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What do you do if your team is resistant to change in Business Innovation?

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Business innovation is the process of creating and implementing new or improved products, services, processes, or business models that create value for customers, stakeholders, and the organization. However, not everyone in your team may be enthusiastic or supportive of your innovation efforts. Some may resist change due to fear, inertia, habit, or lack of trust. How can you overcome this challenge and foster a culture of innovation in your team? Here are some tips to help you.

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Sara Simmonds

CEO Impact Innovator | Helping Purpose Driven Entrepreneurs Launch and Scale From Zero to $50 Million | Follow Me For…
MSc. Diego R.

Corporate Project Manager ?? | Top Business Innovation & Corporate Events Voice?? | CEO | Consultor Empresarial |…
Fabian Farr

New Engineering l Produktentwickler I Systemisches Coaching

1 Understand the reasons

To address resistance to change, it's important to understand why it is happening. People may have various reasons for resisting innovation, such as feeling threatened by the uncertainty or complexity of the change, perceiving it as a loss of status, control, or resources, having a different vision or preference for the future, lacking the skills or knowledge to adapt to the change, having a negative past experience with change, or being influenced by peers or leaders who are opposed to the change. To identify and address the root causes of resistance, it's essential to listen to team members and empathize with their concerns.

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Sara Simmonds

CEO Impact Innovator | Helping Purpose Driven Entrepreneurs Launch and Scale From Zero to $50 Million | Follow Me For Systems On Sustainable Growth ??
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Here's how to turn the tide: 1. Unmask the resistance: Talk openly, understand their specific concerns. 2. Address anxieties: Acknowledge their feelings, provide clear info (data, plan, goals), highlight "what's in it for them". 3. Empower through inclusion: Involve them in the process, seek feedback, encourage suggestions. 4. Navigate emotions: Recognize the human side of change, provide a supportive space for open communication. Lead by example with a positive attitude, focus on the exciting possibilities. 5. Small wins, big impact: Start with a pilot program or smaller phase. Celebrate successes to showcase the innovation's potential. Recognize and reward contributions to maintain momentum.

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Ibrahim Diab

PhD Business Management | Business Development Director | Six Sigma | PMI | PHR | TOT | Speaker at ModumUP | Expert at Global Gate
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Utilize various methods such as anonymous surveys, focus groups, or individual interviews to gather insights into the specific concerns and fears of team members. Ensure confidentiality to encourage open and honest feedback. Look beyond surface-level responses to uncover deeper-rooted issues such as past experiences with failed changes, perceived threats to job security, or cultural resistance within the organization.

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Breno Farias

Gente & Cultura | Inova??o | Empreendedor Social | Comércio Digital | Marketing
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Medo do desconhecido, preocupa??es com a seguran?a do emprego, falta de confian?a na lideran?a ou simplesmente a zona de conforto. Esses costumam ser os ingredientes da resistência. Nesse processo, a escuta ativa é fundamental!

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2 Communicate the benefits

The second step to deal with resistance to change is to communicate the benefits of the innovation clearly and frequently. You need to show your team how the innovation will create value for them, the customers, and the organization. You also need to explain the rationale and the process of the innovation, and how it aligns with the vision and goals of the team and the organization. By providing information and transparency, you can reduce the ambiguity and anxiety that often accompany change.

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Amela Barleci

Founder & CEO at ROI Scores Marketing Agency | Marketing Strategist | Product Management Expert
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It's common for teams to resist change. In my opinion, it's essential to explain to them that the change isn't a reflection of somebody's performance. It's crucial to explain the benefits and address any fears through open brainstorming sessions. Communication is essential.

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Ibrahim Diab

PhD Business Management | Business Development Director | Six Sigma | PMI | PHR | TOT | Speaker at ModumUP | Expert at Global Gate
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Tailor your communication to resonate with the diverse needs and preferences of team members. Use storytelling techniques to convey the potential impact of the innovation on individuals, teams, and the organization as a whole. Provide concrete examples of how the proposed changes will address current pain points, streamline processes, or create new opportunities for growth and development. Use visual aids such as infographics, videos, or success stories to make the message more engaging and memorable.

