Innovative Team Development

Fostering a high-performing team goes beyond simply seeking diverse backgrounds. It's about cultivating a synergy of skills and experiences that empowers innovation and drives results. A common recruitment pitfall involves replacing departing team members with individuals mirroring their skillset. This fosters stagnation and hinders the development of a truly multifaceted team. ▶ The solution lies in skills-based assessments. These tools help identify the core competencies critical for a specific role, allowing you to move beyond replicating the previous skillset and prioritize candidates who address your team's skill gaps. ↪ But the key question remains: What critical skills are currently missing from your talent pool? Consider these possibilities: ➡ Does your team lack a robust data analytics capability? Perhaps a strategic problem-solver could significantly enhance your problem-solving approach. Maybe a different communication style would foster breakthrough collaboration. By redefining selection criteria for each open position, you can prioritize candidates who bring a unique perspective and the necessary skills to complement your existing team. This allows you to build a team with true diversity in thinking, approach, and expertise.

𝗪𝗵𝘆 𝗱𝗼 𝘀𝗼𝗺𝗲 𝗶𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻 𝘁𝗲𝗮𝗺𝘀 𝗱𝗲𝗹𝗶𝘃𝗲𝗿 𝘄𝗵𝗶𝗹𝗲 𝗼𝘁𝗵𝗲𝗿𝘀 𝘀𝘁𝗮𝗹𝗹—𝗱𝗲𝘀𝗽𝗶𝘁𝗲 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝗷𝘂𝘀𝘁 𝗮𝘀 𝗵𝗮𝗿𝗱? In research conducted with Johnathan Cromwell, Kevin J. Johnson, and Amy Edmondson, we studied more than 160 innovation teams—including those in a Fortune Global 500 company—and found that it's not just how much teams learn that matters, but when and how they learn. We identified four core modes of team learning: 𝗥𝗲𝗳𝗹𝗲𝘅𝗶𝘃𝗲 — assessing goals, roles, and strategies 𝗘𝘅𝗽𝗲𝗿𝗶𝗺𝗲𝗻𝘁𝗮𝗹 — brainstorming, prototyping, testing new ideas 𝗖𝗼𝗻𝘁𝗲𝘅𝘁𝘂𝗮𝗹 — scanning the environment for trends, signals, and shifts 𝗩𝗶𝗰𝗮𝗿𝗶𝗼𝘂𝘀 — drawing lessons from others who’ve done similar work The most effective teams didn’t try to do everything at once. They began and ended with reflexive learning, anchoring their work in shared understanding. They placed exploratory learning (experimental and contextual) in the middle. This rhythm—reflection → exploration → reflection—helped them reduce friction, integrate insights, and build real momentum. We also found that vicarious learning can be combined with reflexive learning in the same project phase with positive results. But when teams mixed reflexive with experimental or contextual learning in the same phase, performance suffered. 𝗧𝗵𝗲 𝘁𝗮𝗸𝗲𝗮𝘄𝗮𝘆: Innovation doesn’t thrive on more learning. It thrives on structured learning. Teams that sequence and separate their learning activities make faster, clearer progress. We’ve summarized the findings from our research, published in Administrative Science Quarterly—a leading journal in organizational research—in this new Harvard Business Review article. Link in comments.

