Balancing Leadership Responsibilities

During my career, I had the opportunity to build a team dedicated to supporting learning needs for a global audience. For the first time, I collaborated with someone who operated fully remotely. Our first in-person meeting took place nearly two years later, but by then, we had already formed a strong team. Despite our different time zones, we consistently met our commitments together. This experience is truly unforgettable for me. Oncourse, managing a diverse team with both remote and in-office members can be quite a balancing act. It's essential to ensure that everyone feels connected, engaged, and empowered to give their best. Here are a few approaches that have worked well for me: 📍Clear Communication: Regular, transparent communication is key. Leveraging various tech tools keeps everyone informed and connected. 📍Flexible Work Arrangements: Promoting a flexible work style allows team members to adapt to their schedules while feeling fully supported. 📍Team-Building Activities: Organizing virtual or in-person events helps build camaraderie and strengthen team relationships. 📍Recognition and Appreciation: Celebrating achievements, no matter the location, boosts morale significantly. A little acknowledgment can make a big difference. 📍Trust and empowerment: Trust your team members to handle their responsibilities. Empowering them to make decisions and take ownership fosters a positive work environment. What strategies do you find effective for managing a hybrid workforce? Let’s share insights and learn from one another!

Have you noticed that there’s no shortage of ideas for improvement in organizations yet change is slow. The real challenge is that many ideas get swallowed up—lost in the noise. ⚠️ Without a clear process to prioritize, test, and follow through, people's ideas never see the light of day. They become casualties of poor communication, unclear ownership, or a lack of structure to move them forward. 💣 And of course...this leads to frustration among employees who feel their contributions aren’t valued. So- here's some tips for setting up the right environment for #innovation. ✔️ Be curious and ask people for ideas ✔️ Invite creativity by giving people time to think ✔️ Provide structures and systems for processing ideas ✔️ Use structures and systems to plan for implementation ✔️ Encourage bold moves and resilience (risk assessed of course) ✔️ Be decisive around actions, responsibilities and timeframes ✔️ Continually learn, refine and improve based on feedback AND Build innovation into the day-to-day and week-to-week rhythm of work through intentional routines and habits. Do this through: ✔️ Daily Innovation Standups or Huddles for a quick overview ✔️ Encouraging Gemba Walks to spark improvement discussions ✔️ Weekly Innovation Meetings to get into more detail ✔️ Monthly Review Meetings for assessing progress, and approving new initiatives. ✔️ Quarterly Planning to align the review of ideas with strategy ✔️ Including in 1:1s and asking about ideas for improvement and updates in regular check-ins How does innovation happen in your organization? Leave your tips below 🙏 ________________________________________ I'm Catherine McDonald- Lean Business and Leadership Coach. Follow me for insights on lean, leadership, coaching strategy and organizational behaviour.

Every leader and company wants their teams to be innovative but they limit innovation. Do you notice any of these limiting behaviors? 🚩 Overemphasis on Short-Term Gains -> Focusing on short-term results can undermine long-term innovative projects. Balancing short-term objectives with long-term vision will inspire innovation. 🚩 Impatience with Results: Demanding immediate success can discourage experimentation and risk-taking. Innovation often requires time to develop and mature. 🚩 Micromanagement: Overly controlling every detail can limit creativity and autonomy. Innovation thrives when teams have the freedom to explore new ideas. 🚩Fear of Failure: Creating a culture where failure is punished rather than seen as a learning opportunity can stifle creativity. Embrace failures as stepping stones to success. 🚩Lack of Resources: Not providing sufficient resources, whether it’s time, funding, or tools, can hinder the innovative process. Ensure teams have what they need to experiment and innovate. 🚩 Resistance to Change: Clinging to traditional methods and being resistant to new approaches can stifle innovation. Encourage an open-minded attitude towards change and new ideas. 🚩 Lack of Diversity: Homogeneous teams may lack diverse perspectives, leading to limited ideas. Promote diversity and inclusion to foster a wider range of creative solutions. #productinnovation #productmanagement #productleadership #innovation

