How to Support Innovation in the Workplace: 18 Leaders Offer Practical Ideas

Fostering a culture of innovation will contribute to a company's success. Here 18 business leaders share their best strategies for driving and supporting innovation and intrapreneurship within their organizations.

Ways leaders can support innovation in their workplaces

1. Give employees the freedom to explore and experiment

"At our UI/UX agency, we build innovation into our designers' tasks by requiring them to regularly explore new design styles. By making this a formal part of their work, they take it as seriously as client projects.

"This strategy empowers our team by giving them the freedom to experiment and pursue their passions. It fosters a culture of creativity and ownership. For instance, one of our designers developed a new tool to streamline our design process during their innovation time, which we later integrated into our workflow. This not only improved efficiency, but also boosted morale, showing that we value and implement our designers' ideas.

"Encouraging employees to explore and innovate within their roles helps cultivate a dynamic and forward-thinking environment, driving meaningful innovation from within the organization."
—Juan Carlos Munoz, CC Creative Design

2. Encourage employees to act as entrepreneurs

"We encourage employees to act as entrepreneurs and make their own decisions. Giving them the freedom to take ownership of projects and lead creative directions allows them to develop their abilities, skills, and confidence over time. Giving them ownership enables them to find better ways to complete projects and to proactively suggest new technologies and innovations."
—Jemma Wiltshire, Jemma Wiltshire Design

3. Utilize coaches, consultants, and trainers

"It can be extremely beneficial to involve innovation coaches, consultants, and trainers. These experts can help by posing the right questions, spotting potential opportunities, and supporting and nurturing intrapreneurs as they develop their ideas.

"Outside coaches can provide additional support to intrapreneurs, especially if they face resistance trying to actualize their ideas; trainers are invaluable for upskilling your team and enabling natural intrapreneurs to utilize proven frameworks effectively. Meanwhile, consultants can assist executives in identifying and eliminating barriers to innovation, making the overall environment more conducive to intrapreneurial success."
—Lucas Ochoa, Automat

4. Implement "inward-facing podcasts"

"I have recently come upon a new concept (at least to me) called 'inward facing podcasts’ (IFPs), which are podcasts for a limited group within a firm, sponsored and hosted by the CXO, as a way to rally the troops towards greater creative efficiency. Used well, IFPs make the old-fashioned concept of a senior manager being out of touch with the people in their department(s) an antiquated myth and raise the emotional and cerebral attachment of employees to the manager, stimulating inward innovation. Note that I said, 'used well,' like any other power tool.

"It's a great strategy to gather around the proverbial campfire, tell stories, inject new thought processes into established ways of doing things, and, in turn, create cohesive team spirit and a spirit of collaboration. One other variation I am familiar with is using a stimulating business book that everyone in the department reads, just like a book club, encouraging discussion in an IFP as a way of opening dialogue across departmental and national boundaries."
—Marc W. Halpert, connect2collaborate.com

5. Create an environment that encourages creative thinking

"Leaders who create a welcoming environment that encourages creative thinking—free of judgment and full of praise—are successful in fostering a culture of innovation. Recognizing and rewarding creativity, along with creating a sense of ownership, empowers individuals and teams to generate innovative solutions.

"I focus on encouraging inclusivity, diversity, and authenticity in the workplace to motivate idea sharing. By promoting a culture where colleagues feel supported and comfortable owning and sharing their ideas, I ensure that all voices are heard and valued. I believe the best ideas come from teams that embody diverse perspectives and thinking.

"One specific action I’ve taken to foster this culture is implementing regular brainstorming sessions where all team members are encouraged to contribute ideas without fear of criticism. These sessions are designed to be open and collaborative, allowing for a free flow of ideas and promoting a sense of ownership among participants. Also, by publicly acknowledging and celebrating individual and team achievements, I reinforce the importance of innovation and encourage continuous creative efforts.

"Through these actions, I have nurtured an environment where creative idea sharing thrives, leading to the development of scalable, results-driven solutions."
—Jacolene Jonker, PRLab

6. Advocate for an innovation sandbox

"I am a passionate advocate of the innovation sandbox, an approach to driving intrapreneurship and white-space innovation within organizations. This dedicated space empowers employees to unleash their creative potential, experiment fearlessly, and generate breakthrough ideas without the constraints of traditional business operations. It fosters psychological safety, enabling employees to experiment and take risks without fear of reprisal. This security unleashes individual potential and creates a lasting competitive advantage. It's a virtuous cycle where innovation breeds innovation, fostering a vibrant and sustainable culture of continuous improvement. An innovation sandbox is more than a program; it's a mindset and a catalyst for unlocking the full potential of individuals and organizations."
—Harsh Wardhan

7. Eliminate fear

"The thing that kills innovation in organizations is fear. And, unfortunately, most leaders add fear into their organizations as a natural byproduct of being so focused on hitting results and outcomes. They have a fixed mindset. The very best leaders are not focused on results and outcomes. Instead, they are focused on creating value for their primary stakeholders (e.g., customers, employees, communities) over the long term.

