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…innovators become great in the same way that everybody else does.

…the most effective steps an organization can take to build innovation will include helping people expand and deepen their knowledge of their field.

One of the main reasons why the people in organizations don’t produce more innovation is that the culture isn’t friendly to it. New ideas aren’t really welcomed.

Leaders exhort the troops to be innovative, but no one understands clearly what that means.

…on creative tasks in particular, some research suggests that people perform more innovatively when they are offered no extrinsic rewards; offering them a reward can actually reduce their creativity.

Understanding where innovation comes from is particularly important because we tend to believe deeply that this type of performance, even more than others, is a mysterious gift.

Wanting to achieve mastering of a field, committing to the long, hard work of achieving it, and then intending to innovate – that’s how it happens.

Real, live human interaction is how we feel a part of something, develop trust and have capacity to feel for others. It is how we innovate.

The cross-pollination of ideas produces innovation to a degree that would make most people’s heads spin.

When the Circle is strong and that feeling of belonging is ubiquitous, collaboration, trust and innovation result.