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Fabian Farr

New Engineering l Produktentwickler I Systemisches Coaching
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Successfully managing change requires communication that values and actively involves employees. Encouraging them to independently research pros and cons and develop solutions fosters understanding and acceptance. This approach promotes ownership, critical thinking, and tailored solutions, potentially leading to innovative outcomes. Importantly, all employee contributions must be taken seriously, even if they differ from management's initial plans, demonstrating appreciation and trust. This enhances engagement and adaptability. Open, respectful discussions about feedback and outcomes are crucial to fostering a collaborative culture committed to success.

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3 Involve and empower

The third step to deal with resistance to change is to involve and empower your team in the innovation process. You can solicit their input and feedback on the innovation idea, design, and implementation. Encourage their participation and collaboration in the innovation activities and experiments, as well as provide them with the resources, training, and support they need to succeed. Recognize and reward their contributions and achievements, and celebrate and share their successes and learnings in the innovation. This way, you can increase their ownership and commitment to the innovation, as well as leverage their creativity and expertise.

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4 Manage the emotions

The fourth step to deal with resistance to change is to manage the emotions that may arise during the innovation process. You need to acknowledge and validate the feelings of your team members, such as fear, frustration, anger, or sadness, and provide them with the space and time to express and cope with them. You also need to model and foster a positive and resilient attitude towards the innovation, and help your team members see the opportunities and possibilities that the change brings. By managing the emotions, you can enhance the psychological well-being and motivation of your team.

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Fabian Farr

New Engineering l Produktentwickler I Systemisches Coaching
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To establish a healthy corporate culture, it's crucial to recognize that emotions cannot be "managed" in the sense of control but need space and acceptance for individual processing. Organizations should create an environment of psychological safety where employees can freely express their emotions and where honest feedback is encouraged. Through empathetic leadership and a culture that values diversity in opinions and openness in communication, companies can foster authenticity and avoid hypocrisy. This not only supports the emotional well-being of employees but also contributes to a stronger, collaborative, and adaptable organization.

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5 Address the challenges

The fifth step to deal with resistance to change is to address the challenges that may occur during the innovation process. You need to anticipate and plan for the potential risks, obstacles, and conflicts that may arise from the innovation, and prepare your team for them. You also need to monitor and evaluate the progress and impact of the innovation, and make adjustments and improvements as needed. You also need to deal with any resistance or opposition that may come from outside your team, such as customers, stakeholders, or competitors, and communicate and collaborate with them effectively. By addressing the challenges, you can ensure the quality and sustainability of the innovation.

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6 Lead by example

The sixth and final step to deal with resistance to change is to lead by example. You need to demonstrate your own enthusiasm and support for the innovation, and show your team how you are learning and adapting to the change. You also need to embody and promote the values and behaviors that foster a culture of innovation, such as curiosity, openness, experimentation, feedback, and collaboration. By leading by example, you can inspire and influence your team to embrace and champion the innovation.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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MSc. Diego R.

Corporate Project Manager ?? | Top Business Innovation & Corporate Events Voice?? | CEO | Consultor Empresarial | Docente Posgrado | Formador de PMs | Conferencista | MSc | PMP?| SMCE?| ACCE?| BIFPC?| BMCEPC?| CIP
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Según mi experiencia, la resistencia al cambio no es algo que deba tomarse como un tema prohibido, pues es muy común en los equipos de trabajo; sobre todo, aquellos en los que existe una alta rotación de los miembros y/o a los que no han trabajado desarrollando una cultura de innovación empresarial. La naturaleza regular de los colaboradores de una organización es por defecto orientada a sistematizar el trabajo y mantener el status quo. Sólo a través del desarrollo de cultura de innovación podremos progresivamente disminuir la resistencia al cambio de manera saludable para la organización. Hacerlo de manera impositiva puede acarrear pérdidas de eficiencia en los equipos y atentar contra el clima de trabajo en el mismo.

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What do you do if your team is resistant to change in Business Innovation?

1

2

3

4

5

6

7

1 Understand the reasons

2 Communicate the benefits

3 Involve and empower

4 Manage the emotions

5 Address the challenges

6 Lead by example

7 Here’s what else to consider

Business Innovation

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What do you do if your team is resistant to change in Business Innovation?

1

2

3

4

5

6

7

1 Understand the reasons

2 Communicate the benefits

3 Involve and empower

4 Manage the emotions

5 Address the challenges

6 Lead by example

7 Here’s what else to consider

Business Innovation

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