"When leaders have this focus, rather than adding fear into their organization, they develop a growth mindset and look for ways to remove fear from their organization and teams, opening the way for greater innovation, learning, and agility. Perhaps the best book on this topic is Creativity, Inc. by Ed Catmull, the founder and former president of Pixar."
—Ryan Gottfredson, Ryan Gottfredson, LLC

8. Tie success to innovation metrics

"Implement a performance measurement system that ties employee success and promotion to innovation metrics. Employees are encouraged to adopt an innovation mindset by integrating innovation metrics into performance appraisals. Comprehensive measures which track the entire innovation journey should include:

1. Idea generation—tracking the number of ideas employees propose.
2. Collaboration and cross-functional teams—measuring the frequency and effectiveness of cross-departmental collaboration.
3. Implementation and experimentation—monitoring the implementation rate of ideas and the success of pilot projects.
4. Impact and outcomes—assessing the tangible impact of implemented innovations on business outcomes, such as increased revenue, cost savings, or customer satisfaction, highlights the value of intrapreneurial efforts.

"Linking these innovation metrics to performance reviews and promotions directly incentivizes employees to engage in innovative behaviors. It fosters a sense of ownership and accountability among employees. When individuals see their efforts recognized and rewarded, they are more inclined to take personal responsibility for driving innovation. This shift in mindset leads to a more proactive and engaged workforce, where employees are not merely executing tasks, but actively seeking opportunities for improvement and growth."
—Jess Tayel, People of Transformation

9. Establish a dedicated innovation hub

"Establishing a dedicated innovation lab or hub where employees can collaborate on new ideas and projects outside their regular responsibilities is a powerful way to foster intrapreneurship and innovation within a business. This space should be equipped with the necessary tools and resources, and provide an environment that encourages creativity and experimentation without the fear of failure. Creating such a space empowers employees to take initiative, knowing they have the support and freedom to experiment and innovate. It promotes a culture where creativity is valued and nurtured, leading to a continuous flow of fresh ideas and improvements.

"This strategy also increases employee engagement and satisfaction, as team members feel their contributions are valued and have a direct impact on the company's growth and success. Encouraging this kind of proactive mindset is essential for staying competitive and dynamic in today’s fast-paced business environment."
—Robert Roth, Quote For Solar Group

10. Encourage cross-departmental brainstorming

"We hold regular brainstorming sessions where employees from different departments come together to discuss challenges and come up with creative solutions. This mix of different perspectives often leads to ideas that wouldn't have come up if everyone stayed in their own lane. It shows our team that we value their unique viewpoints and gives them the freedom to contribute in ways they might not have thought was possible."
—Omër Güven, Fintalent.io

11. Set up a pitch day

"An effective way to nurture a culture of innovation is to set up a pitch day. On this day, team members get to share their fresh ideas with leadership and colleagues. It's not just about presenting ideas; it's actually more about building a sense of belonging and achievement among the staff. It motivates everyone to think creatively and take an active part in the company's progress, knowing their ideas are valued."
—Raisha Shrestha, Ling

12. Adopt a '20% time' policy

"One effective strategy to create a supportive environment for intrapreneurship and innovation is to implement a policy similar to Google's ‘20% time.’ This policy allows employees to dedicate a portion of their work hours to personal projects that interest them, even if these projects are outside their regular job responsibilities. Google has utilized this approach to foster a culture of creativity and innovation, leading to the development of some of its most successful products, such as Gmail and Google Maps.

"By adopting a 20% time policy, businesses can empower employees to take initiative and pursue innovative ideas. It encourages a sense of ownership and autonomy, motivating employees to think creatively and explore new solutions without the constraints of their daily tasks.

