Innovative Teams & Leadership Toolkit

🏋 Methods

• BEAN Design Template: Despite heavy investments in innovation through venture capital, incubators, and accelerators, many companies struggle with innovation because they overlook how daily routines inhibit it. The BEANs approach addresses this by introducing tangible tools and processes that subtly encourage and reinforce new behaviors, making it easier for employees to embrace change.

📖 To Read

• BEANs at Singapore Development Bank: In this article the authors describe a variety of BEANs that the bank DBS, the Tata Group, and other companies have devised to unleash innovation. They also explain how any organization can go about creating its own BEANs by identifying the creative behaviors it wants, examining what’s getting in the way, and then brainstorming ways to bust those bad habits.
• What Psychological Safety is not: This article clarifies that psychological safety does not equate to shielding individuals from accountability, fostering niceness or consensus decision-making, or granting unearned autonomy. Instead, it involves creating an environment where individuals feel safe to express ideas and take risks, while still upholding high standards and accountability.  
• Behavioral Guide Psychological Safety: It outlines a framework to help teams cultivate psychological safety, progressing through four stages: 1. Inclusion Safety (ensuring all team members feel accepted and valued), 2. Learner Safety (encouraging individuals to ask questions, experiment, and learn without fear of embarrassment), 3. Contributor Safety (empowering members to actively contribute ideas and participate in decision-making), 4. Challenger Safety (creating an environment where individuals feel safe to challenge the status quo and suggest improvements). The guide provides over 120 practical behaviors to help teams navigate these stages, aiming to foster a culture where members feel safe to engage, learn, contribute, and innovate.
• The Difference Between Managers and Leaders: This article argues that managers and leaders possess distinct characteristics and functions within organizations. Managers focus on maintaining order, structure, and processes, emphasizing control and problem-solving, while leaders are visionaries who inspire change, challenge norms, and motivate others toward innovation and growth.
• The Circle of Safety: In his article, Simon Sinek emphasizes that in times of uncertainty, fostering a ‘Circle of Safety’ within organizations is crucial. This involves creating an environment where employees feel secure, leading to increased trust, productivity, and resilience.

👀 To Watch

• Creating Psychological Safety at Work: In this video, Dr. Amy Edmondson of Harvard University emphasizes that fostering psychological safety is crucial in today’s knowledge-driven workplaces. She discusses how creating an environment where employees feel safe to express ideas, ask questions, and admit mistakes without fear of retribution leads to increased learning, innovation, and overall organizational success.
• The Importance of Psychological Safety: This video discusses how creating a psychologically safe workplace allows employees to take risks, voice concerns, and contribute ideas without fear of negative consequences. Dr. Amy Edmondson emphasizes that such an environment fosters learning, innovation, and improved performance within organizations.  
• How Toxic Cultures Kill Organizations: This video is about how fear-based management stifles employee innovation and engagement. It emphasizes the importance of creating a psychologically safe workplace to foster creativity and organizational success.

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