Your team is stuck in a traditional industry mindset. How can you inspire them to think outside the box?

Helping your team understand the WHY behind the need for changing mindsets is instrumental to helping them not only accept but champion new ideas and ways of doing things. The conversation isn't just one sided though--you have to allow them the opportunity to explore why they may struggle with different ways of thinking and listen to why they may struggle to change their mindset. Helping them understand that embracing new ideas doesn't mean that the old way of doing things was wrong often goes a long way towards their acceptance.

Diversity in your hiring practices could be the catalyst for new ideas and change. Is your company culture stagnate? Maybe some DE&I training can unlock the doors to new ideas? Start from the TOP down if you want real change!

If you love pasta, try to go for a pizza this time... you might feel the change, right? that's what the main motive is to think different. try to challenge the status quo, try to feel different, try to think different then, you might get what the actual solution you were looking for. Keep going and pushing yourself up, but don't over push, keep it till understanding your level, and voila!!!!

True. Yet, there needs to be an atmosphere of psychological safety for this to occur. Many facets to this that need to be nurtured and established.

It is often helpful to look to the past and the future. If there are experienced people in the group get them to talk about how the industry worked differently when they started from how it is now. Start with lesser experienced then move to the most experienced so all can appreciate the evolution over time. At the next phase, lead a discussion of how the company/industry will evolve in the next year, five years, ten years and more if possible. Finally bring it back to today and the change you want.

I love to hold visioning sessions. Asking the team to write an article that describes the organization or department fives or ten years from now. What a ing things have been accomplished, what are they known for, etc. Helps create blue ocean thinking.

Stimuler la curiosité en encourageant les membres de l'équipe à poser des questions sans crainte de jugement. Mettre en place des sessions de brainstorming où toutes les idées sont les bienvenues.

Debemos alentar la participación de los colaboradores- a todos niveles - para dar paso a la innovación. Dejar un lado los esquemas autocratas- esto se hace así por que yo lo digo. Vaya se requiere un cambio cultural dentro de las Organizaciones que promueva el talento y las "ideas frescas".

If your team is predominantly remote and therefore connected only via technology, high-functioning collaboration tools are essential for boosting productivity and communication. Some of the highest ranking collaboration tools in 2022 include:  Asana  Trello  Podio  Slack  Microsoft 365 These tools are designed specifically to streamline communications between isolated employees and make the process of problem-solving much more effective. 

When faced with the change of moving to modern way of doing things, the team voiced many concerns. Looking at them as opportunities to overcome these challenges, we found ways that involved cooperation and collaboration from several teams. I encouraged team members to collaborate and explain what we were trying to do and got them involved. By fostering collaboration with other teams, we were not only able to resolve the critical issues, but also increased the camaraderie amongst teams. This was a hugely productive undertaking because it also built-up confidence in some team members who were shy to interact with other teams.

Transformation drives progress, disruption redefines boundaries, and visionary leadership fosters a culture of collaboration, guiding us toward collective excellence.

"Crecer es posible con los recursos adecuados", es parte de nuestra visión, y hace alusión a la real necesidad de entender los escenarios de cambio, las crisis o las oportunidades, y los recursos que el equipo necesitará para capitalizarlos. Sin recursos adecuados, lo que estaremos promoviendo son futuros escenarios de frustración y con ello estaremos confirmando la idea o creencia, de que el cambio no es algo que se pueda gestionar con relativa facilidad o éxito. Un equipo con motivos, incentivos, habilidades, estrategias y recursos, puede gestionar hacia adelante cualquier proceso de cambio, empezando con su visión y relación lógico emocional, de posibilidad de logró.

Transformation fuels progress, disruption challenges the norm, and visionary leadership, by providing resources, cultivates a fertile ground for collaboration, guiding us toward unparalleled collective achievements.

El desarrollo profesional es un factor clave. La inversión de recursos será algo muy positivo para poder pasar a otro nivel Organizacional. Privilegiar el desarrollo es una tarea pendiente para muchas Organizaciones.

There is no better way to teach than from the front line. We often expect things from our team that we are unwilling to do, when remember we were chosen as the leader for a reason matters most. “An ounce of show me is better than a gallon of tell me.”

