Innovation In The Workplace

Sexy isn’t always Sustainable… Today I see everyone wanting to do the cool stuff—the shiny, exciting, “innovative” work. But here’s something nobody talks about—it’s the boring, unglamorous, repetitive work that actually builds value ➡️ And, it’s true for all – whether you’re a founder or an employee, it’s all in the meetings, the user insights, the spreadsheets, the follow-ups. Look, innovation is great, don’t get me wrong, it can build disproportionate value. But we’ve put it on a pedestal. And honestly, it’s overrated if you don’t have the discipline to do the heavy lifting that goes with making innovations successful. Ideas need long-term grind without which it is like a head without a body! In fact, I’d say too much innovation actually kills companies. When a new initiative is launched, it's unclear if it will build an uncontested market. But because it's new & exciting all the top employees want to work on it. 👇 Once that happens it becomes a priori event that is presumed to be the next BIG thing. 👇 Soon significant resources are diverted to it leaving the earlier core starved of focus & execution. 👇 This opens the door to competitors and eats away at your profits. If you’re always chasing shiny objects, you’ll lose focus on what really matters and what delivers the much-needed bottom line that funds innovation - and yeah, this is true for careers as well 🙂 Look around you → The most successful people and companies in the world have executed on 2-3 great ideas over several decades - Apple, Microsoft, Nvidia, AirBnB, Google - the list is long. So, yeah, keep your head in the clouds, coz thats where dreams reside but your hands and feet firmly in the ground, coz thats where miracles are built, through execution & perspiration 😅

Constraint is the mother of innovation! It’s easy to assume innovation comes from abundance. From deep pockets. From having it all. Big companies with big R&D budgets. Major brands with their elite creative agencies. That's would make sense, right? Ironically, it's actually the opposite. True innovation thrives in constraints. It's born in the corners where resources are tight. When you can't match your competitor's wallet, you better outmatch their creativity. Limited resources force clever solutions.  They demand ingenious workarounds. They spark unconventional thinking. Look at Google's early days. Memory constraints forced them to build a search engine that ran on less than 8MB. Why? Because they needed to work on 90% of computers back then. That constraint? It pushed them to create something that would change how we access information forever. Or take Airbnb during the 2008 crash. No funding? No problem. The founders got creative - selling presidential candidate themed cereal boxes. That scrappy move kept them alive and caught media attention. IKEA's iconic identity was born from a constraint. Shipping costs were killing them. Their solution? Flat-pack furniture. A limitation transformed into an innovation that changed an industry. When you can't match your competitor's wallet, you'd better outmatch their ingenuity. Can't outspend? You navigate uncharted waters. You take calculated risks. You write new rulebooks. I've worked with hundreds of companies. The well-funded ones? Often the least innovative. At cocreatd, we encourage our founders to embrace constraints. Having less means creating more!

"When you rely too heavily on templates, you face significant risks: 1. Force-fitting solutions onto unique problems 2. Sacrificing solutions that require intellectual rigor and deep understanding 3. Missing the contextual nuances that make each design challenge unique 4. Developing a false sense of competence without building fundamental understanding 5. Collectively lowering the bar for what constitutes professional UX work"

