Why “Trying” is the Secret to Organizational Growth

This episode is part of our ongoing exploration of Unfolded: Lessons in Transformation from an Origami Crane, the book written by Dr. Linda and Brian Schubring. In Chapter Three, “Try,” the authors reflect on what it means for individuals—and, in this episode, for entire organizations—to risk, experiment, and persist through uncertainty. Linda and Brian unpack how “trying” becomes the spark for growth, the catalyst for innovation, and the cultural marker of healthy teams.

Trying is Not Weak

Too often, trying is dismissed as mediocre or half-hearted. Dr. Linda challenges that notion:

“Trying is not weak… try actually puts you on the trajectory to greatness.”

For organizations, trying isn’t about perfection—it’s about momentum. It’s the willingness to take a first step into the unknown, to practice with intention, and to build resilience through both successes and setbacks.

High-performing organizations can be especially resistant to trying new things because of pressure to always hit the mark. Yet, as Linda explains, true innovation requires tolerance for mistakes and space to celebrate lessons learned along the way.

Characteristics of a Culture of Try

Brian describes the hallmarks of organizations that embrace “try”:

• Clear goals – Teams know where they’re headed, but allow freedom in how to get there.
• Encouragement to experiment – Individuals feel safe to test ideas without judgment.
• Resilience in the face of failure – When things don’t work, the team adapts and tries again.
• Leadership modeling – Influential leaders show what it looks like to risk, ask for help, and admit when something didn’t work.

“We get there by trying… there are layers and layers of try that no one ever sees, but that’s how masterpieces are built.” – Brian Schubring

This mindset shifts “try” from a risky gamble into an intentional practice.

Overcoming Fear and Resistance

Organizations don’t always welcome experimentation. Employees may fear job loss, reputational risk, or wasted resources. Leaders may hesitate, believing that what’s “not broken” doesn’t need fixing.

Yet, as Linda bluntly reminds:

“You’re going to fall off the cliff either way—so you may as well try something new.”

The cost of standing still often exceeds the risk of movement. In rapidly changing contexts, refusing to adapt can be fatal for an organization.

Practical ways to build a culture of try include:

• Start small. Pilot experiments in low-stakes areas before tackling large-scale change.
• Frame practice as safe. Retreats, off-sites, or closed sessions can be testing grounds for new behaviors.
• Normalize vulnerability. Leaders who demonstrate failure and resilience signal permission for others to do the same.

Trying as an Ongoing Process

Trying isn’t a one-time decision—it’s a cultural rhythm. Brian compares it to an artist layering brushstroke after brushstroke until the masterpiece emerges. Every visible success is built upon unseen attempts.

Nathan frames it this way in the episode’s conclusion: organizations are made up of stories, shapes, and dreams. To evolve, they must try—not once, not perfectly, but persistently. Trying becomes a culture, not just an action.

Key Takeaways

• Trying is a strength, not a weakness. It creates momentum and places organizations on a path toward greatness.
• Failure is practice, not final. Teams that normalize mistakes accelerate innovation.
• Context matters. Each industry and organization must define “try” in a way that is appropriate to their environment.
• Leaders set the tone. When leaders model experimentation, teams follow.

Action Steps for Leaders & Teams

1. Team Question: Where are we being invited to try something new—even if it feels uncertain?
2. Team Practice: Identify one area this quarter where your team can experiment without fear of failure.
3. Leadership Reflection: How are you modeling “trying” to your team?

Final Invitation

What does trying look like in your team or organization? Where could you create a safe space to experiment, iterate, and grow?

Listen to the full episode for stories, insights, and practical action steps from Brian and Linda Schubring. Please share it with a leader who may need a gentle push to begin trying. And reflect on this: the path to transformation isn’t paved with perfection—it’s paved with tries.