If you’re trying to foster innovation but feel stuck, You are DEFINITELY not alone. Here’s what to do: A fascinating insight from leaders like Satya Nadella, Elon Musk, and Amy Edmondson highlights a key truth: Innovation doesn’t just happen—it’s cultivated. The challenge? Most organizations struggle to create an environment where creativity thrives and risks are managed effectively. Here’s what’s holding innovation back: • Fear of failure stifles creativity – Teams hesitate to take bold steps when failure is punished rather than seen as a learning opportunity. • Creativity is left to ‘creative people’ – Innovation isn’t just for a select few; every team member should feel empowered to contribute. • New ideas lack structured support – Without a framework for brainstorming, testing, and iterating, promising ideas never get off the ground. The result? Companies miss out on game-changing innovations because the culture discourages experimentation. There’s good news, though. You don’t need unlimited budgets or cutting-edge tech to build a culture of innovation—just the right mindset and leadership approach. Here’s how to get started: 1️⃣ Adopt a “Fail Fast” Mindset Innovation requires risk, but the key is failing fast and pivoting quickly. Encourage teams to test ideas rapidly, recognize setbacks early, and adapt. The faster you learn, the faster you innovate. 2️⃣ Create Psychological Safety Amy Edmondson’s research proves that innovation thrives when employees feel safe to voice ideas and challenge assumptions. Model vulnerability as a leader, welcome diverse perspectives, and reward curiosity over certainty. 3️⃣ Structure Creativity, Don’t Stifle It Edwin Catmull’s Braintrust at Pixar proves that great ideas don’t emerge randomly—they need structured opportunities. Set up brainstorming sessions with clear guidelines to encourage input from all voices, not just the loudest ones. 4️⃣ Manage Innovation Risks Wisely Innovation without direction can lead to chaos. Follow the approach of Microsoft and Tesla: Balance risk with strategy – Don't fear failure, but ensure each experiment has clear learning outcomes. Encourage a growth mindset – Frame failures as stepping stones, not roadblocks. Innovation isn’t about chasing the next big idea—it’s about creating an environment where ideas can flourish, evolve, and drive impact. This isn’t easy. But leaders who get it right unlock extraordinary results. What’s been your experience? Repost to share with others, and follow Anand Bhaskar for more insights like this. —- 📌 Want to become the best LEADERSHIP version of yourself in the next 30 days? 🧑💻Book 1:1 Growth Strategy call with me: https://lnkd.in/gVjPzbcU #Innovate #Growth #FailFast #LeadBold #Create

Far too often, I see leaders and companies move on from innovation, believing it's only necessary during the startup phase. In reality, it's what keeps companies alive and thriving. As companies grow, it's easy to fall into routine and let creativity fade. But innovation must continue-even as you scale. An older HBR article I came across this morning highlights how breakthroughs in management can create lasting advantages that are hard to replicate. Companies focused only on new products or efficiency often get quickly copied. To stay ahead, businesses must become "serial management innovators," always seeking new ways to transform how they operate. This idea remains as relevant now as it was back then. The benefits of sustained innovation are undeniable: •Competitive Edge •Increased Revenue •Customer Satisfaction •Attracting Talent •Organizational Growth and Employee Retention Embrace the innovation lifecycle-adapting creativity as your organization matures. Sustaining creativity means creating an environment where people feel safe to push boundaries. Encourage your teams to think big, take risks, and use the experience of your organization. Here are three strategies that I’ve seen work firsthand: Make Experimentation a Priority: Mistakes are part of the process—they help us learn, grow, and innovate. As leaders, share your own experiences with risk-taking, talk about what you've learned, and celebrate those who take bold steps, even when things don’t go as planned. It sends a powerful message: it's okay to take risks. Promote Intrapreneurship: Many of the best ideas come from those closest to the work. Encourage your people to think like entrepreneurs. Give them ownership, the tools they need, and the freedom to explore. Whether it’s through ‘innovation sprints’ or dedicated time for passion projects, showing your team that their creativity matters sustains momentum. Address big challenges, ask tough questions, and let your people feel empowered to tackle them head-on. Break Down Silos: True innovation happens when people connect across departments. Create opportunities for cross-functional interactions-through gatherings, open forums, or spontaneous connections. Diverse perspectives lead to game-changing solutions, and breaking down silos opens the door to that kind of synergy. Innovation doesn’t happen by accident. It requires dedication, a commitment to growth, and a willingness to challenge what’s always been done. To all the leaders out there: How are you ensuring your teams remain creative and engaged? What strategies have you found that create space for bold ideas within structured environments? —-- Harvard Business Review, "The Why, What, and How of Management Innovation" #Innovation #Leadership #ContinuousImprovement #Creativity #BusinessGrowth #Intrapreneurship #CrossFunctionalCollaboration #ImpactLab

