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Making space for Innovation: 21st Century Leadership

A presentation given at the 2017 ATD Puget Sound Conference, which introduces the concept of leaders as "Spacemakers" and provides a mental model for how leaders can make space to foster innovation on their teams.

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Making space for Innovation: 21st Century Leadership

  1. 1. 21st Century Leadership Making Space for Innovation
  2. 2. Agenda Innovation for Leaders Human-Centered Goals Focus on team climate Nourishers and Toxins
  3. 3. How are you checking in today? 4 1 3 2 high energy catalyz low energy high moodlow mood
  4. 4. We are facing profound changes in every sector • Rise of Mobile • Cloud platforms and services • Open source • Machine Learning • AI • Automation • Internet of Things Technology • Multiple generations • Culture of entrepreneurship • Purpose driven economy • Competition for talent • Virtual staff Workforce • Expectations focused on speed, convenienceand personalization • Technologydriving new experiences Customers
  5. 5. C Communication Sharing thoughts, questions, ideas, & solutions C Collaboration Working together to reach a goal, putting talent, expertise, & smarts to work. C CriticalThinking Looking at problems in a new way and linking learning across subjects & disciplines C Creativity Trying new approaches to get things done equals innovation & invention 21st Century Skills
  6. 6. D V F Desirability (Do people want this?) Viability (Should we do this?) Feasibility (Could we do this?)
  7. 7. Design Thinking
  8. 8. It (innovation) always starts and ends with leadership. If leaders aren’t understanding, embracing, and valuing innovation, why would anybody else in the organization? -Sarah Patterson, ExecutiveVicePresident and Chief OperatingOfficer, VirginiaMason Medical Center
  9. 9. Space Makers Risk Takers
  10. 10. So you want to be a spacemaker… Human-Centered Goals Sweat the Small StuffTeam Climate
  11. 11. The questions we ask frame the solutions we get
  12. 12. Design a better suitcase
  13. 13. Design a Better Suitcase
  14. 14. How might we design suitcase-free travel?
  15. 15. • We need to increase app downloads! • We need to generate $10M in revenue • Make our marketing emails better • Design an onboardingmodule • We need a leadership class Are you inspired yet?
  16. 16. Human-Centered Goals
  17. 17. What’s your hill? WHO Who are your users? WHAT What needare you solving? WOW How will you measure success/delight? IBMDesign Thinking
  18. 18. IBMDesign Thinking
  19. 19. First time managers can’t wait to conduct 1:1s and career/comp conversations because they feel confident, supported and prepared to help their team members grow With a partner, choose one of these goals and rewrite using the Who/What/How format We need a new onboarding module We need a leadership program Make sure everyone is trained on new compliance regulations Your turn!
  20. 20. So you want to be a Spacemaker… Human-Centered Goals Sweat the Small StuffTeam Climate
  21. 21. Model for Team Effectiveness
  22. 22. Psychological Safety • When someonemakes a mistake in this team, it is often held against him or her (R) • In this team, it is easy to discuss difficult issues and problems. • In this team, people are sometimes rejected for beingdifferent (R) • It is completely safe to take a risk on this team. • It is difficult to ask other members of this team for help (R) • Membersof this team value and respect each others' contributions.
  23. 23. Remember Iceland?
  24. 24. Failure Bow
  25. 25. So you want to be a Spacemaker… Human-Centered Goals Sweat the Small StuffTeam Climate
  26. 26. Of all the things that can boost emotions, motivation, and perceptions during a workday, the single most important is making progress in meaningful work. - Teresa Amabile “The Power of Small Wins”, HBR
  27. 27. Catalysts Setting clear goals Allowing autonomy Allowing ideas to flow Learning from problems and successes Helping with the work Providing resources Providing sufficient time
  28. 28. Positive inner work life not only makesemployeesfeel happy and engaged in their work, it leads to better performance including higher creativity and productivity.
  29. 29. Supporting Positive Inner Work Life Nourishers • Respect • Recognition • Encouragement • Emotional support • Affiliation Toxins • Disrespect • Discouragement • Disregard for emotions
  30. 30. Activity Reflect on your week so far and map out each of the moments where you’ve received or felt a “Nourisher”, as well as experienced any “toxins” Have you provided any nourishersor toxins to others this week?
  31. 31. Step 1 Step 2
  32. 32. Thank You!