When it comes down to it, employees will emulate and respond to the behavior of their leader. As a team manager, it’s your responsibility to ensure that your actions and words match up to your expectations of them. Remember to reflect on this as you strategise future projects and goals.

Récompenser l’innovation : Mettre en place des récompenses pour les idées innovantes, même si elles ne sont pas immédiatement mises en œuvre. Cela montre que l’innovation est valorisée.

A great leader is one who is transparent with both their wins and their failures. Don’t just share your wins with the team, discuss your failures or anything you’ve could have done different or will do different moving forward. There are always areas of improvement so showing your team that you are still learning and growing with every decision or level of growth, increases their confidence in you. That authenticity will bring everyone closer together and build a culture that supports one another and is committed to excellence.

Leading by example is one of the most important aspects of good leadership. Do not shy away from taking risks yourself. Discuss what you are doing with the team. If you fail, then own the failure with the team and share what you learned from it and how you would prevent such failure in the future. What had you not considered that you will consider going forward. By showing the team that you are also a 'work in progress' and that you do not always have all the answers, your team will respect you even more. They will also trust you more and be more open to taking risks themselves.

Even small successes need to be celebrated. When we came up with some challenges that we overcame with collaboration with other teams, we celebrated each of those, including other teams. That increased collaboration and confidence amongst all team members and fostered trust even more. Everyone felt they were on the right track and continued with the program!

When any team leader wants to inspire motivation, using incentives is always an effective approach. Want employees to embrace a more active role in meetings? To see them learn how to track business expenses and solve budget problems? Or to upskill themselves in a way that benefits the team? Encourage and reward those who do. These incentives can be anything from a bonus to extra time off, or special privileges such as more flexible working hours.

I used to forget to celebrate the small wins. I’d achieve a big goal, feel great for a moment and then look for the next milestone. I would chase that feeling of fulfillment all over again. When setting any big goal there will always be those small victories along the way. Acknowledge each and every one with you and your team. This not only fuels your motivation, it triggers the reward center in your brain and you’ll find yourself with a greater sense of fulfillment. Instead of achieving the big goal and then moving on to something else, you’ll be able to appreciate the entire journey. As a leader, adding this same culture to the team will help you to achieve your targeted goals 15- 30% faster than what you anticipated.

En la transición de afianzamiento y confianza, que se vive al transitar los cambios, es clave, que cada paso y avance que el equipo logre, se reconozca y se celebre el éxito. Para abonar a gestionar un mindset diferente, también debemos cambiarlo en la manera de reconocer a las personas. No se trata de poner en la mesa, el ¿por qué les tenemos que reconocer que hagan su trabajo?, se trata de reconocer que están trascendiendo y gestionando cambios de crecimiento en su trabajo, y eso no debe pasarse por alto. Además deben establecerse condiciones que permitan el celebrar también los avances y con ello los errores que nos darán elementos para replantear y mejorar nuestra estrategia.

Which is why you’re my Clinical Governance Sista!!

I recently wrote a post about breaking traditional behaviors to achieve better outcomes. To add some additional recommendations, I suggest that organizational leaders focus on teaching and ensuring that everyone in the organization is fully aware of the processes and behaviors necessary for consistent delivery of its mission. Additionally, transparency and timely accountability should be emphasized on a daily basis.

Encouraging your team to think outside the box takes an understanding of what is holding them back from thinking outside the box in the first place. Motivating your team will help once you understand what motivates them and why. Is it fear of risk taking or failure, habit of staying in the comfort zone, fixed mindset, misconceptions of what's acceptable and what's not, past experiences? What's coming in the way for your team? Understanding that is the first step to help address their concerns and communicating clearly that they have another chance to think differently and not conform to what they have been doing so far. This has worked for me every single time with my teams across companies and geographies.

Tasking your team to take on the role of your competitors, key market role models or personas from other industries can stimulate more radical perspectives. There are lots of other tools (6 thinking hats) that can push your team to think differently. Likewise, good open questions, such as “if you had a magic wand, what would you do?” can remove constraints we artificially impose to our idea generation.