The Empathic Solutions to Innovation Challenges program distils the six breaking points that can be happening during the movement from idea creation to adoption, and offers theory and practical activities leading to insights and practical ways to accompany or troubleshoot innovation process. These breaking points that will be studied are related to a lack of empathy and psychological safety in the system; we’ll understand them and proceed to clarifying avenues of solutions.
The first breaking point happens when someone stays silent or withhold information. More than not, this happens as a result of a lack of psychological safety, and can have catastrophic consequences on an innovation process or even stop it before it is even started. This breaking point might entail that an idea is not shared, that a problem with an innovation is not mentioned or that something that could help is not available.
The second breaking point is: Someone’s not considering an idea seriously (dismissing). It can be very vulnerable to share new and different ideas; if the first time someone shares an idea, they are not taken seriously or dismissed it can be the end of the idea right there.
The third one is: Someone’s not responding skillfully to difficulties in the development of the innovation. Moving from idea to adoption entails many steps, challenges and difficulties. How people respond to these difficulties can be critical since less than effective approaches tend stimulate conflicts, discouragements and deflation.
Number 4 is Someone is Lacking Diversity and Inclusion awareness and actions. Diversity and Inclusion awareness is necessary for any group functioning well. An innovation process is no different in this regard. Our program will explore how they apply specifically to Innovation, and how to harness empathy and psychological safety to support everyone involved and maximize the effectiveness of the process.
The fifth breaking point is: Toxic Organizational Climate. It can be very damaging for an idea to evolve through a toxic organizational climate. By toxic we mean that people are often and quickly judgemental and disapproving of others and of the company, A research led by Marshall Goldsmith among 80,000 employees in United States concluded that people spend in average 18 hours per month complaining about other people or about the organisation they work for. This type of behaviour impacts innovation at various levels.
The last breaking point is: Lack of empathy and connection with skeptical people and negatively impacted people. Typically the innovation process is done in isolation, and while there might be good reasons for that, what happens is that often there are groups of people who either are skeptical about the potential of the initiative or are likely to be negatively impacted if the idea is adopted. If the management doesn’t have empathy and connection with these groups, they might become a derailing factor.
ELI’s Innovation program provides a map, skills and mindsets to navigate the innovative waters with an empathic compass.