How do you lead innovation and handle conflict in your team?

Think of the brain lighting up when it has direction. A clear vision works like a map, charting a sure course for everyone. I’ve watched teams transform overnight with purpose. Suddenly, every action they took had intention.

1) culture of trust is necessary for any team member to be open and forthcoming with his/her ideas. They need the safety net that their ideas will not be ridiculed; 2) Leaders have to create the environment that no idea is bad & failure is not a crime; Leaders can share their failed experiences with the team to show vulnerability; 3) Innovation need not be transformational; it can be incremental changes that helps the teams; 4) Encourage team members to improvise on each other's ideas or inputs; 5) Focus more on the team output & contribution than individual's performance

One thing I’ve found helpful is to use the concept of "green initiatives" as an analogy. Just as with environmental stewardship, innovative ventures require both immediate actions and long-term visions. For innovation, one should identify the long-term impact and relevance of a project, much like the sustainability of green initiatives. By clarifying this vision, teams can understand their role within this larger picture and work more cohesively.

Innovation and conflicts are 2 sides of a coin. When there is a necessity to innovate, confusion and conflicts are bound to be present in a vague environment. Identifying and recognizing all options, allowing innovation riptide alive, keeping an open minded and design thinking approach can help navigate the tide and reach our goals.

Often setting a clear purpose is more beneficial. People who operate more with connections and emotional contentment as their guiding principles are more inspired by seeing the larger purpose they are contributing to. To ensure that each member in the team feels equally connected to the deliverables we often need to share our thoughts in different language.

Every brain perceives the world differently, carrying a universe of insights. When we gather diverse viewpoints, we tap into a treasure trove of creativity. There’s brilliance in merging these unique perspectives.

Embracing diversity and inclusion enriches innovation by introducing a range of viewpoints and insights. When individuals from various backgrounds collaborate, they bring unique perspectives that challenge assumptions and lead to more well-rounded solutions. An inclusive environment fosters psychological safety, empowering team members to share diverse ideas without fear of judgment. This approach promotes a culture of respect, acceptance, and open dialogue, which are essential for nurturing creativity and driving innovation.

An example I’ve seen is how building with a focus on greener practices often involves multidisciplinary teams. Engineers, environmentalists, local communities, and business strategists must come together to produce the best results. This convergence of diverse skill sets and perspectives leads to holistic solutions. Similarly, innovation thrives when multiple viewpoints are considered, each bringing a unique solution to the table.

There is no doubt that feedback loops and corrections are essential to high level performance but executing them and seeing the result you intended tends to be challenging. Our communication challenges today are so often down to how different cultures and different generations make sweeping assumptions about each other. If we want to give great feedback we need to be more direct and start with our motive. It’s the only way we will truly be able to get on board with feedback of others. Starting with why and delivering the how whilst standing next to the receiver taking time to understand their background and context. Without this the words will be lost.

Just as the brain grows with new learning, feedback helps us evolve. Guided support not only corrects but uplifts. Embracing a growth mindset, where challenges are opportunities, can transform setbacks into stepping stones. I’ve seen how the right words can turn a hesitant individual into a confident innovator.

Feedback is to be treated as a gift; it means that the person who gave feedback respects your views but has different perspectives. Providing and receiving feedback requires courage, acceptance and respect within team members. Continuous feedback helps constant change and improvement that keeps team alive.

One thing I’ve found helpful is the cyclic nature of feedback, akin to how environmentalists review the impact of implemented strategies and adjust them for better outcomes. For innovation, constant review, feedback, and iteration help refine ideas, making them more robust and viable.

Offering constructive feedback aids in refining ideas and approaches, driving continuous improvement. Supportive guidance helps team members navigate challenges, fostering resilience and adaptability. Acknowledging both accomplishments and setbacks instills a culture of learning and experimentation, vital for innovation. This collaborative dynamic builds trust, empowers individuals, and cultivates a collective commitment to embracing change and pushing boundaries.

Collaboration is like syncing brainwaves for greater output. Add a dash of experimentation, and you’ve got a recipe for breakthroughs. I recall a project where two unlikely collaborators produced sheer genius.

Actually, I’ve seen that just as in sustainable practices where different methods are experimented with to gauge effectiveness, innovation also benefits from trial and error. By fostering a culture that views failures as learning experiences and not setbacks, teams become more resilient and adaptive.

Encouraging collaboration harnesses diverse skills and insights, leading to dynamic idea exchange. Experimentation cultivates a culture of risk-taking, where failures are viewed as stepping stones to success. This approach nurtures an environment where curiosity flourishes, leading to fresh perspectives and breakthrough solutions. Fostering both collaboration and experimentation empowers teams to adapt swiftly and drive innovation with a balance of collective effort and individual exploration.

An example I’ve seen is how, in the field of sustainable development, conflicts arise due to varying interests of stakeholders. Yet, through constructive dialogue and compromise, solutions are often found that respect all perspectives. In the same vein, when handling conflict in innovative ventures, it’s crucial to prioritize the shared goal and harness different opinions as a strength rather than a roadblock.

Conflict, though inevitable, can fuel positive change when managed constructively. Addressing conflict early prevents escalation, fostering an environment where open communication thrives. Prioritizing active listening and empathy helps understand diverse perspectives. Focusing on the problem promotes solution-oriented discussions, avoiding personal attacks. Seeking common ground aids in finding resolutions that align with shared interests. Monitoring the solution's impact ensures ongoing collaboration and innovation while maintaining team satisfaction. Skillful conflict management harmonizes innovation and teamwork for optimal outcomes.

Open Conflicts are common within a team that is highly cohesive and safe environment. Team members are openly challenging each other's ideas & do not take feedback personal. Conflicts are subtle and often show up in different ways if the team is not open. Delayed delivery, handoffs, waiting for information, blame game are all due to subtle conflicts. To bring them out and sorted out, requires leader's time & care; Most often the subtle conflicts are due to psychological fear factors.

Leading innovation and handling conflict is similar to being the conductor of an orchestra. Just like each musician has a special part to play, achieving harmony requires giving clear instructions, working together, and finding solutions for conflicts.

In both sustainability and innovation, it's paramount to remember the impact on future generations. Decisions made today shape tomorrow's world. When leading innovation, always have foresight, considering not just the immediate benefits, but the long-term implications of your choices.

Be open to failures. If we are trying to build something new, there are bound to be failures. Don’t let the same disappoint you or your team. Improvise, build on your learning and move ahead.

Leadership is about vision. As a leader you set the vision, goals and mission then organise a team to perform the tasks to achieve the goals and objectives. You coach and train the team and provide support to them and then you be open on any new innovative ideas from the team members. Do not push back those innovative ideas because you can demoralise members. In resolving any conflict that may arise, you don't entertain team members to work in silos. You should not favour any team member and if two or more team members are in conflict, you need to listen to both sides on the same day, date and venue. Do not listen to one party on a different day/ date in the absence of the other. Based on the scale of conflict, all you may resolve it.