Here's how you can foster innovation through decision making.

It is not so much about embracing risk, but about embracing and managing change correctly. If your change management strategy and practice is understood and applied to your team, your own company (as a whole) and your clients you will be in a better shape. The fear of failure can be a good one. But it is also your resilience and positive attitude that will determine how good you are in reaching your innovation strategy objectives.

Integrating diverse viewpoints in decision-making processes is crucial for fostering innovation. By embracing a wide range of perspectives, organizations can uncover unique solutions that might otherwise be overlooked. This approach not only stimulates creative thinking but also enhances team collaboration and morale. Ultimately, a commitment to inclusivity drives both individual and collective success, paving the way for groundbreaking advancements.

Think about crowdsourcing platform in your organisation to increase divergent thinking. On a well defined strategy, problem definition (etc.) this is a very efficient way to propel solutions on complex issues.

A long term vision should also be defined in your innovation startegy. Why do want to innovate? what are your current assets ? How do you want to Innovation? (partnership, internal R&D, labs, open innovation etc..?) Define the innovation mix for your organisation (%incremental/ adjacent / disruptive innovation) and the expected timing and budget at your disposal.

Creating a culture of empowerment is essential for fostering innovation through decision-making. When team members feel empowered, they are more inclined to take initiative and offer innovative solutions. By encouraging your team to make decisions within their areas of expertise and providing them with the necessary resources and autonomy, you create an environment where experimentation and idea implementation thrive. This empowerment not only leads to a more engaged workforce but also cultivates a greater sense of ownership in the innovation process.

If innovation is at your company agenda, it should be included in your culture and HR policies. People should understand what is expected from them and the framework they are in without fearing of being not aligned. Clarity is key.

Empowerment and helping people pivot to what they are great at are key to increasing an organisation's innovation capacity. Both create trust so that they can make good, educated decisions and test them in quick iterations, gaining confidence and sorting out what does not work. This requires trust in the Leadership and the Organization. Empowering and letting them decide on innovations within their area is trusting them, creating trust.