5. Teams are allowed to fail
It is essential that organizations create a culture that embraces failure by providing psychological safety. Employees can ask questions, which is more important than finding the right answers. As a result, they will learn to try new things and even if they fail, they can try a new approach rather than get penalized. Each team must define a fail rate. In the end, failing is a learning process too. Failing goes hand in hand with experimenting and is a necessary step towards success. The organization must understand that experimenting is worth an investment. It is a challenge to keep the team enthusiastic after failing and appreciate their efforts. At all costs, you must avoid a culture of ownership, finger pointing and people watching their backs.
6. From problem to prototyping
Prototyping is an ideal manner to show in which direction the team wants to go and makes ideas more tangible. Please, create and test your prototypes in the wild with the actual end users! It will give the team direct unbiased feedback, generate empathy and a clear understanding of their needs and context the end users are operating in. The team will be confronted with the fact that they can’t rely on their gut-feeling alone.
To start a cultural change, it is a must to share your knowledge and prototypes not only with the stakeholders, but also with other people in the organization and , not to forget, with clients too. After all, seeing is believing. So go out and show your work. Use all the tools you can find to share your ideas and prototypes, like for instance: short lunch meetings, demo’s during coffee breaks, conference calls with clients etc. Go and create a lab to showcase your expertise. The experience itself may inspire a cultural shift.