Your team is resistant to change. How can you introduce innovative ideas effectively?

Here as a leader you can use Emotional Intelligence to accomplish your objectives. ➡️ Understand the team member's situations, how they feel about the change ➡️ Explain them the if & else of the situations ➡️ Involve them in solutions ➡️ Give them motivation ➡️ Explain benefits of the change

Absolutely engaging with the team set open a way of knowing what there expectations might be and how well you could make them understand your need for the innovative idea from the leader side. Building trust envelopes the path way to full collaboration between an employer and an employee.

Tres de los motivos más importantes por los cuales las organizaciones se resisten al cambio son estos: - Superioridad racional: la organización tiene la seguridad de que puede resolver lo que le pasa con lo que sabe. Un fenómeno muy peligroso que, sin embargo, se ve a menudo. - Autosellado. Ocurre cuando la cultura de la superioridad racional lleva a un ecosistema cerrado en el cual se dan sistemáticamente las mismas respuestas (o ninguna) a los mismos problemas. La organización camina en círculos. - Dependencia del camino. El legacy que arrastra la organización limita de modo importante su capacidad para aportar alternativas que solucionen lo que le ocurre.

I fully agree with this, all parties needs, need to be listened to and then addressed in the appropriate manner. This way both the individual and collective of a whole can be understood and then procedures alongside with their values can be followed.

Understand Audience and Market: Conduct deep research to identify gaps and opportunities aligned with audience needs and market trends. Research and Analysis: Gather and analyze comprehensive data to inform well-thought-out and informed ideas. Collaboration and Engagement: Involve colleagues and teams in brainstorming sessions to enhance and diversify ideas. Experiment and Test: Pilot new ideas on a small scale or in a controlled environment to assess feasibility and impact. Clear Communication: Present ideas clearly and persuasively, emphasizing benefits and added value. Embrace Innovation and Continuous Learning: Foster a culture that embraces innovation, continually improving and refining ideas based on feedback and experimentation.

Identify and implement small, quick-win projects that can demonstrate the benefits of the new ideas. Quick wins can build momentum and show tangible results, helping to overcome skepticism.

I'm passionate about innovation. But successful implementation hinges on clear communication. When proposing new ideas, I focus on the benefits for both the team and the organization. This might involve highlighting how a new marketing tool can streamline workflows or how embracing a fresh strategy can lead to exciting growth opportunities. By clearly communicating these advantages, I can address any initial resistance and align team interests with the proposed innovation. This collaborative approach fosters a culture of continuous improvement, propelling 1GEN's digital marketing efforts forward.

One thing I have found helpful is communication either written ,oral or virtual, it provides information on what others think and shows them also what you think of new ideas. Therefore, having a proper communication setup creates a platform of understanding.

Avaliação e feedback são duas ações importantes para que o time esteja alinhado! O feedback contribui para o crescimento das pessoas como profissional, isso ajuda para que elas identifiquem os seus pontos fortes e fracos e pontua qual a melhor forma de melhorar suas falhas.

Actualmente la mejor forma de comunicar beneficios es encontrarlos a nivel de cada equipo y de cada trabajador. El error que se comete muy a menudo (desgraciadamente demasiado a menudo) es pedir esfuerzos a la gente por "los objetivos" de la compañía o por sus "resultados", o por cualquier otro tipo de abstracción superior que no conecta con el trabajador de a pie. Esto denota una enorme falta de empatía por parte de sus directivos.

Most definitely, a leader is no one without their followers. Involving your team in the projects in your area is a crucial fact that organizations tend to forget because, on paper, only one person should be appointed to make the decisions because it is the most experienced and knowledgeable individual to do so. However, it is somehow difficult to understand that the work done by the leader and the thoughts about any difficulty that has to be resolved within the area reflect what the whole team is facing, and together, a solution can be found.

I believe successful innovation requires team involvement. That's why I invite them on the innovation journey from the get-go. By encouraging them to contribute ideas and participate in decision-making, we foster a sense of ownership. This doesn't just generate valuable input, it transforms resistance into enthusiasm. Team members become invested stakeholders, actively working towards the success of the innovation. This collaborative approach fuels a culture of continuous improvement, propelling 1GEN's digital marketing to new heights.

THIS HAS TO BE NUMBER ONE! Every other point in this article is only useful if you can get buy-in through involvement. Frankly, any leadership team in 2024 that thinks they can solve problems top-down without involving the people who will execute the solution/change, needs to evolve. The trick is to do this often and without affecting productivity, but if you are purposeful with it and intend to build it into the fabric of your culture, it becomes a superpower for your organisation when change and problem-solving become a part of something that everyone at the organisation feels involved in and excited to contribute to.

Getting the team involved in little innovative ideas that has to do with the company, the creates enthusiasm towards whatever development.

Treinamento é essencial para a inovação, evolução e pode contribuir cada vez mais com a mudança cultural pela qual as empresas podem. A sociedade passa por transformações diariamente, e as empresas têm que acompanhar essas mudanças.

Esteja comprometido com a mudança. Dar exemplo é sempre o melhor caminho para que as mudanças aconteçam. A melhor forma de engajar pessoas é você estar conectado com o propósito, é acreditar na mudança e ter postura e atitude coerentes com o que está sendo implementado, principalmente quando falamos de mudanças comportamentais. Mudanças geram inseguranças, mas se as pessoas olham para o líder e o veem seguro ali, encontram motivos para confiar e se engajar.

This is also an important move as it provides insight of upcoming projects. And it gives a time of feedback for improvement of said programs before establishment.

Getting them comprehensive training is another good motive as it provides insight. Like printing copying of manuals and guidelines.

Os desafios no ambiente de trabalho são complexos e, por isso, devem ser comemorados quando superados. Esse reconhecimento é fundamental para a motivação da equipe. É papel da liderança cobrar resultados quando as expectativas não são atendidas, mas também é essencial valorizar a equipe quando tudo dá certo. Quando a equipe percebe que a liderança confia e está ao seu lado, isso inspira a criatividade e promove ideias inovadoras. Quer um time criativo? Explique o contexto, defina objetivos claros, alinhe expectativas e demonstre apoio incondicional, independentemente do resultado.

Celebrar debería ser uno de los aspectos más importantes en la vida de cualquier equipo. Si bien no hay que celebrar cualquier cosa porque, haciéndolo de este modo, devaluamos las celebraciones. Y por otro lado, y esto no siempre se hace bien, tiene que quedar claro qué estamos celebrando. Una celebración es una manera estupenda de recordar al equipo cuál es su visión y sus valores. Si lo que estamos celebrando no tiene que ver ni con la visión ni con los valores, entonces no estamos celebrando nada.

Each step forward, is a step towards positive change and will result in success following the active use of goal aligned habits, behaviours and environments that support this are beneficial to all. Using a reward system such as the 3 task rule with smiley faces after each completed task is a successful way to monitor and encourage this positive forward thinking behaviour.

I think specially when you're a team member (not a leader) you'll have to focus on one of two things to get everyone's attention: 1/ Create something that has an enormous value prop for all of you. Specially if something that takes tremendous amount of time to do, and you simplify that process. Your basically giving everyone a break so that they can focus on different things. 2/ Something that has direct impact on performance. The idea is making everyone else look better. At some point, it becomes contagious and the whole team start to see value in thinking differently in their regular day-to-day.