The blockbuster drug bivalirudin was discovered as an unsanctioned "20% time" project at Biogen. This policy, allowing scientists to explore personal interests, demonstrates how institutionalizing freedom for undirected research can lead to major, company-defining breakthroughs that would otherwise be missed in a rigid R&D structure.
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An intellectual property obstacle nearly terminated the bivalirudin project. This constraint forced the team to devise a novel "bivalent" molecule, which not only bypassed the patent issue but also resulted in a more potent drug. This illustrates how external limitations can unexpectedly trigger superior innovation.
Anthropic's team of idealistic researchers represented a high-variance bet for investors. The same qualities that could have caused failure—a non-traditional, research-first approach—are precisely what enabled breakout innovations like Claude Code, which a conventional product team would never have conceived.
BridgeBio's unique structure creates dedicated subsidiaries for each program. This empowers small, focused teams closest to the science to make key decisions—"play calling on the field"—without layers of bureaucracy. This model dramatically accelerates development, leading to unprecedented output of new drugs.
In ROI-focused cultures like financial services, protect innovation by dedicating a formal budget (e.g., 20% of team bandwidth) to experiments. These initiatives are explicitly exempt from the rigorous ROI calculations applied to the rest of the roadmap, which fosters necessary risk-taking.
Google's early, unstructured engineering culture allowed employees like Noam Shazir to pursue contrarian ideas like language models without direct management. This freedom directly led to foundational products like spell check and the core technology behind AdSense, demonstrating how autonomy can fuel breakthrough innovation.
A significant number of Eli Lilly's compelling inventions came from unsanctioned projects. The company intentionally provides budget flexibility and avoids micromanagement at its R&D sites, allowing scientists to pursue their curiosity.
Afeyan advises against making breakthrough innovation everyone's responsibility, as it's unsustainable and disruptive to daily jobs. Instead, companies should create a separate group with different motivations, composition, and rewards, focused solely on discontinuous leaps.
To save money, Rhythm's leadership considered canceling a clinical study because the prevailing scientific logic suggested their drug wouldn't work. The study's unexpected, resounding success became the company's pivotal turning point, highlighting the value of pursuing scientifically contrarian ideas.
To avoid the pitfalls of scale in R&D, Eli Lilly operates small, focused labs of 300-400 people. These 'internal biotechs' have mission focus and autonomy, while leveraging the parent company's scale for clinical trials and distribution.
Former Biogen R&D head Al Sandrock defines the agility of a small company not just as speed, but as the ability to make decisions by informally gathering key people in the hallway, bypassing the need to schedule formal meetings. This contrasts with large organizations where many more people and committees are necessarily involved.
