Innovation. Leaders know how important it is to the success of the business, but most of them struggle with how to encourage employees to innovate more effectively. Part of the problem is usually that they don’t understand the “accidental culture” that exists in the organization. It’s important to improve culture and innovation in your organization, but it’s not a quick fix. We’ve spoken with many leaders who say they want people to be more proactive and innovative, but the unspoken rules of “how we do things” act as handcuffs to innovation. The first step is to uncover what those unspoken rules are.
At NextGen Orgs, there are three ways we use games with our clients to improve culture and innovation in your organization:
- We use games to help identify the accidental culture and how it impacts innovation. Games are a deceptively simple way to do this. They bring to light almost immediately how competitive culture is. While competition isn’t inherently bad and in some cases can foster innovation, too much competition is toxic. It creates silos, secrets and bullying behaviors.
- Once the accidental culture is revealed, then it’s time to decide what you all want it to be like instead. There might be parts that you all want it to be like instead. There might be parts that you keep, or you may realize that you have to burn it all down and start from scratch. Either way, it’s time to improve culture and innovation in your organization.
- Games are used to foster innovation. We call this the “training wheels and rail guards” phase of a team becoming more innovative. We want them to learn how to innovate in situations where there are no stakes because, as they say on the TV show “Who’s Line?”, the rules are made up and the points don’t matter.
Interesting Results On Psychology of Team Game
Studies have shown that people learn new things ten times faster when they’re playing. It only takes a few sessions of game playing. It only takes a few sessions of game playing until a team really gets the hang of how to work together for greater and more effective innovation. Then they’re ready to take off the training wheels, take down the guard rails, and get to work. The work of improving culture and innovation in your organization has begun!
Lastly, games are a fantastic way to develop psychological safety in a team. Teams that play together stay together. Psychological safety is the single most important driver of culture. There’s nothing quite like successfully completing a ropes course together, helping each other through the challenges, to bond a team together. Of course, it doesn’t stop there. Psychological safety is something that gets built up or torn down in the daily, small things we do or don’t do. As a leader, it’s your job to model the actions that build psychological safety. As you hire new team members, it’s important to be explicit about the culture as a sentient thing: it needs to be fed and watered regularly in order to thrive.
About, The Founder of NextGen Orgs :
Johanna Lyman is the Founder and CEO of NextGen Orgs. She is a leadership consultant and executive coach with over fifteen years of experience in implementing organization-wide change strategies for both Fortune 500 companies and small businesses. At NextGen Orgs, they use a combination of unique delivery methods and processes that crack the code establishing lasting organizational behavior changes in a relatively short period of time. Their proprietary and the evolutionary system can eliminate months of frustration often associated with developing strong leadership and building a cohesive, collaborative team. Johanna is a professional speaker, available to speak on a variety of topics related to culture, communication, innovation, and leadership skills. She is the Board President for the Bay Area Chapter of Conscious Capitalism and is deeply versed in how to help businesses be a force for good in the world.
Learn more at https://www.nextgenorgs.com/about/
contact Johanna at firstname.lastname@example.org