"We have seen the benefits of giving team members the freedom to innovate. Employees feel more valued and engaged, knowing their ideas are supported, and this can potentially lead to significant advancements for the company. This culture of intrapreneurship not only drives innovation from within but also helps attract and retain top talent who are drawn to workplaces that prioritize and nurture creative potential."
—Jim Campbell, Honeymoons

13. Foster healthy debate for innovation

"Organizational cultures often fall on a spectrum that runs from being 'too nice' to overly harsh in how they receive each other's ideas. At either end of that spectrum, good ideas get lost: they're withheld for fear of attack or they're delivered in ways that cause others to shut down or resist. Healthy debate lives in the middle of this continuum. It requires self-awareness, skill, and practice so that a group can challenge and disagree in ways that build (versus break) trust. It's valuable to invest in a practice of healthy debate, the kind where 1+1 equals 3, as good ideas become great through collaboration.

"Specifically, leaders need to model and invest the time to practice the skills and expectations for speaking up, listening, and disagreeing in productive ways. They need to foster a shared mindset that sees candor and debate as positive signs of engagement. They need to give and receive feedback productively. And they need to intentionally create space for unheard voices to enter conversations and debate. Asking better questions will invite and spur innovative contributions, and actively facilitating conversations toward shared interests will build the practice of innovation into the fiber of the culture."
—Erica Jennings, Stand & Deliver

14. Encourage risk-taking and ownership

"The power of a good leader can really make a difference when it comes to fresh ideas. Think about it this way: if you're constantly worried about making mistakes or your boss shuts down every suggestion, it's tough to feel inspired to try something new, right? As a leader, I've found a few things that seem to help:

• Painting a picture—I try to be clear about our goals and the impact we want to make. Knowing the 'why' behind the work can spark creativity in people.
• Making it safe to fail—Let's face it, not every idea is a winner. But if people are afraid even to suggest something because they might mess up, we miss out on potential breakthroughs. So, I try to create a space where it's okay to take calculated risks and learn from them.
• Giving ownership—Micromanaging kills innovation! I trust my team and give them the freedom to run with ideas. This lets them feel invested and responsible, which often leads to some amazing solutions."

—Muhammad Muzammil Rawjani, TechnBrains

15. Promote a safe space for experimentation

"Innovation thrives in an environment that embraces failure as a learning opportunity. When employees feel safe to experiment and take calculated risks, they are more likely to push boundaries and discover new solutions. As a leader, I've actively fostered this culture by creating a safe space for experimentation where mistakes are viewed as valuable lessons. I've also implemented a system that recognizes and rewards effort over outcomes, encouraging my team to focus on continuous improvement and learning from setbacks."
—Glen Hellman, CxO Elevate

16. Nurture a growth mindset

"I've implemented regular 'innovation sprints' where team members step away from routine tasks to explore new ideas and potential solutions to ongoing challenges. I've also established a 'no-idea-is-too-wild' policy in brainstorming sessions, encouraging even the most outlandish concepts as potential sparks for groundbreaking innovations.

"By fostering psychological safety and rewarding creative thinking, leaders can unlock the collective genius within their organizations. Ultimately, innovation-driven leadership is about nurturing a growth mindset and creating a shared vision that inspires teams to push beyond perceived limitations."
—Anjali Deorane

17. Weigh learning as a goal

"One of the best actions I've taken to foster a culture of innovation was to weigh learning as a goal, often more heavily than other performance metrics. At a digital marketing agency like mine, increased traffic, engagement, and sales are important for our clients. But for us and our clients to grow, we must experiment.

"Sometimes new ideas don't work out, and that's okay. The most important part is whether we learned something that will help us to adjust the model, pivot in a new direction, or scrap the idea entirely in the next iteration. If you want to inspire innovation within your organization, create a culture of 'failing forward' and give people credit for the learning they and your organization have acquired along the way."
—Dennis Consorte, Brand Boba

18. Lead by example

"To foster a culture of innovation, I make it a priority to personally engage in key innovative projects within our company. This hands-on involvement not only allows me to stay connected to the creative pulse of the team but also demonstrates my commitment to embracing new ideas and solutions. By being directly involved, I can guide the projects and provide real-time feedback, which helps accelerate the innovation process.

"Moreover, I frequently share my own experiences and the lessons learned from past projects, including those that didn't turn out as expected. This openness about successes and failures is crucial because it establishes a safe environment for experimentation. It shows the team that each failure is a stepping-stone to success and that risk-taking is a valued part of our company culture."
—Alex Stein, Storagehub

About the Author

Post by: Brett Farmiloe

Brett Farmiloe is the founder and CEO of Featured, a platform where business leaders can answer questions related to their expertise and get published in articles featuring their insights.

Company: Featured
Website: www.featured.com
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