Effective leadership in an innovation-driven company isn't about being 'tough' but 'demanding' of high standards. The Novonesis CEO couples this with an explicit acceptance of failure as an inherent part of R&D, stressing the need to 'fail fast' and learn from it.

The industry's costly drug development failures are often attributed to clinical issues. However, the root cause is frequently organizational: siloed teams, misaligned incentives, and hierarchical leadership that stifle the knowledge sharing necessary for success.

If a company creates a siloed "innovation team," it's a sign the main product organization is stuck in "business as usual" maintenance. Innovation should be a mindset embedded across all teams, not an isolated function delegated to a select few.

Transitioning a biotech from discovery to development is not just a scientific step but a cultural one. According to Ron Cooper, it requires moving from a flexible "innovation and ideation culture" to a rigorous "engineering culture" focused on process and precision in areas like clinical trials and large-scale manufacturing.

Economic pressure forces leaders to prioritize immediate, bold actions over incremental gains. This creates a stigma against continuous improvement, which can be perceived as slow or lacking strategic impact. The mandate is for massive, transformative change, not small, sustainable steps.

To ensure a smooth transition from development to production, an operations or manufacturing SME must be part of the design process from the start. Otherwise, products are developed without manufacturability in mind, leading to expensive, reactive fixes and subjective quality control during scale-up.

Systems are designed to reward visible, reactive work (a police officer writing tickets) over often-invisible prevention (an officer whose presence stops accidents). This creates a culture that values firefighting over fire prevention, misaligning incentives from true public safety or organizational health.

When patient engagement is owned by a single department, it's often treated as optional. To make it a core business driver, responsibility must be shared across R&D, medical, regulatory, and commercial teams. This requires a structural and cultural shift to become truly transformational for the organization.

While a tight product-research link is beneficial, it creates a management challenge where teams get so excited about implementation they neglect the next big research question. The research leader's role includes making the difficult judgment call to shift focus back toward long-term discovery, even amid product success.