Hard truth: The source of your team's frustration, Is almost always your good intentions. Burnout is not about the workload. It's about how the work flows. Great teams can handle high standards. But they suffocate under  • False urgency • Unclear priorities • Bureaucratic busywork Worst of all?  They happen most when you're afraid to fail. 10 Leadership Habits Quietly Exhausting Your Team: 1. The Perfection Standard • People stop taking risks when perfection is expected • Innovation requires permission to fail fast and learn • High standards motivate, impossible standards paralyze 2. The Always On Signal • Instant replies train people to never unplug • Focus protects performance, it doesn't hurt productivity • Rest isn't resistance, it's required for sustained excellence 3. The Let Me Fix It Reflex • Jumping in steals growth opportunities from your team • People need space to struggle, fail, and figure it out • Your job is developing capability, not doing the work 4. The One More Hour Mindset • Impact gets confused with presence and time with value • Sustainable pace beats heroic sprints every time • Culture turns toxic when balance becomes betrayal 5. The Hero Complex • Being the solution makes you the bottleneck • Decisions should flow through the team, not around it • Your goal is to make yourself less necessary, not more 6. The Urgency Alarm • When everything's urgent, nothing actually is • Clear priorities give people permission to say no • Energy drains faster when interruptions attack focus 7. The "Good Vibes Only" Shield • Honesty goes into hiding when problems can't be discussed • Psychological safety means facing reality together • Trust erodes when feedback becomes forbidden 8. The One More Thing Disease • Projects expand when scope creeps go unchecked • Done is better than perfect when momentum matters • Excellence requires knowing when to stop, not just start 9. The "Let's Meet" Trap • Real work shifts to nights when days fill with meetings • Most decisions don't need a room full of people • Time is your team's most valuable resource 10. The Rapid Response Culture • Speed without strategy creates more problems than solutions • Quick fixes compound into technical and cultural debt • Sometimes slow is smooth, and smooth is fast Your habits shape their reality.  Make them intentional. Because your team can handle the work.  They just can't handle erratic leadership. Are you a new manager falling into the good-intention traps?  The right systems and skills are your fastest path out. MGMT Fundamentals is the practical training we wished we had. Two weeks. 6 modules. Practical tactics. Real coaching.  And every session is live with 50+ leaders. Join our last cohort for 2025 starting September 9th: https://lnkd.in/ewTRApB5 Before you go:  ♻️ Share to help other leaders build better habits 🔔 Follow Dave Kline for more leadership systems

You don’t have to log in to the workstation — because your phone 𝗜𝗦 the workstation. That’s the headline that knocked me sideways at this year’s UGM. Epic is famously tight-lipped and private, but one of the things they do really well is listen, and understand healthcare's problems. I’ll often think "I wish Epic did X" — and a year later, they've added it. So UGM usually feels like déjà vu: things I’ve wanted, and now they're delivering. Useful, but not always surprising to me. 𝘛𝘩𝘪𝘴 𝘰𝘯𝘦 𝘴𝘶𝘳𝘱𝘳𝘪𝘴𝘦𝘥 𝘮𝘦. Demo’d inside Epic’s “Hospital Room of the Future,” the concept is so simple it feels obvious in hindsight (which is a sign of great innovation): 1️⃣ Take your Android phone (they said Apple support is in the works). 2️⃣ Plug it into a monitor with a keyboard and mouse — but no computer. 3️⃣ Full Epic Hyperspace appears on the monitor. You’re logged in. It’s your exact session. It's not running on the cloud. The phone isn’t just a phone. It’s THE workstation. No generic logins. No typing passwords with sweaty gloves. No hijacking someone else’s session. You plug in, you chart, you unplug, you go. This is what real innovation looks like: not just shiny tech, but reimagined workflows. And that’s rare for companies this big. It’s built for nursing right now. But I want it for the ER, too. (If anyone knows the tech behind this, I'd love to hear details)

I've fallen into this trap too many times to count. Raised by two high-achieving Stanford grads, "constant hustle" was practically our family motto—a badge of honor worn with pride. But what if I told you that constant hustle could actually be stifling your creativity and innovation? It's time we stop glorifying being hustle and start celebrating the power of pause. Here's why: Creativity Thrives in Quiet Moments: Breakthrough ideas rarely emerge amidst chaos. When you're racing from task to task, your mind has no room to wander or explore new possibilities. Carving out quiet moments allows your creativity to flourish, bringing fresh insights and innovative solutions. Burnout Isn’t a Badge of Honor: Constant activity without rest isn't sustainable—it’s a direct path to burnout. Giving yourself permission to recharge is essential, not just for your health, but to sustain enthusiasm and productivity over the long term. Reflection Drives Innovation: Innovation doesn't emerge spontaneously from relentless hustle; it grows from thoughtful reflection. Stepping back to evaluate what's working and what's not gives you clarity and inspires forward-thinking ideas. Growth Requires Breathing Room: Personal and professional growth don't happen in perpetual motion. They require time for learning, exploration, and experimentation. Allowing yourself moments to slow down and reflect ensures you're continually developing and evolving. Work hard yes! But shift away from the glorification of constant hustle. Embrace moments of stillness, give your creativity space, and watch how your life and work transform for the better. Your future self—and your mental health—will thank you.

