How Collaboration Fuels Innovation

Zoë Dehmer, MPS — Edited by Richard Van Acker, EdD — 3 minute read
Ever notice how the best ideas tend to happen when you’re talking things through with someone else? Maybe it’s during a quick hallway chat, or while planning with a colleague, and suddenly, a spark that could have only come from the meeting of two perspectives?

That spark is collaboration at work. And according to research on the science of how people work together, it’s one of the most reliable ways to fuel innovation. In fact, collaboration doesn’t just help generate more ideas; it helps refine and implement them more effectively. When people share their thinking, challenge assumptions, and build on one another’s insights, creative ideas turn into practical solutions.
Collaboration doesn’t just help generate more ideas; it helps refine and implement them more effectively.
Zoë Dehmer, MPS

Why Teams Outperform Individuals

Studies show that innovative ideas seldom come from a single person sitting in isolation. They come from teams where people feel safe sharing imperfect thoughts, asking questions, and disagreeing respectfully. When a group’s culture rewards curiosity and shared ownership rather than competition or hierarchy, the quality of ideas improves dramatically.

Harvard researcher Amy Edmondson calls this psychological safety, a shared belief that it’s okay to speak up, make mistakes, or say, “I’m not sure yet.” When teams have it, creativity and learning soar (Edmondson, 1999). When they don’t, people play it safe, and innovation stalls. This doesn’t mean every idea will work, but it means every idea gets a fair chance to be heard, explored, and improved.
Empathy and communication matter more than IQ.
Zoë Dehmer, MPS
Reflection: On a scale of “I can say anything I’m thinking” to “I actively avoid contributing,” where do you stand on your team?

A study from MIT’s Human Dynamics Lab found that high-performing teams aren’t defined by who is the most intelligent person in the room or whose voice is the loudest. They’re defined by how people interact: listening carefully, taking turns, and tuning in to each other’s cues (Woolley et al., 2010). In short, empathy and communication matter more than IQ.

For educators and administrators, this finding rings true. The most effective grade-level teams or leadership groups are rarely the ones with the most years of experience or the flashiest ideas. They’re the ones where members truly listen to each other, notice when someone feels unheard, and make space for every perspective.

What This Means for Your Team

In any organization, collaboration isn’t just nice to have; it’s how real change happens. Whether you’re rethinking behavior systems, designing a new team, or responding to student needs, you’re solving complex problems that no one person can solve alone. The more perspectives you invite into the process, the more creative and relevant your solutions become.

But collaboration doesn’t mean “more meetings.” It means building a culture where ideas are shared early and often, and where trying something new is encouraged, not feared. It’s less about structure and more about mindset, a commitment to seeing others as partners in creating better outcomes.

Here are a few evidence-backed ways to make that happen:

Start with purpose. When everyone understands why you’re working together, it’s easier to stay aligned and energized. Shared purpose increases motivation and persistence (Locke & Latham, 2002). Try opening meetings by revisiting your team’s “why” before diving into logistics.

Model curiosity. Ask, “What are we missing?” or “What’s another way we could try this?” Modeling learning behaviors creates trust and openness (Edmondson, 1999). When leaders show they don’t have all the answers, others feel more comfortable taking risks.

Mix perspectives. Teams made up of members from a variety of backgrounds consistently generate more creative solutions as long as every voice is heard (Page, 2007). Invite input from across grade levels, departments, or roles. Sometimes the most valuable insight comes from someone who sees the problem from an entirely different angle.

Try, test, adjust. Innovation isn’t a one-time brainstorm; it’s a cycle. Small, iterative experimentation leads to lasting improvement (Dweck, 2006). Pilot an idea with one class or one process, gather feedback, and refine before expanding.
The most innovative organizations aren’t those that host occasional brainstorming sessions; they’re the ones where collaboration is woven into daily routines, hallway conversations, and decision-making processes.
Zoë Dehmer, MPS

Collaboration as a Habit

When collaboration becomes part of how your school network operates, innovation stops being a buzzword and starts being natural. The most innovative organizations aren’t those that host occasional brainstorming sessions; they’re the ones where collaboration is woven into daily routines, hallway conversations, and decision-making processes.

It’s not about having all the answers. It’s about creating space where new answers can emerge. Collaboration fuels creativity, builds resilience, and strengthens connection. And that’s the real magic of working together, it doesn’t just make work better, it makes it more human, too.

written by

Zoë Dehmer

Zoë Dehmer is a certified executive coach and organizational development specialist with a Master’s in Applied Industrial/Organizational Psychology. She thrives at the intersection of people and process. Whether she’s coaching leaders, managing cross-functional teams, or analyzing performance data, her goal is the same: to create professional clarity and impact so people can live happier, richer lives. Zoë has partnered with government agencies, large corporations, and nonprofits to improve operations, culture, and collaboration. She grounds her coaching practice in empathy, curiosity, candid analysis, and behavior change—offering clients a thoughtful, strategic partner in navigating growth.

EDITED BY DR. RICHARD VAN ACKER
Learn more about working with Zoë here.

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