Innovation Partnerships and Collaborations

Japanese engineers once faced a problem that seemed impossible to solve. Every time their bullet train exited a tunnel at high speed, it created a loud boom that disturbed nearby communities. Many expected a complex technological solution, expensive redesigns, or years of engineering trials. Instead, the breakthrough came from a simple observation. An engineer noticed how a kingfisher bird dives from air into water with barely a splash. Inspired by nature, they redesigned the train's nose to mimic the bird's beak. The result was extraordinary: the train became quieter, more energy-efficient, and even faster. The lesson extends far beyond engineering. The most powerful solutions are not always found by working harder, adding more complexity, or spending more money. Sometimes progress comes from stepping outside your field, staying curious, and seeing familiar problems through a different lens. Innovation is often less about inventing something new and more about noticing what has been there all along. The world rewards those who remain open-minded enough to learn from unexpected places, because simplicity, when combined with observation, can solve problems that complexity cannot.

“Let’s celebrate our differences!” — easy to say when you’ve never actually had to WORK through real differences. Here’s the thing: Real differences don’t feel like a celebration. They feel messy, uncomfortable, even threatening. 🧠 Our brains are hardwired to detect difference as potential danger. When someone thinks, works, or communicates differently than we do, our first instinct isn’t to embrace it—it’s to resist it. Recently, I worked with a team trapped in conflict for years. The problem wasn’t competence or commitment. It was cognitive diversity they didn’t know how to handle. 👉 One part of the team was task-focused—eager to get to the point and skip the relational aspects of collaboration. 👉 The other part was relationship-driven—prioritizing emotional connection and dialogue before diving into action. Celebrate their differences? Not likely. 🚫 The task-focused group saw the others as emotionally needy attention-seekers. 🚫 The relationship-driven group saw their counterparts as cold and disengaged. So, what changed everything? Not a shallow celebration of their diversity, but finding their common ground. 🚀 I used my D.U.N.R. Team Methodology to transform their conflict into collaboration: 1️⃣ D – Diversity: we explored their differences without judgment and recognized the strengths in both approaches. 2️⃣ U – Unity: we found their shared purpose—every one of them cared deeply about the team’s success, just in different ways. 3️⃣ N – Norms: we co-created practical norms that guided their interactions and set clear expectations. 4️⃣ R – Rituals: we introduced rituals to honor both styles while reducing friction and fostering collaboration. The real breakthrough? Not pretending their differences were easy, but building bridges through shared values. My honest take: If you’ve truly worked through real differences, you know it’s not about celebrating them—it’s about navigating them with care and intentionality. 💡 Celebrate your common ground first.  That’s how you unlock the power of team diversity. What’s your experience with managing real differences on a team? 🔔 Follow me for more insights on inclusive, high-performing teams. ___________________________________________________ 🌟 If you're new here, hi! :) I’m Susanna. I help companies build an inclusive culture with high-performing and psychologically safe teams.

We don’t build world-class healthcare alone. Collaboration is the real engine of progress. This week proved it again. When Dr. JW (JONG-WOO) CHOI and his team from Asan Medical Center (AMC) visited Doha, something special happened. They didn’t just tour The View Hospital and the Korean Medical Center. They brought with them decades of experience from one of the world’s most respected hospitals. They shared insights that can’t be found in textbooks. They opened up about what works—and what doesn’t—when it comes to patient care, technology, and leadership. Here’s what stood out from their visit: → Shared Learning ↪ Every conversation sparked new ideas. From advanced surgery techniques to patient safety, both teams left with fresh perspectives. → Cultural Exchange ↪ Healthcare is not just science. It’s also about understanding people. The Korean and Qatari teams learned how culture shapes care, trust, and healing. → Innovation in Action ↪ Asan Medical Center’s approach to digital health and connected care is years ahead. Their real-world examples showed us what’s possible when you blend technology with compassion. → Building Bridges ↪ This partnership is more than a handshake. It’s a living bridge—connecting Korea and Qatar, East and West, tradition and innovation. → Raising the Bar ↪ When top minds come together, standards rise. The visit set a new benchmark for what’s possible in international healthcare collaboration. Here’s the truth: No hospital, no matter how advanced, can solve every challenge alone. The best breakthroughs happen when borders disappear and knowledge flows freely. That’s why these visits matter. That’s why we keep building this bridge. Because the future of healthcare belongs to those who work together. And every patient, in every country, deserves nothing less.

