicultural individuals bring into the workplace, such as cultural intelligence, empathy, adaptability, and resilience. By navigating multiple cultural identities, these individuals offer invaluable skills that can enhance organizational creativity and problem-solving. 3️⃣ 𝗖𝗵𝗮𝗻𝗴𝗶𝗻𝗴 𝘁𝗵𝗲 𝗡𝗮𝗿𝗿𝗮𝘁𝗶𝘃𝗲: Kemo's most compelling point emphasized the importance of reframing the conversation—from seeking inclusion to affirming the intrinsic value of bicultural communities. This reframe not only empowers these communities but also challenges companies to engage with them on equitable terms. 4️⃣ 𝗛𝘂𝗺𝗮𝗻 𝗧𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆: Kemo introduced us to the concept of "human technology," highlighting intergenerational learning, respect, and support within communities. Omec embodies this idea by bringing biculturals together to tackle societal challenges collaboratively, using a blend of human and digital resources. This approach fosters stronger connections and more effective problem-solving. 5️⃣ 𝗢𝗽𝘁𝗶𝗺𝗶𝘀𝗺 𝗮𝗻𝗱 𝗜𝗻𝘁𝘂𝗶𝘁𝗶𝗼𝗻: Amidst global uncertainties, Kemo maintains a strong sense of optimism and advocates for better leadership through intuitive decision-making. He envisions a future where improved leadership and equitable practices become the norm, creating a more inclusive society for the next generation. Listening to Kemo's approach was a powerful reminder of the potential that lies within diverse communities. His belief in intuition, optimism, and 'human technology' offers a roadmap for both individuals and businesses to navigate the complexities of the modern workplace. Join us for an engaging conversation you won’t want to miss! In our latest episode, we explore how adopting a community-centered approach to DEI enhances individual lives and fuels business success.🎧✨ https://lnkd.in/e-DJKz4H #Diversity #Inclusion #Leadership #Culture #InclusiveLeadership