Commitment beats Committees: Innovation comes from those who are willing to take risks

To encourage innovation, companies must shift their focus from committees to commitment. Committees are made up of?people who ask for permission before trying new things, whereas those with a commitment mindset apologize later if something goes wrong. The former group is more concerned with safety and predictability, while the latter is willing to take risks to achieve their goals.

The problem with weak innovation is that it often leads to stagnation. Companies stuck in a rut need to encourage their employees to think outside the box, and the best way to do this is by creating an environment that fosters trust, respect, and honest communication. Only then will innovators feel empowered to break the rules and develop new ideas that could take the company to the next level.

Historically, the most successful companies have been willing to take risks and embrace change. From Apple to Amazon, these businesses have changed the world by thinking differently and being committed to their vision. In 1997, when Steve Jobs returned to Apple, he famously said,

"Here's to the crazy ones. The misfits. The rebels. The troublemakers. The round pegs in the square holes. The ones who see things differently."

This quote illustrates that innovation comes from those willing to challenge the status quo, not those who play it safe. Jobs, who dropped out of college and started Apple in his garage, epitomizes the commitment mindset.

In practice, here are three things companies can do to build a culture of commitment:

• Encourage Risk-Taking: One way to encourage commitment is to give employees the freedom to take risks. But if you want your employees to feel comfortable taking risks, you must show them that failure is okay. You must teach them what prominent American psychologist Carol Dweck calls a "growth mindset." This means that you must instill in them the belief that their abilities and intelligence can be developed through hard work, dedication, and perseverance. Dweck's research has shown that people with a growth mindset are more likely to take risks because they believe that they can improve and learn from their mistakes. The opposite is true for those with a "fixed mindset," who believe that their abilities are set in stone and that any failure reflects their lack of intelligence or ability.
• Provide Resources and Support: Companies must also provide their employees with the resources and support they need to succeed. This means giving them the time, money, and tools to experiment and develop new ideas. It also means having their back when things go wrong. For example, Google has a "20% time" policy, which allows its employees to spend 20% of their time working on whatever they want. This policy has led to some of Google's most successful products, including Gmail and AdSense.
• Establish a Psychologically Safe Environment: Companies must create a psychologically safe environment where employees feel comfortable taking risks and speaking up. This can be done by ensuring open and honest communication between managers and employees. It's also essential to give employees the autonomy to do their jobs without micromanagement. When people feel trusted and respected, they are more likely to take risks and be innovative.

In brief, commitment beats committees when it comes to innovation. If companies want their employees to think outside the box, they must build an environment that encourages risk-taking, provides resources and support, and creates a psychologically safe space. Only then will the rebels, misfits, and troublemakers feel empowered to change the world.

Important:?I will stop publishing the newsletter after this series here on LinkedIn.?If you would like to continue reading this newsletter,?please subscribe now.