Here's how you can cultivate innovation by leading problem-solving initiatives.

Challenges hold the key to most innovation - or at least most innovation that can become a business. Solve a problem for someone - and you have a potential business. Solve a problem for someone, better than other alternatives - and you most certainly have a business. Innovation is the difference. Finding new ways to solve problems - better than current alternatives. Sometimes this means more complex solutions. Sometimes this means more simple solutions. The only yardstick is whether it solves the problem better than current alternatives. Use specific customer challenges, problems and frustrations as the point of departure for your innovation efforts, and you'll be well on your way towards profitable new business.

Getting aligned on the root issues is vital before effective solutions can be designed. I've definitely seen that disconnect play out in real life. Tackling unconscious biases through accountability and culture change, as you mention, feels like an important piece of the puzzle. Those ingrained stereotypes can really hold women back in insidious ways.

To cultivate innovation through leading problem-solving initiatives, start by viewing every problem as an opportunity for innovation. Encourage your team to brainstorm creative solutions and foster an open environment where ideas can flow freely. Implement a structured approach to problem-solving, such as identifying the root cause, exploring multiple solutions, and experimenting with the most promising ideas. Celebrate small wins to motivate your team and continuously refine the process to enhance effectiveness and innovation.

Embracing challenges is the crucible where innovation is forged. As a leadership coach, I advocate for turning every problem into a learning opportunity. Start by holding 'Innovation Sprints,' where teams focus on a specific challenge and generate multiple solutions within a set timeframe. This approach encourages creative risk-taking and rapid prototyping. By celebrating both successes and failures, you cultivate a resilient mindset that sees challenges as stepping stones to innovation. I challenge you to implement an Innovation Sprint next quarter and track the creative solutions that emerge

Having more women in leadership roles provides that invaluable "checks and balances" to counteract groupthink or blind spots. A diversity of voices and leadership styles is crucial for organizations to stay nimble and avoid catastrophic missteps. One point I'd suggest expanding on is the power of intersectionality. While focusing on gender is vital, also bringing in diversity across race, age, backgrounds etc. multiplies the positive impact. The most innovative solutions often arise from finding the intersection of contrasting life experiences.

Innovation thrives in collaborative environments. As a leadership coach, I recommend creating 'Innovation Hubs' within your organization—dedicated teams that include members from various departments. These hubs should focus on specific challenges and be given the autonomy to experiment and innovate. Ensure regular 'idea-sharing' sessions where these hubs present their findings to the broader team. This not only breaks down silos but also promotes a culture of shared ownership and continuous improvement. Encourage team members to contribute to these hubs, enhancing the collective problem-solving capacity of your organization.

One aspect I'd suggest adding is the importance of psychological safety within the system. Even the best processes will fall flat if team members don't feel comfortable surfacing contrarian views or admitting failures. Baked-in practices to build trust and encourage vulnerability are crucial enablers.

In most behaviour change programmes I have delivered, I have found it most helpful to introduce basic habits / practices for leadership and managers to adopt daily. This expectation can be set during leadership training, coaching, or even supporting communications. The habit can be as simple as: when a colleague shares an idea on how to do something differently, respond by saying 'Thank you X, this is really helpful. I like how you have focused on A, B, and C', irrespective of the practicality of the solution. This should of course be in addition to implementing formal recognition processes, i.e. introducing an end of year goal to 'Reimagine the Possible', where employees are rated against this goal in addition to other KPIs.

Encourage Diverse Perspectives: Invite individuals from different departments or fields to join problem-solving teams. Embrace unconventional ideas and perspectives to spark innovative solutions that challenge traditional thinking. Facilitate Serendipitous Encounters: Design spaces or events that encourage casual interactions between team members and external stakeholders. Foster unexpected connections and insights that can lead to innovative breakthroughs. Embrace Constraints Creatively: Use constraints, such as limited resources or time, as catalysts for creativity and unconventional problem-solving. Experiment with Reverse Thinking: Challenge teams to consider the opposite approach to solving a problem or achieving a goal.