Facilitating Innovation With Teams: Part 1 of 4

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As I write and teach about bringing intuitive intelligence into company cultures for greater decision making, leadership, and innovation, I’m often asked by leaders and managers “How do I get my team to think more innovatively? Over the next four weeks, we’ll cover this four-step process to inspire your team to think outside the box and contribute to your goals from a more creative and intelligent resource within. 

Facilitating Innovation With Teams Part 1: Leaders Go First
 
Leaders set the tone for their company culture. In order for intuitive decision making to integrate into your strategy and activities, it has to start with members of the leadership team respecting and honoring their own intuition first. 

If leaders don’t understand or learn how to decode their own internal signals, they will miss these cues in their environment. This is a skill that needs to be developed over time. It’s a journey. Yet there are more resources than ever to learn the language of your own inner guidance system. You can start by simply asking “what’s my own internal feedback system telling me?” 

When you look back in hindsight at a tough decision you had to make, were there any signals that were speaking to you during the decision-making process? It’s important to start noting and tracking the specific ways that you receive information. This is your superpower. And looking back is the best way to start to decode your own intuitive language.

It is risky for anyone in a company to share a gut sense about business decisions that might be unpopular or seem out-of-nowhere. Leaders put themselves at even greater risk as every decision they make is more scrutinized. Yet for leaders to truly lead, they are required to lean into their own discomfort and be willing to make decisions that might not be well-received or might fail. 
 
The more a leader is willing to break the ice and model the behavior s/he expects to see, the more likely these values will be reflected in the company culture and others will learn that it’s ok to take risks, which is necessary for innovation to take place.

Leaders can foster intuitive decision making if they develop qualities such as receptivity, openness, vulnerability, curiosity, play, emotional intelligence, a willingness to not know, and making time to listen to their inner and outer environment. If they are not a living example of what they want to see on their teams, no one will take them seriously.
 
This is a great time to reflect: are you carving out time for reflective and strategic thinking? Are you facilitating meetings and solo time for thinking outside-the-box and encouraging others to do the same? When people come to you for answers, do you respond with questions that help others dig deeper into their own intuitive solutions? And most importantly, what are you doing to grow these skill sets in order to foster a transformative and innovative company culture?

For more information on how to facilitate more innovation with your teams, contact us at [email protected]!