Innovation isn’t just for tech companies or Fortune 500 giants. It’s a vital part of success for every organization, whether you're leading a nonprofit serving your community or running a business poised for growth.
Innovation is about thinking differently. It’s how we solve problems, adapt to change, and find better ways to serve our mission. But it doesn’t happen by accident. Innovation grows in workplaces where leaders create a culture that welcomes new ideas, supports continuous learning, and makes space for everyone to contribute.
Let’s explore how leaders can build a culture of innovation, one step at a time.
Why Innovation Matters
Innovation isn’t just a buzzword or a trendy idea. It’s a mindset that transforms the way your organization works and grows. Done well, innovation can:
Improve efficiency: Smarter systems save time, money, and energy.
Increase engagement: Teams feel more connected when they get to solve real problems creatively.
Build resilience: When your organization embraces change, you’re more prepared to handle new challenges.
Whether you're meeting a pressing need in your community or expanding your service offerings, innovation keeps your work relevant and impactful.
Evaluate Your Culture First
Yes, some people are naturally more innovative than others. For example, the Mover™ Life Language is constantly thinking of fresh ideas and is direct about advocating for them. But here's the truth: everyone has the capacity to innovate. We all speak all seven Life Languages™, which means every person in your organization can contribute something valuable to the innovation process.
Some bring the spark of a new idea. Others refine the plan. Some take joy in carrying the idea to completion.
If your organization feels stuck or lacking in innovation, consider this:
Are you, as a leader, moving so quickly from one idea to the next that others don’t have capacity to contribute?
Is there a clear process for team members to bring their ideas to leadership?
In the past year, how many ideas or suggestions were brought to you by your team? What was your response?
Do you have a structure for testing, selecting, and implementing new ideas? Not every idea should move forward, but how do you decide?
If these questions raise concerns, it’s likely not a people problem - it’s a culture problem. And that means the good news is: you can change it.
Three Steps to Rebuild Your Culture of Innovation
1. Create an Idea-Friendly Process
People need a pathway to share ideas. That might look like:
A standing time in weekly or quarterly meetings
A dedicated email address, thread on slack, or a shared doc
A classic suggestion box (yes, it still works!)
Whatever the method, make it clear: ideas are wanted and needed.
2. Create an Implementation Process (with a team!)
Don’t do this alone. Invite others into the process of deciding how ideas get evaluated and implemented. When people help shape the system, they’re more likely to trust and use it. It is also a way to show you are serious about incorporating the ideas of your team! And remember: your own ideas should go through the same process. That builds trust and models humility.
3. Communicate the Cultural Shift
Once a process is in place, talk about it. Be honest. Share how the organization has struggled with innovation in the past—and take ownership if necessary. A healthy leader can say:
“We’ve realized our culture hasn’t always made space for new ideas. That’s something we want to change. Here’s what we’re doing about it.”
Your transparency builds credibility and shows that this isn’t just “another idea”—it’s a commitment to lasting change.
Building Blocks of an Innovative Culture
Once your foundation is in place, these five strategies will keep innovation growing:
1. Create a Safe Space for New Ideas
If people are afraid to be wrong, they won’t speak up. Innovation starts with psychological safety.
Real example: I recently worked with an organization where only a handful of people were sharing ideas. As I listened, I realized many employees were afraid of disagreeing with leadership. Without safety, there’s no creativity.
What to do:
Welcome ideas without immediate judgment
Praise effort, not just outcomes
Normalize failure as a part of learning
2. Tap Into Strengths and Passions
Innovation often begins with passion. When people work on what lights them up, they bring energy, creativity, and focus.
What to do:
Ask team members what parts of their job they enjoy most
Assign projects that align with strengths or curiosity
Allow room for “idea time” or passion projects that align with your mission
3. Encourage Curiosity and Learning
Curiosity drives growth. When people ask good questions, they find better solutions.
What to do:
Provide access to workshops, events, or training
Promote cross-functional collaboration
Model curiosity yourself by asking “what if” and “how might we” questions
4. Provide Time, Tools, and Support
Innovation requires margin. If your team is always rushing from one task to the next, creativity won’t thrive.
What to do:
Block off time for brainstorming or testing
Make sure the right tools and resources are available
Offer mentorship or coaching to help shape ideas
5. Recognize and Celebrate Innovation
People repeat what gets rewarded. When someone’s idea leads to growth or improvement celebrate it.
What to do:
Share success stories in team meetings or newsletters
Give shout-outs, small rewards, or growth opportunities
Celebrate the process, not just the outcome
Leading with Purpose and Possibility
Innovation isn’t just something you do, it’s part of who you are as a leader. It’s how you show your team they matter. It’s how you stay faithful to your mission while responding to the needs of a changing world.
I believe every organization has the potential to innovate, and every person has something to contribute. If you're ready to build a culture where creativity, trust, and growth go hand-in-hand, I would love to help.
According to research from McKinsey & Company, 84% of executives say innovation is important to their growth strategy, but only 6% are satisfied with their innovation performance.