This year, India’s defense sector unveiled advancements in AI that are reshaping military strategies & boosting national security. Here’s what the data tells us: --> AI is now central to defense modernization. --> Collaboration across sectors is driving innovation. Let’s explore these in detail. 1️⃣ AI-Powered Technologies Transforming Defense India’s armed forces are deploying AI across critical areas: ➤ Autonomy in operations: AI-enabled systems like swarm drones & autonomous intercept boats enhance mission precision, reduce human risk, & improve tactical outcomes. ➤ Intelligence, Surveillance, & Reconnaissance (ISR): AI-based motion detection & target identification systems provide real-time alerts for better situational awareness along borders. ➤ Advanced robotics: Silent Sentry, a 3D-printed AI rail-mounted robot, supports automated perimeter security & intrusion detection. Example: Swarm drones use distributed AI algorithms for dynamic collision avoidance, target identification, & coordinated aerial maneuvers, providing versatility in both offensive & defensive tasks. 2️⃣ Collaboration as the Catalyst for Innovation India’s AI advancements are the result of partnerships between the government, private industries, & research institutions. ➤ Indigenous solutions: 100% indigenously developed systems like the Sapper Scout UGV for mine detection. ➤ Startups and SMEs: Innovative contributions from tech firms and startups have fueled projects like AI-enabled predictive maintenance for naval ships and drones. ➤ Global export potential: Systems like Project Drone Feed Analysis and maritime anomaly detection tools are export-ready, positioning India as a major global defense tech player. 3️⃣ The Data-Driven Case for AI ➤ Efficiency: AI-driven systems exponentially improve surveillance coverage and reduce operational time. For example, the Drone Feed Analysis system decreases mission costs while expanding surveillance areas. ➤ Safety: Predictive AI systems in vehicles and maritime platforms enhance safety by identifying potential risks before failures occur. ➤ Economic impact: AI-powered predictive maintenance for critical assets like naval ships and aircraft maximizes uptime while minimizing costs. Real Impact ➤ Swarm drones: Affordable, scalable, and capable of BVLOS operations, offering precision in combat. ➤ AI-enabled maritime systems: Detect anomalies in vessel traffic, securing trade routes and protecting economic interests. ➤ AI-driven mine detection: Enhances soldier safety while automating high-risk tasks. What does this mean for defense organizations? AI isn’t just modernizing defense; it’s placing it firmly in the global defense innovation market. With bold policies, dedicated budgets, and a growing ecosystem of public and private sector players, this will help lead the next wave of AI-driven defense technologies. But the question remains: How do we ensure these technologies are deployed ethically and responsibly? Agree?

Most enterprises treat quantum computing as a nerdy R&D curiosity. A mistake. Critical business problems, which are fundamentally constrained by classical computing today, are likely to be solved by 2030. With a hybrid combination of high performance computing and quantum approaches. Three sectors stand out: Pharma, Life & Material Sciences: Drug discovery is essentially a molecular simulation challenge. Classical systems approximate. Quantum systems are designed around quantum mechanics itself. Thus, it is not just about faster research, but the ability to model molecular interactions with higher fidelity. For protein folding, compound optimization, personalized therapeutics. Reaching quantum advantage first in pharma won’t merely accelerate pipelines — it will redefine them. Financial Services: Banks, insurers, stock exchanges operate enormous optimization, transaction or probability engines. E.g., for risk simulations, or fraud detections. Many of these problems scale exponentially in complexity. Quantum algorithms are particularly promising where classical Monte Carlo simulations hit practical limits. And, quantum computing is becoming a cybersecurity challenge. Post-quantum cryptography migration will likely be one of the largest infrastructure transitions the financial sector has seen for decades. Complex Logistics & Supply Chains: Airlines, shipping companies, manufacturers, energy grids, and global retailers all face combinatorial optimization problems. These systems already operate at scales where small efficiency gains create major business impact. Enterprises operating in these segments should get „quantum-ready“ now: • Identify quantum-relevant business problems • Work with quantum partners who advocate an open approach • Build internal quantum literacy • Develop hybrid workflows • Prepare your security stack for the post-quantum era. Additionally we need quantum computing companies delivering at production scale. IQM Quantum Computers calls this Production Quantum. Which is the delivery of a production-ready full stack solution rather than just a scientific solution for a specific problem. This is the same pattern we saw with #AI. The competitive gap formed before the technology fully matured. #Quantum readiness is becoming a strategic capability and critical timing question. For an increasing number of enterprises. Not only for R&D departments.