Most people think networking is how you get ahead - NO. Strategic Project Leaders create value and leaders seek them out; hence, their network grows— that is why they rise. 𝐓𝐡𝐞 𝐭𝐫𝐮𝐭𝐡 𝐢𝐬, 𝐨𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬 𝐝𝐨 𝐧𝐨𝐭 𝐣𝐮𝐬𝐭 𝐜𝐨𝐦𝐞 𝐟𝐫𝐨𝐦 𝐰𝐡𝐚𝐭 𝐲𝐨𝐮 𝐤𝐧𝐨𝐰 𝐨𝐫 𝐞𝐯𝐞𝐧 𝐰𝐡𝐨 𝐲𝐨𝐮 𝐤𝐧𝐨𝐰, 𝐛𝐮𝐭 𝐟𝐫𝐨𝐦 𝐡𝐨𝐰 𝐲𝐨𝐮 𝐬𝐡𝐨𝐰 𝐮𝐩 𝐢𝐧 𝐭𝐡𝐨𝐬𝐞 𝐫𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩𝐬. Executives and decision-makers are not impressed by flattery or forced small talk. They are moved by : ✔️clarity, ✔️ relevance, ✔️your ability to help them think differently or move faster toward a goal. This is where most professionals get it wrong: They network to be seen, instead of networking to be of service. When you shift your mindset from “How can this help me?” to “How can I create strategic value for this person or organisation?”—everything changes. 🪀Doors open. 🪀Conversations go deeper. 🪀Opportunities multiply. Strategic networking is not about volume—it is about intention. It is not only about visibility—it is about value to others. That is how I built relationships with leaders I once thought were out of reach. That is how you position yourself as someone worth aligning with. 👉Not just a professional. 👉Not just a contact. 👉A catalyst. Want to learn how to create value that builds networks like a Strategic Project Leader? Let’s talk. I will show you how I do it—and how you can too. #FolaElevates #StrategicLeadership #Networking #ProjectLeadership #StrategicElites #CareerAcceleration #ProjectIntelligence ----------------------- Adam Grant, a renowned organizational psychologist, also notes that successful networking is not about climbing the social ladder but creating meaningful, reciprocal relationships. This aligns with research from the Journal of Management Studies, which found that leaders with diverse networks are better positioned to identify and leverage new opportunities.

Most companies struggle to balance innovation with control. But Robert Simons’ Levers of Control model gives managers a robust framework to do both — without compromise. ☑ Beliefs Systems ↳ These inspire employees with shared purpose. ↳ Mission statements, credos, and value declarations guide behaviour and motivate discretionary effort. ↳ Leaders must consistently reinforce beliefs to align teams with strategic goals. ☑ Boundary Systems ↳ These set the “do not cross” lines. ↳ Clear rules, codes of conduct, and compliance guidelines reduce risk. ↳ They allow freedom within constraints — creativity with guardrails. ☑ Diagnostic Control Systems ↳ The classic performance tools: KPIs, budgets, dashboards. ↳ Used to track progress and course-correct when needed. ↳ Efficient for stable environments where outcomes are measurable. ☑ Interactive Control Systems ↳ These are built for uncertainty and strategic adaptation. ↳ Managers engage teams in problem-solving, testing assumptions, and discovering new opportunities. ↳ Dialogue over directives. Curiosity over control. Here’s why this model matters: ↳It doesn’t pit control against innovation — it shows how to enable both. ↳It equips managers to lead proactively, not just reactively. ↳It allows organisations to scale without losing flexibility and creativity. If you're leading a team or shaping strategy, this framework is worth bookmarking. P.S. If you like content like this, please follow me.