Great leadership means embracing multiple perspectives: Especially perspectives that aren't like you. But how? Learn better mental models for team management that are inclusive and diverse. More precisely, embrace cognitive diversity. The more you understand people that don't think, act, or process like you, the more you can appreciate and respect what they bring to the table. Otherwise, you create an echo chamber, you preach to the choir, you become the emperor without clothes, and you can't lead effectively because you are always operating without a full picture view and lack a balanced perspective to make better decisions. One team management model is the PAEI model by Dr. Ichak Adizes. It identifies four crucial roles that need to be fulfilled for a team to be successful: 1. 𝗣𝗿𝗼𝗱𝘂𝗰𝗲𝗿 (𝗣): The person focused on getting things done and achieving results. They're driven and task-oriented. 2. 𝗔𝗱𝗺𝗶𝗻𝗶𝘀𝘁𝗿𝗮𝘁𝗼𝗿 (𝗔): The person who ensures procedures are followed and that there's order and structure. They're detail-oriented and make sure things run smoothly. 3. 𝗘𝗻𝘁𝗿𝗲𝗽𝗿𝗲𝗻𝗲𝘂𝗿 (𝗘): The visionary, always looking for new ideas and opportunities. They're creative and think strategically about the future. 4. 𝗜𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗼𝗿 (𝗜): The person who builds relationships, fosters collaboration, and resolves conflicts. They're diplomatic and focus on team harmony. The core idea is that no single manager can embody all these roles effectively. By having a team with individuals who naturally gravitate towards these different styles, you can achieve a more well-rounded approach to leadership. The PAEI model is a versatile tool for leadership and team development. Here are some key situations where it can be applied: 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗮 𝗻𝗲𝘄 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝘁𝗲𝗮𝗺: • 𝗜𝗱𝗲𝗻𝘁𝗶𝗳𝘆 𝗻𝗲𝗲𝗱𝘀: Use the team charter and goals to understand the specific strengths required for success. • 𝗔𝘀𝘀𝗲𝗺𝗯𝗹𝗲 𝗮 𝗯𝗮𝗹𝗮𝗻𝗰𝗲𝗱 𝘁𝗲𝗮𝗺: Look for individuals with strengths that complement each other across the PAEI styles. 𝗜𝗺𝗽𝗿𝗼𝘃𝗶𝗻𝗴 𝗮𝗻 𝗲𝘅𝗶𝘀𝘁𝗶𝗻𝗴 𝘁𝗲𝗮𝗺: • 𝗦𝗲𝗹𝗳-𝗿𝗲𝗳𝗹𝗲𝗰𝘁𝗶𝗼𝗻: Encourage team members to identify their natural PAEI tendencies to understand their own strengths and weaknesses. • 𝗥𝗼𝗹𝗲 𝗮𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁: Evaluate the current team dynamic and identify any missing PAEI styles that could be hurting performance. • 𝗔𝗱𝗮𝗽𝘁𝗶𝗻𝗴 𝗿𝗼𝗹𝗲𝘀: Reshape responsibilities or consider incorporating new members to fill crucial PAEI gaps. 𝗚𝗲𝗻𝗲𝗿𝗮𝗹 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁: • 𝗜𝗻𝗱𝗶𝘃𝗶𝗱𝘂𝗮𝗹 𝗮𝘄𝗮𝗿𝗲𝗻𝗲𝘀𝘀: Help leaders understand their dominant PAEI style and how it impacts their decision-making and team interactions. • 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗽𝗹𝗮𝗻𝗻𝗶𝗻𝗴: Utilize the PAEI framework to consider different perspectives during planning and problem-solving. Better teams, better results!

After leading teams across the globe, I've learned this: The best ideas come when different minds work together. Most companies get diversity wrong. Here's what works: 1. Reimagine "Culture Fit" as "Culture Add" → Stop hiring people who think just like you. Fresh perspectives lead to better solutions. 2. Welcome New Ideas → Some team members may hesitate to speak up based on their culture. Create ways for everyone to share ideas comfortably. 3. Listen to the Quiet Ones → Your quietest team members might have the best ideas. Find ways to hear from everyone, not just the loudest voices. 4. Make Language Work For You, Not Against You  → Great ideas don't need perfect English. Give people different ways to share their thoughts. 5. Learn from Differences → Each culture has unique ways of solving problems. Use these differences to your advantage. 6. Build Psychological Safety Through Action → People share their best ideas when they feel safe. Create an environment where everyone can take risks. 7. Measure What Matters Look beyond basic diversity numbers → Look at how often diverse perspectives influence major decisions Remember: Building a diverse team isn't the finish line - it's the starting point. Real success comes from creating an environment where different voices don't just exist - they thrive.. Does your team make it easy for everyone to contribute their best ideas? — 👋 I'm Simmer Singh, helping organizations build teams where everyone can make a difference. What's your biggest challenge in building innovative teams? Share below.