When I co-wrote How Google Works with Jonathan R., we captured the key lessons from our time at Google. One has only grown in importance as AI transforms every industry: the future of your business depends on the quality of your team. 👉 Hiring is the most important thing you do, and everyone should invest in it. The only way for your business to consistently succeed is to attract smart creatives and foster an environment where they can thrive at scale.  AI can automate routine tasks, but it’s the smart creatives who can leverage these tools to invent and innovate. So, what is a smart creative? They’re product-driven thinkers with: 🔹 Deep technical expertise 🔹 Sharp business insight 🔹 Bold creative vision How do you build an environment where smart creatives can thrive at scale? Simple: get out of their way. I often compare managing smart creatives to raising teenagers: you need to trust them and give them freedom to explore and create, stepping in only when things get serious or off track. Micromanagement stifles their potential, but the right balance of support and autonomy unleashes their best work. Smart creatives are everywhere. Here’s how to spot them when hiring: 🔹 They’re endlessly curious and persistent, always asking why and never giving up. 🔹 They have hands-on experience and a proven track record of building and creating. 🔹 They thrive in uncertainty and take smart risks. 🔹 They align deeply with your company’s values and help build a positive culture. 🔹 They care about where they work and what they do because mission and culture matter to them just as much as their role. If you want your company to succeed consistently, your role as a leader is to: ✅ Hire smart creatives ✅ Build an environment where they can thrive ✅ Don’t micromanage them ✅ Encourage them to harness AI In an era defined by exponential change, the aim isn't to replace smart creatives with AI but to amplify their impact. When equipped with the right tools, these team members can help organizations innovate and shape the future in ways we’ve yet to imagine. Smart creatives don’t just adapt to change — they lead it. #Leadership #HowGoogleWorks #SchmidtSights #FutureofWork

❌ Is remote work KILLING innovation? 👀 Last week, Nike's CEO John Donahoe blamed working-from-home for the company falling behind on innovation. 🧑💻 He said that it’s tough to be disruptive when people are working remotely. In an interview with CNBC, Donahoe was asked about the company’s lack of fresh new products in its assortment, which had been a concern among investors. 🎙 “What’s been missing is the kind of bold, disruptive innovation that Nike’s known for & when we look back, the reasons are fairly straightforward,” said Donahoe. He pointed out that footwear factories in Vietnam were forced to close during the pandemic but “even more importantly,” Nike’s employees worked from home for over 2 years... ☠️ “In hindsight, it turns out, it’s really hard to do bold, disruptive innovation on Zoom,” Donahoe said. 📈 The Nike teams came back together 18 months ago in person, and the company says they are feeling a positive change. Ever since, the company has been ruthlessly focused on rebuilding its innovation pipeline, not-from-home. 🤨 But is it true that disruption cannot be achieved remotely? What does the data say? Studies on the impact of WFH on innovation show mixed results: → A study from Stanford University suggests that fully remote work can lead to approximately 10% lower productivity compared to in-person, which might affect innovation negatively due to challenges like reduced communication & cultural cohesion. → McKinsey also found that remote work might limit tasks requiring physical presence or specialized equipment, which would be the case when you're prototyping new shoes, in Nike's case. 🙅 However, not all sources confirm the above statements: → Harvard Business School highlighted that remote work can potentially lead to different types of innovation, spurred by greater access to talent who prefer or require remote work arrangements. ✅ Automattic, for example, the company behind WordPress, runs entirely remotely and is known for its strong innovation culture. They utilize 'async' communication & autonomous work practices, allowing employees to work on what they think will benefit the company most, without rigid schedules or physical meetings. 🚀 Many other large tech companies like monday.com or Telegram Messenger -who can be called pretty innovative- also succeed in remote innovation. The WFH model has definitely led to successful examples of innovation, proving that remote work CAN indeed lead to disruptive innovation. ⬇️ To wrap up: while remote work surely presents challenges to innovation, it can also lead to new opportunities for creativity & problem-solving that wouldn't have surfaced in a traditional office setting. What do you think? 💬👇 #innovation #wfh #remote #futureofwork #nike #business

