Your team is resistant to change. How can you inspire them to drive product innovation forward?

O primeiro passo é a conex?o... Identificar as motiva??es da equipe pode ajudar neste processo. Pós compreens?o do comportamento e necessidades do time, ficará mais fácil a comunica??o. Em geral, o ser humano resiste a mudan?a porque teme o desconhecido, portanto é essencial estabelecer uma rela??o de confian?a com o time, transmitindo seguran?a e ao mesmo tempo a consciência de que inovar é o caminho para evolu??o.

Fear of something new or a new challenge, while the team may not get it, its important to break down the challenge, and be cool with progress in what ever form it takes.

Coming up with a mad idea ie the Vision, is first step constantly keep iterating to the team why the are working on this, and what the outcome / value is the end user. I would also leave some room for the vision to delat / pivot as with most ideas, they do not always arrive at their initial destination.

Try to help to get buy in, build a hand worked prototype, even if very crude which shows the general principle of the new product innovation as the first clients to get onboard is your team before showing first protypes to customer. Once they are onboard, the development will start to fly

Acredito que aqui está a chave! Como inserir processos e abordagens que de fato instiguem a co-cria??o, de forma que as pessoas s?o ouvidas, suas idéias aprimoradas e instauradas. Acredito muito na abordagem do Design Thinking, onde qualquer problema pode ser resolvido de forma coletiva, criativa e sem perder a assertividade.

An example I've seen is when I led the integration of Generative AI into our business processes. Initially, the team was reluctant, fearing it would replace their roles. I set up brainstorming sessions where everyone, regardless of their role, could pitch ideas and voice concerns. This wasn't just about AI but about creating an inclusive environment. The shift was remarkable—team members felt valued and started championing the change themselves. Empower participation, and resistance will transform into enthusiasm and innovation!

By showing enthusiasm for innovation and being receptive to new ideas, you lead by example and motivate your team to follow suit. Share stories from your own experience where you've faced changes, discussing both the challenges you encountered and the successes you achieved. This transparency demonstrates your commitment to growth and adaptability. Your willingness to learn from these experiences will motivate your team to embrace a similar mindset when it comes to change.

Muito mais que liderar pelo exemplo ou abra?ar a mudan?a é ouvir as pessoas da equipe! Ouvir seus clientes, áreas parceiras, entender as possibilidades de melhoria e inova??o. A necessidade por inova??o vem sempre diante de um problema. Se há problema, há oportunidade em inovar. Se há problema, há a necessidade de ouvir e trocar.

One thing I've found helpful when leading my team through change is to truly embody the mindset and behaviors I want to see in them. At one point, we integrated Generative AI solutions into our workflow—a significant shift with its fair share of challenges. I openly shared my journey with the team, from initial hiccups to those 'aha' moments. By being transparent about my learning curve and demonstrating persistent enthusiasm despite setbacks, I aimed to show that innovation is a continuous learning process. This approach not only built credibility but also encouraged my team to dive into the change with a positive outlook and resilience.

It is crucial that the leadership is visibly supporting the change initiative. Leaders should actively participate in training sessions, use the new processes and technologies themselves, and communicate the importance of the change regularly. Based on my experience, mentorship and coaching where more experienced or enthusiastic team members support those who are struggling, can make wonders on those who have resistance to change.

Mensurar resultados das inova??es. Colher feedbacks. Pedir feedbacks. Acompanhar evolu??o. Compartilhar com outras pessoas. Tanto dentro do próprio time, outros times, líderes! E celebrar sim! No mínimo, mensalmente, em time! Dando crédito a todos os participantes. Serem humanos tem necessidades muito semelhantes e "reconhecimento" é uma delas.