3 ways to network strategically as a leader Let’s be honest — networking isn’t just about collecting contacts anymore. As leaders, it’s about building meaningful, strategic relationships. Here are 3 ways to network smarter, not harder: 1️⃣ Be Intentional Every conversation should have a purpose. Before events or meetings, ask yourself: who aligns with your vision, your values, or your next project? Quality over quantity. 2️⃣Offer Value First Strong leaders don’t just ask — they give. Share insights, make introductions, or highlight opportunities for others. 3️⃣ Diversify Your Circle Look beyond your immediate industry. Surround yourself with people who challenge your thinking, not just reinforce it. Strategic networking is about planting seeds for long-term partnerships, not quick wins. Book time with me for 1:1 insights relevant to you and your career: intro.co/morinoluwole 🎥 Boadu Henry Kouassi

Are your very best ideas competing against each other? Throughout your organization there is guaranteed to be an immense quantity and impressive quality of #creativity in the hearts, minds, and souls of your people. Yet far too often that incredibly valuable creativity is suppressed, and furthermore may be trapped in silos. The example of Sony where three different business units were unknowingly each working on the same #innovation in parallel is held up as a demonstration where bureaucracy, waste, and silozation of the organization destroyed value. How can your #Strategy assist in unleashing creativity and drive better collaboration for bold growth results? You can start by: 1) Ensuring that the key Strategic Assumptions driving your decision making about the future are both clear and verifiable (testing consistently.) 2) The highest future priority market and customer segments are defined with objective criteria and are known and visible throughout the organization 3) You link decision making and innovation to delivering on unmet customer needs, and look at your business as a portfolio of Core, Growth, and Explore business models 4) You ensure both transparency and an open willingness towards innovation and experimentation to better develop the capabilities required for serving your unmet customer needs How do you find you can create the most successful environment that unlocks the exciting creativity of your people? Strategy is Mastery.

Success can be isolating - but what if the cure for loneliness lies not in being less ambitious, dimming your light, or settling below your potential, but in connecting with others just as driven as you? We continue from our post yesterday, addressing women in leadership who identify as successful, yet feeling lonely or alone in their leadership journey. Now, for many women leaders, the pressures of leadership can create barriers to meaningful connections. However, research shows that support networks both within and outside of work are powerful antidotes to this isolation. Building these intentional connections provides the emotional support, authentic relationships, shared experiences, and practical support that help women leaders not just survive, but truly thrive. Fostering these networks can be a game-changer for you as a woman in leadership. Research from Harvard Business Review reveals that women in senior leadership roles often find it difficult to form genuine peer networks within their organizations. Thus, it becomes harder to find the emotional safety needed to discuss the unique pressures you face. Intentional networking with other women in leadership, both inside and outside of the organization, is crucial. These networks don’t just provide career advancement opportunities, but they create a space for shared experiences, where women can openly discuss challenges, strategies, and successes without fear of judgment. This area is personal to me because it was part of my experience as a senior leader. I had a couple of false starts as I began looking for help. The initial people I reached out to and ask for support were not able to grasp what it was that I was looking for. That was really disappointing. However, the need was still there. I continued to search and explore possible spaces I could fit in as well as peers who could relate with what I was going through. Step by step out of my comfort zone led me to a thriving support community that continues to this day. Research from HBR shows that leaders who have strong support networks experience higher resilience, better decision-making, and increased job satisfaction, all of which enhance both personal well-being and professional performance. Building a support network isn’t just a way to cope with loneliness. It is a pathway to more fulfilling and impactful leadership. When women leaders invest in authentic connections with friends, peers, mentors, and coaches, they open doors to shared wisdom, mutual encouragement, and new perspectives that empower them to lead with confidence. A supportive network essential for women leaders who want to thrive, inspire others, and create lasting change. Do you have a support network in place? Or, are you searching for one? #leadership #africa #leadershipdevelopment #professionalwomen #personaldevelopment