Flipping the Script on the Heating Industry: Why the Frontline, Not the Lab, Defines Best Practice We’ve just had five or six major manufacturers approach the Guild of Master Heat Engineers about setting up site visits, factory days, and collaborative sessions. The progressive mindset from these brands is fantastic, and we are incredibly excited to collaborate with them. As we look at these upcoming visits, I want to gently nudge the conversation toward a much bigger opportunity. Traditionally, manufacturer visits are viewed through a standard lens: product inductions, factory tours, and top-down marketing presentations. The brand talks, and the installers listen. It is a one-way street. The forward-thinking manufacturers reaching out to us already sense that these visits can be something far more beneficial. That is exactly where I am able to help them. My background isn't as a master engineer. That is the job of our incredible peer-assessed Guild cohort at the cold face. My expertise is more in the psychology of vocational learning. Through my BetaTeach work I’ve spent years analysing how elite practitioners actually absorb, create, and share complex technical knowledge. The science proves that traditional, top-down instruction only scratches the surface. Decades of research published in the Journal of Workplace Learning shows that the true expertise of a craft is dynamically created and sustained by the elite practitioners solving unpredictable, real-world integration challenges on the frontline. When a manufacturer invites the Guild through their doors, it shouldn't just be an induction. It needs to be what educational researchers call a "Boundary Crossing" (Kerosuo, 2003) which is collaborative, symmetrical knowledge exchange. We are introducing a model of "Horizontal Learning" (Engeström, 2016) to the heating sector. In this setup, the learning goes both ways: * The manufacturer brings their product design specs and engineering data. * The Guild brings elite, peer-assessed frontline field intelligence to the table. This is true "bi-directional learning". The design and engineering teams at these factories will learn just as much from our frontline feedback as our engineers learn from them. When we shift from treating installers as passive consumers to engaging them as active, expert partners, the entire heating industry wins. We create a faster feedback loop, better system integration, and a massive lift in real-world standards. To the five or six manufacturers who have already reached out: thank you for leading the charge🙏 I am looking forward to helping your teams design these sessions so we can unlock the full, unprecedented potential of this collaborative model. The sector is changing direction, the doors are wide open. Let’s collaborate. Madeleine Gabriel Dr Matthew Aylott Angie Moors-Menkens Emma-Louise Bennett Sebastian Bangheri Paul Glaze Jo A. Chris Galpin Jo Shepherd Richard Sherlock Paul Kenny Mike Pitts

At MWC Barcelona this year, we launched the GSMA Open-Telco LLM Benchmarks to unite a community tackling the unique challenges of telecom AI. The first results were clear: out-of-the-box AI models simply aren’t fit for telco-specific needs. Now, with version 2.0, this effort has evolved into a thriving, open-source collaboration. The findings point to a hybrid architecture as the most effective path forward - combining the broad reasoning of foundation models with the precision of specialised components. In addition to providing clear direction for AI in telecom, what’s really exciting is the unprecedented level of industry collaboration. Operators including AT&T, China Telecom Global, Deutsche Telekom, du, KDDI Corporation, KPN, Liberty Global, Orange, Telefónica, Turkcell, Swisscom, and Vodafone are joined by research and technology partners - Adaptive AI, Datumo, Huawei GTS, Hugging Face, The Linux Foundation, Khalifa University, NetoAI, Universitat Pompeu Fabra - Barcelona (UPF), The University of Texas at Dallas and Queen's University - to build a shared ecosystem for experimentation, validation, and learning. Read more in our latest blog: https://lnkd.in/eTDH5PBX