I witnessed a brilliant team disintegrate under a leader who prioritized results over relationships. The manager believed that pressure equaled productivity. The result? A toxic environment where innovation died, and top talent fled. Psychological safety isn't just a buzzword—it's the bedrock of high-performing teams. As a leadership development coach, I've since helped countless leaders foster environments where people thrive. Here's my tried-and-true process: 1. 𝗟𝗲𝗮𝗱 𝘄𝗶𝘁𝗵 𝘃𝘂𝗹𝗻𝗲𝗿𝗮𝗯𝗶𝗹𝗶𝘁𝘆. Share your own mistakes and lessons learned. This builds trust and connection. 2. 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗰𝗮𝗹𝗰𝘂𝗹𝗮𝘁𝗲𝗱 𝗿𝗶𝘀𝗸𝘀. Celebrate bold ideas, even if they don’t pan out. This fosters a culture of innovation. 3. 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲 𝗮𝗰𝘁𝗶𝘃𝗲 𝗹𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴. Show genuine interest in each team member's perspective. Listening is a powerful tool for engagement. 4. 𝗡𝗼𝗿𝗺𝗮𝗹𝗶𝘇𝗲 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸. Make giving and receiving feedback a routine, low-stress activity. It should be seen as an opportunity for growth. 5. 𝗥𝗲𝘀𝗽𝗼𝗻𝗱 𝘁𝗼 𝗽𝗿𝗼𝗯𝗹𝗲𝗺𝘀 𝘄𝗶𝘁𝗵 𝗰𝘂𝗿𝗶𝗼𝘀𝗶𝘁𝘆, 𝗻𝗼𝘁 𝗷𝘂𝗱𝗴𝗺𝗲𝗻𝘁. Ask "What can we learn?" instead of "Who's to blame?" This shifts the focus to solutions. Psychological safety creates a space where trust grows, ideas flow, and teams can truly shine.

Most people are taught how to be high performers. But too few are taught how to perform in a team. And that’s a problem, because in most roles, you’re not an individual contributor. You’re part of a larger entity, working with others to build something. Yet, I see founders spend hours refining their product or systems,  But don't devote time to team development. At HomeServe, I approached team performance with purpose,  And it was one of the best decisions I made. Here are 7 tools I’ve used (and still use) to build high-performing teams,  Based on real lessons from building a £4.1bn business: 1️⃣ Start With Why (Simon Sinek) ↳ Before you focus on what or how...get clear on why. WHAT – The product you sell or the service you provide HOW – What makes you different WHY – Your deeper purpose or belief Every great team needs a reason to get out of bed in the morning. 2️⃣ The 70-20-10 Rule (McCall, Lombardo & Eichinger) ↳ How people actually learn on the job: 70% from challenging experiences 20% from coaching and mentoring 10% from formal training Most teams over-invest in training, and under-invest in real development. I'm amazed at how few founders or CEOs have a coach or mentor. 3️⃣ The Trust Triangle (Frances Frei, Harvard) ↳ Trust isn’t built with perks. It’s earned in three ways: Authenticity – Are you real? Logic – Do your decisions make sense? Empathy – Do you care? Without trust, you can’t build speed or loyalty. 4️⃣ The 5 Stages of Team Development (Tuckman Model) 1. Forming – Team gets together 2. Storming – Conflicts surface 3. Norming – Ground rules form 4. Performing – Results roll in 5. Adjourning – Project ends or evolves Don't panic during ‘storming’. It’s necessary friction. 5️⃣ The Johari Window (Luft & Ingham) ↳ Self-awareness is a team sport. Open – You know, they know Hidden – You know, they don’t Blind Spot – They know, you don’t Unknown – No one knows (yet) This helps surface feedback, build confidence, and avoid surprises. 6️⃣ The Energy/Impact Matrix (Inspired by McKinsey) ↳ Map every team member’s impact vs. energy. Use it to: Make smart hiring/firing decisions Spot burnout early Retain high performers High-performing teams don’t tolerate drift. 7️⃣ The RAPID Decision-Making Model (Bain & Company) ↳ High-performing teams make fast, clear decisions. Recommend – Suggest the course of action Agree – Those who must sign off Perform – Executes the decision Input – Provides relevant facts or opinions Decide – Final decision-maker This clears up delays, dropped balls, and blame. Building a great team is about building an environment where talent can actually thrive. I go deeper into team-building in my new book. Order it today: https://lnkd.in/eRYDKXdT ♻️ Repost if you believe team performance should be built, not assumed. And for more on how I scaled teams to build a £4.1bn business, Follow me Richard Harpin.

