I say to my team all the time... "Fear of failure kills more ideas than failure itself." If your team resists innovation, it’s not because they lack ideas—it’s because they fear the consequences of getting it wrong. Here’s how to shift the mindset: 1. Normalise failure as part of the process – Celebrate lessons, not just wins. 2. Start with small, low-risk experiments – Show that trying something new doesn’t have to mean betting everything. 3. Create psychological safety – Teams need to know they won’t be penalised for thinking big and failing fast. 4. Lead by example – If leadership embraces experimentation, the team will follow. The most innovative teams aren’t fearless—they just see failure as a step forward, not a step back.

I often encourage low-risk experiments or pilot projects. This makes trying new ideas feel less daunting and provides quick feedback without significant consequences.

To encourage innovation in a team fearful of failure, I focus on creating psychological safety, celebrating learning, and fostering a growth mindset. I normalize failure as part of the learning process, shifting the focus from mistakes to continuous improvement. Implementing small-scale pilot projects allows safe experimentation with minimal risk. I encourage open dialogue and brainstorming sessions, ensuring all ideas are valued. Recognizing and rewarding effort and creativity, rather than just success, builds confidence. By leading with transparency, collaboration, and a fail-forward approach, I cultivate an environment where innovation thrives.

To encourage innovation despite fear of failure, I'd create a safe space where mistakes are seen as learning opportunities. I'd celebrate experiments, regardless of their outcomes, and highlight lessons learned from failures. Offering small, low-risk projects for testing new ideas can also build confidence. Most importantly, I'd lead by example — showing vulnerability, taking risks, and openly discussing my own failures. This approach shifts the team's mindset from fear of failure to a culture of innovation and growth.

This problem is especially relevant in large established businesses when mid-level employees feel safe. Small business mindset is innovate or die. Large company teams often view innovation as a threat. Management's mindset must be "try it and here is why." If it fails, you are not accountable, I am. Your objection is valid but leadership requires decisions and movement to continue a competitive advantage. Let's be real. Failing isn't good. BUT recovering quickly and decisively is.