Here's how you can foster change and champion innovative ideas in your organization.

You don't hire Intelligent people to tell them what to do! Let them have the freedom they deserve. If your employee feels that there is always a sword hanging on them in case things goes south, they will never opt for new things and stop being creative. Don't give them task, instead ask for their advice on how to execute tasks differently. This way, they'll feel like it's their company too and take full responsibility for their actions. Plus, who doesn't love being the 'genius advisor' instead of the 'task robot'?

People at a workplace are like a beautiful art with different colours. Each colour may be in different proportion or composition but the overall motive of the artist is to make it worthy. So, is the case of a workplace. Every individual has his/her own identity and when incorporated together leads to an exceptional outcome. And this serves for the benefit of the company. Embracing the diversity has major effects on one's thought process, experience and mental health. Instead of competing or comparing if people start embracing diversity they would save time, be satisfied and make the company grow!

Providing resources is the most effective way to change and champion challenges in an organisation. When the team members are fully equipped with the latest technology, informed about the latest trends in the market, and have the utmost resources to complete their tasks, they are more likely to be innovative and creative. They won't hesitate to accept the new challenges and drive successfully through the completion of their targets and achieve their goals collectively!

My favorite teams have always been a collection of seniors, each capable of making their own decisions. When I say "senior" by the way, I don't always mean senior in years of experience. I more mean capability of autonomy. By handing off ownership to multiple people, and delegating tasks, you not only lessen the load on any individual, but you gain the unique talents of each contributor. You of course need some cross communication and collaboration, but even in this case, the individual should know what they own, and are more seeking feedback and iteration than anything else. Give it a shot on your next project!

I've seen firsthand how giving creators the freedom to experiment with new e-learning tools and techniques leads to more innovative and engaging content. For example, during a recent project, I let my team choose their preferred platforms, and the result was a highly interactive module that exceeded client expectations. Trusting in their expertise and fostering a culture of independence not only boosts morale but also drives creativity and productivity.

A hint of acknowledgement in work place for your effort gives an assurance that you are headed in the right direction. It affirms that your contribution has made an impact and it gives a sense of inclusiveness. The phrases "Thank you, well done, good job, inspiring effort, proud of you" from the right person can make a huge difference in the productivity of any professional. It encourages proactiveness and overall creates a healthy work environment where no effort goes unseen.

Think out of the box, break the mould, don't procrastinate when an idea strikes you. If you are excited by the idea, share it with others. Your peers will love your spontaneity as long as you are genuine and think of the larger good and team goals before you indulge in your own narrow cravings.

Also, embrace Failure as a Learning Opportunity. Encourage a mindset where failure is seen as a stepping stone rather than a setback. Create a safe space for experimenting with new ideas and learning from mistakes. When failures are openly discussed and analyzed, they provide valuable insights that can lead to better solutions in the future. This approach reduces the fear of failure and promotes a more resilient and innovative organizational culture.

Understand people's beliefs. Make sure you actually spend the time and make the effort to understand their perspective on the current situation as well as on the planned changes. Whatever change is being planned it needs to be nested in the context of people's beliefs.