Ever found yourself facing a team that might not naturally be considered "creative," but you know deep down there's untapped potential waiting to be ignited? That's where the real magic happens – when you transform a group of individuals into a powerhouse of innovation! Here are a few strategies to nurture creativity in even the most unexpected places: 1️⃣ Diverse Perspectives: Embrace the beauty of diversity within your team. Different backgrounds, experiences, and skill sets can create a melting pot of ideas that spark innovation. 2️⃣ Encourage Curiosity: Cultivate a culture of questioning and curiosity. Challenge your team to explore the "what ifs" and "whys" to uncover new solutions. 3️⃣ Collaborative Storming: Gather your team for brainstorming sessions. Fostering an environment where no idea is too outrageous encourages free thinking and inspires unique concepts. 4️⃣ Cross-Pollination: Encourage your team to draw inspiration from unrelated fields. Sometimes, the most innovative solutions come from connecting seemingly unrelated dots. 5️⃣ Empower Ownership: Give individuals ownership of projects and allow them to take creative risks. When people feel their ideas matter, they're more likely to contribute their creative juices. 6️⃣ Learning from "Fails": Embrace failure as a stepping stone to success. Encourage your team to share their failures and lessons learned – these experiences often lead to innovative breakthroughs. 7️⃣ Structured Creativity: Implement frameworks like Design Thinking or Ideation Workshops. These structured approaches can guide your team to think creatively within a defined framework. 8️⃣ Celebrating Small Wins: Recognize and celebrate every small burst of creativity. This positive reinforcement encourages more innovative thinking. 9️⃣ Mentorship and Learning: Pair up team members with differing strengths. Learning from each other's expertise can lead to cross-pollination of ideas. 🔟 Lead by Example: Show your own passion for creativity. When your team sees your enthusiasm for innovation, it's contagious! Remember, creativity is not exclusive to certain roles or industries – it's a mindset that can be nurtured and cultivated. So, let's harness the potential within our teams, empower individuals to think outside the box, and watch as innovation unfolds before our eyes! #InnovationAtWork #whatinspiresme #culture #teamwork #CreativeThinking #TeamCreativity #LeadershipMindset #bestweekever

