Influence is a key skill for leaders, especially when they need to persuade their team to take calculated risks and embrace change. However, some team members may be more risk-averse than others, and resist or avoid new initiatives, challenges, or opportunities. How can you influence a risk-averse team without forcing, coercing, or alienating them? Here are some tips to help you.
The first step to influence a risk-averse team is to understand their perspective and empathize with their concerns. Risk aversion is not necessarily a bad thing; it can reflect a cautious, analytical, or prudent approach to decision making. However, it can also stem from fear, uncertainty, or lack of confidence. Try to identify the sources and reasons for your team's risk aversion, and acknowledge their feelings and opinions. This will help you build trust and rapport with them, and show that you respect their views.
In my experience a risk-averse team is the result of a leadership style at management level, which might be a result of past experiences. Changing this behavior will require to influence the leadership, identify main sources of risk and proposed ways to mitigate them. Once the leadership teams opens up, then the message might be cascaded with their support. Starting such a mission at mid or low level in the organization will result in frustration for both the promoter of the new vision and even the risk-averse team members.
Reassuring your team is based on a long journey of gaining their trust. If you can show team members that you believe in their skills, can support them on an off day, be someone they can approach and foster trust within the team, when the moment comes to take risks, they’ll know their backs are covered. Trust is built on a daily basis and over time.
Minimize the negative impact of potential risks and encouraging the team to take small and manageable risks to start with. Building confidence through this process and demonstrating positive outcomes can be achieved through calculated small risks.
To effectively influence a risk-averse team, we can begin by establishing a strong foundation of trust. This involves consistently delivering on promises, maintaining transparency about our intentions, and fostering an environment where team members feel not only safe but encouraged to share their concerns and ideas. In addition to trust-building, it's crucial to recognize and reward risk-taking within our team. And, most importantly, we must lead by example if we truly want to influence our team's attitude toward risk.
The next step to influence a risk-averse team is to communicate the benefits and risks of taking or not taking action. Use clear, factual, and relevant information to explain the rationale, purpose, and goals of your proposal or suggestion. Highlight the positive outcomes and rewards that your team can achieve or receive if they accept the risk, and the potential costs and consequences if they reject it. Also, be honest and transparent about the possible challenges, obstacles, or drawbacks that your team may face or encounter, and how you plan to mitigate or overcome them. This will help you demonstrate your credibility and competence, and show that you have considered the pros and cons of your idea.
The third step to influence a risk-averse team is to involve them in the process and empower them to make choices. Invite your team to share their feedback, input, or suggestions on your proposal or suggestion, and listen to their views and concerns. Incorporate their ideas or preferences into your plan or solution, and show them how they can contribute or add value. Also, give them some autonomy and flexibility to decide how they want to execute or implement your plan or solution, and support them along the way. This will help you foster their engagement and commitment, and show that you value their participation and collaboration.
The fourth step to influence a risk-averse team is to model the behavior that you want them to adopt or emulate. Show your team that you are willing and able to take calculated risks and embrace change yourself, and that you are confident and optimistic about the results. Share your own experiences, successes, or failures with taking risks, and how you learned or grew from them. Also, recognize and reward your team for taking risks, and celebrate their achievements or progress. This will help you inspire and motivate them, and show that you are a role model and a leader.
The final step to influence a risk-averse team is to provide feedback and support to help them improve and grow. Give your team constructive and timely feedback on their performance, behavior, or outcomes, and highlight their strengths and areas for improvement. Help them identify and overcome their challenges, barriers, or fears, and provide them with the resources, tools, or guidance they need. Also, encourage and praise your team for their efforts, actions, or results, and show them that you appreciate and care for them. This will help you boost their confidence and trust, and show that you are a coach and a mentor.
To help bring people on board that are risk averse, I’ve also found doing pilots or a focus group helps show a margin of success, which opens the door for larger change.
One of the Priniciple's of Real Leadership is: Take Risks. I always say, "A Risk a day keeps the fear away!" Taking a small risk each day, builds your confidence to take larger risks when necessary. Start small: 1. Order something new for lunch. 2. Take a different route to work. 3. Wear something you've never worn before. 4. Tell someone "No," that you routinely say, "Yes," to. 5. Listen to a new genre of music. 6. Get a new hobby. 7. Read a challenging article. 8. Tell someone a joke. 9. Cook a new meal. 10. Sit in silence for 15-minutes By taking small risks that have an immediate result, you begin to minimize the fear associated with risk taking. Make a commitment to yourself to take one risk a day. Dr. Donna