Does your leadership style create or suppress innovation?

There are thousands of books on being a good leader and I will not begin reinvent the wheel.  However, no matter how many of these books you’ve read, chances are you could use a coach now and then to help you with the practical application of the leadership principles and examples you’ve read about.  (I know I do).  This article is about recognizing whether your habits with teammates and/or subordinates are ones that encourage innovation or stifle it.

Ask yourself these questions:

1. In meetings, do I drive my own or other boss’ agenda without discussion?

2. Or do I undermine my higher’s agenda with negative comments?

3. Do I insist that ALL ideas and communication run through me first?

4. Am I quick to “cut off” comments or suggestions – especially from new people?

5. Do allow “discovery time” for my subordinates?

6. Do I encourage subordinates to seek intellectual enrichment during business hours?

7. Do I ask others for opinions on the problem?  (especially those who may not be “closest” to the group)

8. Do you or anyone else in your organization seek “outside” intellectual perspective.  Read Freakonomics and Super Freakonomics by  Stephen Dubner and Steven Levitt as a great example of thought-provoking issues from random topics.

These are simple, but often under-considered or appreciated questions that speak to the environment and culture created around you as a leader.   Let’s address briefly why they are important:

1. They DIRECTLY AFFECT the quality of ideas and innovation that permeates not only the problem at hand, but affects the overall culture in the organization.

2. This cultural effect leads to “group think” – a potentially dangerous organizational disease.

3. It negatively affects the morale of your workforce and leads to disengagement – costing you a significant amount of money, time, and effective results.

Thought-stifling behavior is something I witness often in business meetings and is an important tactical consideration for the long-term strategic health of your organization.  For more on how leadership and culture affect innovation, see the following online article called “‘Culture Eats Strategy for Breakfast‘ and please participate in the poll below.