Innovation is the lifeblood of progress, but it doesn’t happen by chance. It’s cultivated in environments where team members feel safe to share ideas and challenge the status quo. Creating a culture of innovation means nurturing an environment where bold ideas can flourish. It’s about openness, diverse perspectives, and the freedom to experiment. When people feel empowered to speak up, creativity thrives, and true innovation follows. So, how do you create such a culture? 1️⃣ Embed a Growth Mindset: Encourage continuous learning and development across all levels of the organization. Provide resources for professional growth and celebrate learning milestones, fostering an environment where knowledge and skills are constantly evolving. 2️⃣ Facilitate Cross-Functional Collaboration: Break down silos and encourage teams from different departments to work together. Cross-functional projects can bring fresh perspectives and spur innovative solutions that wouldn’t emerge in isolation. 3️⃣ Implement Structured Feedback Mechanisms: Establish regular feedback processes focused on constructive criticism and actionable insights. Ensure psychological safety so team members feel secure, viewing feedback as an opportunity for growth rather than critique. 4️⃣ Encourage Calculated Risks: Promote a culture where calculated risks are welcomed. Empower your team to explore new ideas and approaches without fear of failure. Recognize and reward innovative efforts, even when they don’t result in immediate success. By embedding these principles into your organizational culture, you can pave the way for continuous growth and success. Let’s create spaces where innovation is not just an aspiration but a tangible reality. #Leadership #Innovation #FutureOfWork

Let's explore a fascinating discovery from neuroscience that could transform how you and your team approach learning and innovation. The Science of Curiosity Recent neuroscience research reveals something remarkable: curiosity literally primes your brain for learning. When you're genuinely curious, your brain releases dopamine – a neurochemical that helps encode and retain new information more effectively. Think of it as your brain's built-in learning enhancement system. Transform Your Learning Environment Here are three evidence-based strategies to harness your brain's natural learning capabilities: 1. Implement the Daily Wonder Window ➡️Dedicate 15 minutes each day to pure exploration ➡️Create space for question-asking without immediate pressure for answers ➡️Allow insights to emerge organically through curiosity 2. Reframe Challenges as Experiments ➡️Replace limiting statements with curiosity-driven questions ➡️View obstacles as opportunities for discovery ➡️Use "What if?" thinking to spark innovative solutions 3. Design Learning Laboratories ➡️Create safe spaces where teams can experiment freely ➡️Encourage and celebrate questioning of assumptions ➡️Recognize and reward curiosity-driven problem-solving The Leadership Connection Our work with global organizations consistently shows that the most innovative teams aren't necessarily the most experienced – they're the most curious. They've learned to harness their brain's natural learning mechanisms through purposeful curiosity. Your Next Step This week, try this simple but powerful shift: When faced with a challenge, start by asking, "What makes you curious about this situation?" Notice how this opens up new pathways for understanding and innovation. We'd love to explore how these neuroscience-based approaches could benefit your organization. Reach out to schedule a conversation about building a more curious, innovative culture.

𝗣𝘀𝘆𝗰𝗵𝗼𝗹𝗼𝗴𝗶𝗰𝗮𝗹 𝗦𝗮𝗳𝗲𝘁𝘆 𝗳𝗶𝗿𝘀𝘁: 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗧𝗿𝘂𝘀𝘁 𝗔𝗺𝗼𝗻𝗴 𝗧𝗲𝗮𝗺𝘀 🎯 Is your team’s creativity suffocating under the weight of criticism? It’s challenging to thrive in an environment where each misstep is scrutinized and every creative effort is dampened by the threat of harsh feedback. Such a climate can dampen the spirit of innovation, leading your team to opt for safety over exploration. 👀 Here’s how you can shift this dynamic: 📌 Set Clear Communication Rules: Implement guidelines that promote respectful and constructive feedback. Focus on ideas and processes, not people. Show your team how it’s done by leading by example. 📌 Cultivate a 'Safe to Fail' Atmosphere: Promote a culture that sees risk-taking as essential for growth. Frame projects as learning experiences, celebrating the process rather than just the outcome. 📌 Hold Regular One-on-One Meetings: Make time to connect with each team member personally. Discuss their work and how they feel about the team environment. Adopting these measures can transform your team’s dynamic, reducing the fear of innovation and empowering members to think and act inventively. What initiatives have you introduced to foster a more open and innovative team culture? I’d love to hear your experiences.⬇️ #creativity #innovation #culture #leadership #empowerment #communication