Huh, TIL that Steve posts these here himself :). As feedback, I find that new executives, even with external credibility won't be able to get the "innovation h

Huh, TIL that Steve posts these here himself :). As feedback, I find that new executives, even with external credibility won't be able to get the "innovation heroes" to talk to them at first. You have to make time, make space, and follow through. Don't just have a single all-hands meeting to say "Come to me with your stories of friction", but continually do "skip level meetings" and "meet the team 'lunches'". And then boost that signal personally. If you want an organization to value the removal of friction and apathy, it requires the most senior executives to actually celebrate the groups that were fighting that fight. Otherwise, these folks would rather remain nameless and wait for this new executive to go away like all the rest have. They're already doing their job, and it's too emotionally taxing to believe that this new executive means what they said.