Welcome to this week’s blog that considers the working world, what we do,

and what it takes to work with purpose, lead with impact, and engage with people in a way that really makes a difference. In our ‘Work Unplugged’ podcast last week, Amrit spoke on the topic of innovation, and whether solutions are sought from those that do the do, or if the top dogs are locked away trying to come up with the answers. Are we missing out on absolute gems because we are not seeking input from the employees that could be sat on the answers? Are we listening deeply enough at work?

How many brilliant ideas go unheard at boardroom tables or more quietly, around canteen lunches and corridor catch-ups? Amrit was struck hard at a recent dinner he attended, where someone posed a problem, and then four or so people out of twenty dominated the conversation with potential solutions.

Work is full of passion for people, and sometimes, that passion becomes competition. Around the table, a handful of people were driving the debate, convinced their perspectives were the linchpin to progress. Only by pausing did Amrit see someone on the edge, eager to contribute yet drowned out repeatedly. He of course spoke up and invited this person to speak, and what they had to say was golden. That one gentle intervention was a powerful reminder: the answers worth seeking might not come from the loudest, but often from those we overlook.

Maybe the real value isn’t in the loudest voices, but in the quieter, overlooked participants, the hidden gems whose insights could spark real innovation if only we truly listened.

This problem isn’t isolated, it’s systemic. Research from Eagle Hill in the United States found that most employees felt their ideas to improve efficiency remained untapped. A sobering 56% said their organisation doesn’t incentivise fresh thinking, while 44% felt unsupported and 41% said their ideas were rarely, if ever, sought at all. The most striking data? 63% reported their organisation lacked a clear process for submitting improvement ideas; a quarter said “there is no process whatsoever.”

How many organisations are missing tomorrow’s breakthroughs because they haven’t built in meaningful ways to listen to the people who know the business best? Surely the uncertainty of today’s world demands emergent, inclusive innovation?

In fact, today’s world is beyond “uncertain”. There are so many acronyms that we have spoken on before (VUCA, BANI, TUNA), and whatever new acronym we might coin to describe volatility, complexity, and ambiguity. If long-term strategies are history, then responsive innovation is our only compass. So why are so many leaders still looking outward for the silver bullet, rather than encouraging innovation from within?

Real progress starts by leveraging the collective intelligence and experience already inside the organisation. But, and it’s a big but, a list of suggestions isn’t enough. Psychological safety is essential. People must feel safe not only to raise their hands, but to know their ideas will be taken seriously, explored with genuine curiosity, and critiqued respectfully.

It’s common for leaders to ask, “What do you think?”, only for employees to sense that the exercise is little more than box-ticking. The result is a hollow engagement where people share, but don’t feel truly heard. Listening is an action, a commitment to explore, question, and deepen understanding, not just to gather and dismiss.

So, what can leaders do differently?

• Share real business challenges openly with teams. Invite wide participation, not just from those with “innovation” in their job title, but from every voice, at every level.
• Build processes (and, even more importantly, a culture) that make it easy and psychologically safe for people to contribute and challenge the status quo.
• Treat every gathering, be it a project meeting or a dinner, as an opportunity for inclusive problem-solving.
• Don’t let the loudest dominate. After gathering ideas, invest the time to really listen, to dig deeper, to show people their ideas matter, because they do.

Imagine the impact: higher engagement, real inclusion, and a surge of creative energy that could transform business outcomes. This isn’t just theory; it’s the path to staying relevant and resilient.

If you’re an employee with a story of your idea being heard, implemented, and making a difference, we’d love to hear from you. Real-world case studies light the way forward for all of us. And if you’re leading teams, how can you make space for your own hidden gems of innovation to rise and shine?

If you'd like to listen to this podcast episode click here!