A third challenge that social work practitioners face when innovating is how to navigate the organizational culture and structure of their workplace or field. Social work practitioners often work in organizations or systems that have established norms, rules, or procedures that may not support or encourage innovation. Innovation may be seen as risky, disruptive, or unnecessary by the organizational leaders, managers, or peers, who may prefer to stick to the status quo or to follow the conventional or proven practices. For example, how can social workers introduce or implement new ideas, methods, or tools when they face resistance, skepticism, or criticism from their superiors, colleagues, or regulators? How can they cope with the pressure, stress, or isolation that may result from their innovation efforts? How can they balance the demands or expectations of their organization or system with their own professional or personal values or interests?
To deal with these organizational culture challenges, social work practitioners need to be assertive and persuasive in communicating and demonstrating the value and benefits of their innovation proposals or results to their organizational stakeholders. They also need to be flexible and adaptable in adjusting and aligning their innovation strategies or actions to the organizational goals or policies. Moreover, they need to be resilient and supportive in coping with and overcoming the challenges or barriers that they may encounter in their innovation journey, and in seeking and providing support and recognition to their fellow innovators.