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Inside LaunchStreet

This innovation podcast will resonate with those that recognize that being more innovative is their ticket to being indispensable and for leaders of all levels under pressure to build a culture of innovation. A blend of insightful interviews, audience questions, spotlights, and an occasional rant, your host Tamara Ghandour brings a fresh perspective to innovation. As the author of Innovation Is Everybody's Business and the creator of the Innovation Quotient Edge assessment, Tamara makes innovation accessible to all of us in this conversational style podcast.
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Now displaying: July, 2020
Jul 28, 2020

A question I often get is, “How do I know when I should collaborate and when I shouldn’t?” In our current work-from-home situations, a lot of us may be suffering from collaboration fatigue from being on virtual meetings all the time, which makes us feel like we’re “collaborating” all day long without seeing any real benefit of these meetings. That’s why it is important for us to consider not just when, but how we should be collaborating.

 

The thing is, we tend to confuse meetings with actual collaboration. However, we need to be thinking about when collaboration is appropriate and how we want to do it. I share an experience I had from working in corporate, and how my team came up with the four reasons we would use to drive our collaboration — to brainstorm, to build, to debate, and to decide. I explain why these four reasons are the keys to knowing when and how we should collaborate in our teams to drive innovative solutions, to problem solve, and to create better outcomes for the team and the organization.

 

If you are ready to:

  • get buy-in from key decision-makers on your next big idea

  • be a high-impact, high-value member that ignites change

  • foster a culture of innovation where everyone on your team is bringing innovative ideas that tackle challenges and seize opportunities…

Join us on LaunchStreet — gotolaunchstreet.com

 

Mentioned in This Episode:

8 Strategies Highly Innovative Business Leaders Are Using Now to Bring Value to Their Organizations

Jul 21, 2020

How many of us have used the convenient excuse of “they” for our mistakes or failures? “They” didn’t get it, “they” rejected the plan, “they” didn’t give me the tools I needed to succeed. We’ve all done it, but it is so counterproductive to innovation and creates a toxic culture of blame, and this is bad for not just innovation but also company culture.

In the last of a four-part interview series where amazing business leaders interview me about innovation, Kris Boesch, the CEO and Founder of Choose People, a company that supports organizations in solving challenging people problems, dons the interviewer’s hat. Together, we dig into why we get caught up in pushing blame to others, and how to overcome ‘they’ syndrome.

Words and the language we use are incredibly powerful. Kris and I explore the power of the word “they” and how this can put the brakes on our innovation efforts. In order to innovate, we need accountability and ownership, but the word “they” keeps us in the trap of blame pushing. I share some examples of when this evolved into a toxic company culture, and how simply removing it from the vocabulary can lead to immense mindset shifts. The word “they” is also critical when it comes to communicating ideas and how we communicate our innovation can force us into an us-vs.-them situation, rather than a ‘we’ situation. The truth is, ideas can’t stand on their own without being properly communicated to others — and I share some of my tips for proactively dealing with people’s obstacles and challenges, just by changing your language.

 

If you are ready to:

  • get buy-in from key decision-makers on your next big idea

  • be a high-impact, high-value member that ignites change

  • foster a culture of innovation where everyone on your team is bringing innovative ideas that tackle challenges and seize opportunities…

Join us on LaunchStreet — gotolaunchstreet.com

 

Mentioned in This Episode:

Kris Boesch, Choose People

David Marquet

Turn The Ship Around!, by David Marquet

Strategies to Get Legacy Thinkers Behind Innovation

Inside Launch Street Podcast Episode 1906: “Debate Ideas, Not People

 

 

Jul 14, 2020

We all know that everyone thinks differently, but did you know that male and female brains are actually wired differently from a neurological perspective? That’s why men and women think differently and it can have very significant impacts on how we relate to one another in the workplace. Kate Lanz joins us on this episode to dive into the science behind our gendered brains, and how we can tap into that to drive innovation.

Kate Lanz is the founder and CEO of Mindbridge, a UK-based global leadership company specializing in the power of modern neuroscience and releasing latent brain potential. She is also a trained neuropsychologist who works as a leadership coach and organizational psychologist. Her new book, All the Brains in the Business: The Engendered Brain in the 21st Century Organisation, dives into brain gender difference and how it impacts the workplace.

What are the differences between female and male brains from a science perspective and how does that show up at work? Kate explains how our brains vary in terms of neural connectivity, hormone levels, and stress responses, and this can really translate to different working styles in a team. Figuring out what kind of brains you have on your team, and how to leverage them can give leaders the edge on getting teams to work together better, in brain-friendly ways. Kate also shares more about managing our emotions to get into ‘thrive” mode, leading the brain in times of crisis, and risk-taking behavior in women vs men.

 

If you are ready to:

  • get buy-in from key decision-makers on your next big idea

  • be a high-impact, high-value member that ignites change

  • foster a culture of innovation where everyone on your team is bringing innovative ideas that tackle challenges and seize opportunities…

Join us on LaunchStreet — gotolaunchstreet.com

 

Mentioned in This Episode:

Kate Lanz on LinkedIn

Mindbridge.co.uk

All the Brains in the Business: The Engendered Brain in the 21st Century Organisation, by Kate Lanz and Paul Brown

 

Jul 7, 2020

Many of us fear debate and conflict within our teams but when it comes to being innovative, it is absolutely critical. The thing is, we don’t always have the right or best idea right out the gate, so questioning and debating help strengthen ideas. Yet, it needs to be constructive conflict to be effective. How can we encourage that in our teams?

 

In the third of a four-part interview series where amazing business leaders interview me about innovation, Kris Boesch, the CEO and Founder of Choose People, a company that supports organizations in solving challenging people problems, dons the interviewer’s hat. Together we dig into what we as leaders can do to promote constructive conflict on our teams.

 

Constructive conflict needs to be respectful, and we need to debate ideas, not people. I share some of my strategies to help promote this in our teams, including presenting ourselves in a way that allows that space for constructive conflict. It is also important that we have the element of psychological safety, through vulnerability and trust, on our teams. Debate and constructive conflict can be done in a respectful way by being kind, candid and constructive, and coming from a place of care, concern, and curiosity, and not a place of judgment or assumption. By leveraging the friction that naturally exists between our different Everyday Innovator styles, we can turn it into something positive and drive better innovation.

 

If you are ready to:

  • get buy-in from key decision-makers on your next big idea

  • be a high-impact, high-value member that ignites change

  • foster a culture of innovation where everyone on your team is bringing innovative ideas that tackle challenges and seize opportunities…

Join us on LaunchStreet — gotolaunchstreet.com

 

Mentioned in This Episode:

Kris Boesch, Choose People

Everyday Innovator Syles, IQE

World War Z

Kettering Foundation

Hello Bench Project

 

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