Question

Think of an organization or group you have encountered that is resistant to new ideas. How could you stimulate innovation and creativity in this environment?

Answer 1

Most organizations have barriers to creativity, ideas, and innovation. Some are obvious while some are more subtle. Some barriers emerge from attitudes and perceptions of organizational leadership while others come from organizational structure or even from the employees themselves. Since these barriers have a tendency to eliminate creative possibilities from the organization, identifying and removing barriers to creativity and innovation is crucial. By pinpointing, recognizing, and acknowledging that barriers exist, an organization can bypass many common obstacles and become more idea-oriented by employing simple strategies.

Be Honest and Thorough

Resistance to change can gain its initial footing in unchecked gossip. If there are rumblings of change, people will talk, and the uncertainty can prompt fear of the unknown. People will speculate, make assumptions, and otherwise develop their thought patterns about what’s going on. Put an end to this by being as transparent as possible with the staffers. Call a meeting or issue a memo that sets the record about imminent change. Even if the situation is still fluid, acknowledge that change is on the horizon and announce you will disseminate information as soon as it is available.

Make an All-Encompassing Announcement

When you announce changes to come, try not to leave room for speculation by being as detailed as possible. Emphasize the benefits for the organisation and its employees rather than overselling the change as being nothing but positive.

Show Staffers the Personal Upside

One of the first reactions among employees to an announcement of change is concern over how the change will affect their work situation or job. Common questions that can lead to resistance include:

• Will my job be the same? How will it change?
• Will I have new supervisors or have to work with new people?
• Will my salary or benefits change?
• Will I have to learn new skills?

Even if the change you’re implementing helps grow the organisation, provide new opportunities for staffers, and be a good all-around move, recognize that your employees initially will be focused on how the change affects them personally. Zero in on this real concern and address it as honestly as possible as a way to unlock resistance to forward movement.

Use Real-World Examples

It's one thing to talk about concepts, but real-world examples illustrate how the announcement of change can create increased buy-in.

Work in Small Doses

Don’t overload your employees with a lot of change all at once. They will be less likely to absorb it all and may tune out and become resistant. Instead, focus on easily-digestible chunks, with a hint that there’s more to come.