Here's how you can address a boss resistant to new ideas or changes in the workplace.

To effectively address a boss resistant to new ideas or changes, it's crucial to first understand their perspective. Try to identify the reasons behind their resistance—whether it's due to a preference for the status quo, past experiences with failed changes, or concerns about potential risks. Engaging in open, empathetic conversations can help uncover their motivations and apprehensions. Demonstrating that you value their viewpoint can create a foundation of trust and open the door to more productive discussions about new ideas.

Unique perspective: Try to see things from their point of view and understand their concerns.Establish a relationship built on trust, respect, and open communication.

Once you understand your boss's concerns, you can start building a solid case for your proposal. Gather relevant data, case studies, and examples that highlight the benefits and potential positive outcomes of the change. Be prepared to address possible objections and outline how the proposed idea can mitigate risks or improve existing processes. A well-researched and thoroughly prepared presentation can help make your proposal more compelling and credible.

Choosing the right moment to present your idea is just as important as the idea itself. Pay attention to your boss's schedule, current projects, and overall workload. Presenting a new idea during a particularly stressful or busy period may lead to immediate rejection. Instead, look for a time when they are more likely to be receptive, such as after the successful completion of a major project or during a strategic planning session. Good timing can significantly increase the chances of your proposal being considered seriously.

Proposing incremental changes instead of a large-scale overhaul can make your ideas palatable. Break down your proposal into smaller, manageable steps that can be implemented gradually. This approach allows your boss to see the benefits of the changes without feeling overwhelmed by the scale of the project. Small, successful implementations can build confidence and pave the way for more significant changes in the future.

Introduce small, incremental changes to test the waters. I use a data-driven approach and it has been key for majority of my ideas : Present data and evidence to support the benefits of the new idea or change.

Gaining support from colleagues can bolster your case and show that the idea has broader backing. Discuss your proposal with peers and gather their feedback and support. Presenting the idea as a collective effort rather than an individual initiative can make it more compelling. When your boss sees that others also believe in the value of the change, they may be more inclined to consider it.

Persistence and follow-up are essential after presenting your idea. Don't be discouraged if your boss doesn't immediately accept your proposal. Check-in periodically to see if their perspective has changed or if there are new opportunities to revisit the idea. Keep providing updates on relevant developments or additional supporting information. Consistent and respectful follow-up can demonstrate your commitment and keep the idea alive in your boss's mind.

Effective communication and empathy are key to overcoming resistance to change. By understanding your boss's perspective and addressing their concerns, you can increase the chances of successful implementation of new ideas. I have experienced the resistance at the initial stages of career and if you are consistent and can show few results the same resistant boss will be your strongest support in future once you earn their trust and confidence.