A culture of deference to authority can stifle creativity.
In the team sport of innovation, the quality of interaction between teammates regulates the speed of discovery. If a team is healthy, the pattern of exchange will be free-flowing, candid, and energized. If it’s unhealthy, the team will retreat into silence,Much of the know-how required for innovation comes from the bottom of the organization — in other words, from local knowledge. Yet many non-management employees consider innovationof their jobs.
Unleashing bottom-up innovation is largely a matter of neutralizing this side effect of hierarchy. But how can organizations create a true idea-meritocracy in which they become more agnostic to title, position, and authority and truly debate issues on their merits? How do they achieve: a condition in which power distance or structure does not restrict collaboration or the flow of information?
This of course is easier said than done. Many organizations are dripping with implicit bias, which curtails the participation rights of new and/or underrepresented and marginalized employees. In practical terms, this means that employees in these groups may require reassurance and additional efforts to create psychological safety in the process. They may be slow to respond, but when they see that equal access to participate in the process is fair and consistent, they will gradually opt in.
Practice the disruptive question sequence. This three-step process is a quick and effective way to get the ball rolling and accelerate bottom-up innovation:Third, ask, “How?” How might we do it differently?
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