🚀 Excited to share my latest Fortune column on truly groundbreaking academic work from my co-authors Professor Karim Lakhani and Fabrizio Dell'Acqua at Digital Data Design Institute at Harvard (D^3), where I serve as an executive fellow. This remarkable field experiment with 776 Procter & Gamble professionals fundamentally challenges what we thought we knew about teamwork. The research reveals the emergence of the "cybernetic teammate"—AI that doesn't just assist but actively participates in collaboration. Three breakthrough findings: 1. AI Can Replicate Team Benefits Individuals working with AI achieved nearly 40% performance gains—matching traditional two-person teams. AI is providing the same collaborative benefits we've long attributed to human teamwork. 2. Cross-Functional AI Teams Generate Breakthrough Innovation AI-augmented cross-functional teams were 3x more likely to produce top 10% solutions. This isn't marginal improvement—it's a multiplicative effect that neither human-only teams nor AI-enabled individuals could achieve alone. 3. AI Breaks Down Silos (For Real This Time) R&D specialists with AI proposed commercially viable solutions. Commercial professionals developed technically sound approaches. AI acted as a bridge, enabling each team member to think holistically across functions—achieving the "silo breaking" that leaders have struggled to accomplish through org chart reshuffles. Bonus finding: AI collaboration increased positive emotions by 64% in teams. This isn't cold, mechanical work—it's energizing and engaging. At Seven2, we're translating this research into practice with our portfolio companies, building these AI-augmented cross-functional teams to drive innovation and competitive advantage. This is the future of collaborative work—not AI replacing humans, but human-AI ensembles that combine the best of both worlds. Read the full analysis: https://lnkd.in/ef3f3pED #AI #Innovation #HBS #D3Institute #FutureOfWork #PrivateEquity #TeamDynamics

From my new Harvard Business Review article, here’s how to create the second of four pillars that innovative organizations need – capability to forge strategic partnerships: You don’t have to contain yourself to your team or the organization when it comes to innovation. Great innovations can come from collaborations with suppliers, customers, universities, startups, or companies using relevant technology in a totally different way. For example, the jeans company Levi Strauss has been collaborating with Google to figure out what “smart” clothing might accomplish for users like truckers. But doing so needs focused and dedicated work. That means you need to find people within the team to do the long-term work of building those relationships, having speculative conversations, and hunting for partner capabilities which may not be immediately apparent. You don’t want to be Yahoo, which declined to engage with an ambitious early-stage company boasting a different business model: Google. What to do instead? Put specialists in strategic technology partnerships on the lookout. Have them work in collaboration with core business teams who can use these partnerships to make innovation happen. For example, many pharma companies have these types of partnership offices near MIT, and it’s an approach that can be replicated by a broad range of industries. Johnson & Johnson’s university collaborations not only facilitate investments and research partnerships, but through JLabs they also provide lab space and support services for promising start-ups without requiring an equity stake. This can give Johnson & Johnson an inside track with the start-up when the timing is ripe. The fruits of the program have been substantial — as of 2023, 840 incubations of companies in this network had yielded more than 290 deals or partnerships with J&J. (Have you used other methods to forge strategic partnerships? Please add them in the comments!)

5 Ways to Turn US-India Culture Differences Into Collaboration Wins (With Real-World How-To’s) 1. Invest in Cultural Fluency—Not Just Sensitivity What to do: Host “culture exchange” sessions. Invite both teams to share how and why they work the way they do. Example: One company held monthly “Ask Me Anything” calls. India teams asked about the US’s drive for speed. US teams learned why Indian teams seek senior buy-in. Result: Less frustration, more alignment. 2. Blend Directness With Context What to do: Start meetings with clear, direct goals (US style), then invite scenario-based or clarifying questions (India style). Example: In a product launch, the US PM set the objectives, then the India lead explored the “what-ifs.” This led to both faster starts and better coverage of risks. 3. Rotate Meeting Leadership What to do: Don’t let the same side run every meeting. Switch between US and India leads. Example: For weekly standups, the India manager led one week and surfaced local blockers; the US PM led the next, driving focus on customer results. Both perspectives became visible, and engagement soared. 4. Build Feedback Loops That Actually Work What to do: Teach both sides to give feedback in each other’s style—direct, but always constructive. Make feedback a routine, not a surprise. Example: Teams closed every sprint with a “Start/Stop/Continue” check-in. The US team practiced softening feedback; India team practiced being more candid. Trust and psychological safety improved quickly. 5. Celebrate Shared Wins—And Shared Learnings What to do: Shine a spotlight on successes that happened because of your differences. Example: When India’s process rigor averted a risk, it was celebrated in a global town hall. When the US team’s “just try it” mindset led to a breakthrough, that was spotlighted too. Both became team best practices. The best India-US teams don’t just “manage around” culture—they make it their competitive advantage. The next time you hit a bump, ask: are we fighting our differences, or using them to win? What’s one India-US “culture hack” that’s worked for you? Share below—let’s build the new playbook together. Zinnov Amita Goyal Amaresh N. Ashveen Pai Dipanwita Ghosh Mohammed Faraz Khan ieswariya k Komal Shah Hani Mukhey Karthik Padmanabhan Kavita Chakravarthy Rohit Nair Saurabh Mehta Nairuti Sanghavi