As a proud member of Gen Z, I found the recent The Wall Street Journal article about our generation’s impact on the workplace to be both insightful and timely. Gen Z may bring different expectations and needs to the table, but those differences are opportunities for growth and innovation. 𝐋𝐞𝐭’𝐬 𝐬𝐩𝐚𝐫𝐤 𝐚 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧: 𝐇𝐨𝐰 𝐢𝐬 𝐲𝐨𝐮𝐫 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧 𝐚𝐝𝐚𝐩𝐭𝐢𝐧𝐠 𝐭𝐨 𝐭𝐡𝐞 𝐫𝐢𝐬𝐞 𝐨𝐟 𝐆𝐞𝐧 𝐙 𝐢𝐧 𝐭𝐡𝐞 𝐰𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞? Here are a few approaches that are resonating with many of us: ✨ Aligning Work with Purpose: We’re driven by more than just a paycheck. Companies that clearly connect individual roles to a larger mission see greater engagement and enthusiasm. ✨ Creating Continuous Feedback Loops: Regular check-ins aren’t just nice to have—they’re essential. Frequent feedback helps us stay motivated and aligned with our goals. ✨ Prioritizing Mental Health: Offering mental health resources and fostering a supportive environment isn’t just a perk—it’s a necessity. This support goes a long way in creating a resilient and productive workforce. ✨ Fostering Growth through Mentorship: We crave opportunities to learn and grow. Mentorship programs that offer guidance and development pathways are key to retaining top talent. At REACH, where many of my team members are also Gen Z, I've seen firsthand how our generation's desire for purpose, mentorship, and mental well-being can drive positive change. We're working to build an environment that not only meets these needs but thrives because of them. Where our team feels valued, heard, and supported so they can become the most dedicated and innovative contributors. Instead of viewing the generational shift as a problem, let's reframe it as a unique chance to reshape the workplace into something more dynamic. ----- Read more from Katherine Bindley and Chip Cutter for The Wall Street Journal: https://lnkd.in/gajy28er

Ever dreamed of being in a nice and harmonious team? It might be your biggest nightmare. Clients have approached me to find out how they can stop people from being too nice! In many Asian cultures, interdependence and harmony are highly valued. Teams often prioritize agreeableness and cohesion. This creates a supportive work environment. It also leads to challenges like groupthink and innovation stagnation. Problems are not found out early enough. People drag their feet raising critical problems. Agreeable individuals are typically - cooperative - empathetic - prioritize positive relationships. They can result in an avoidance of conflict. Especially if they are unskilled in conversation. This prevents teams from engaging in productive debates essential for innovation and problem-solving. Most people also misunderstand conflict. It does not mean taking out weapons and killing one another. It merely means anything that might be uncomfortable. Even an extravert speaking with an introvert can create some discomfort. One must be willing to hold the space to such interactions. They force you to reconsider long-held (possibly outdated) mental models. Here is the "Harmony Challenge": 🔸 Avoidance of Conflict The avoidance style of conflict management is often associated with increased employee turnover and dissatisfaction. 🔸 Groupthink High levels of agreeableness can lead to groupthink, where consensus often creates inefficiency and poor decision making. 🔸 Reduced Innovation Without conflict to challenge ideas, teams may struggle to innovate or adapt to changing environments So, how do we find the right balance between harmony and constructive conflict? ✅ Encourage Constructive Conflict Training team members in constructive conflict resolution skills can help them engage in healthy debates without damaging relationships. ✅ Diverse Team Composition: Including team members with varying levels of agreeableness can introduce different perspectives and reduce the risk of groupthink. ✅ Leadership Interventions Leaders can foster an environment where dissenting opinions that make sense are valued, and seen as opportunities rather than threats to harmony. If you have too agreeable a team, you will need to build their conversational intelligence in order to balance respectful dissent within your team. I have written about this previously in my LinkedIn Newsletter on Bulletproof Leadership, which I am happy to leave open to critique. https://lnkd.in/gCKNeG3i Meanwhile, as an organizational psychologist, I'm engaging with forward thinking organizational leaders who see the need to grow this new muscle in a time where many wellbeing initiatives seem to only enhance harmony without the subtle balance. Reach out - I'll be happy to share my views in a coffee conversation!