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What do you do if your cross-functional team is resistant to innovation in Large Group Facilitation?

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Facing resistance to innovation can be a common challenge when facilitating large groups, especially with cross-functional teams that bring diverse perspectives and expertise. Large group facilitation involves guiding a group of people, often from various departments or specialties, towards a common goal or to resolve complex issues. It requires skillful management of group dynamics and the ability to foster an environment conducive to collaboration and creativity. If your team seems hesitant to embrace new ideas or methodologies, it's crucial to understand the underlying reasons for their resistance and address them constructively.

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Sandeep G.

Elevate Customer Satisfaction with Cutting-Edge Quality Management & Process Excellence strategies | Lead Auditor ISO…

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1 Identify Concerns

Understanding the root of resistance is the first step towards overcoming it. Have candid conversations with your team members to uncover their fears or doubts about the proposed changes. Listen actively and empathize with their concerns. Sometimes, resistance stems from a lack of understanding of the benefits of innovation or from past experiences where change did not yield positive results. By identifying these concerns, you can tailor your approach to address them directly and reassure your team that their voices are heard and valued.

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Sandeep G.

Elevate Customer Satisfaction with Cutting-Edge Quality Management & Process Excellence strategies | Lead Auditor ISO 9001 ISO 27001 ISO 14001| Process Frameworks | Process Improvements
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I have noticed many times it is mainly due to uncertainty about roles, fear or possible negative impact on the jobs which leads to resistance or aversion to any change in an organisation and especially when these are imposed top-down. An important and foremost aspect is to establish clear communication with the potential benefits behind any change for an organisation as a whole.Sharing case studies of successful innovations or changes in similar context helps build the trust within the teams. Reasons for resistance towards any change needs to be understood by validating the perspectives which can be done by encouraging the open dialogues and addressing the concerns transparently to build buy-in.

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2 Build Trust

Building trust is essential in facilitating innovation within a resistant team. Demonstrate your commitment to the team's success by being transparent about the innovation process and its potential impact. Share success stories of similar innovations implemented elsewhere, and involve team members in decision-making processes. When people feel that their input matters and they are part of the change, rather than having it imposed on them, they are more likely to give their support.

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Franciszka Magdalena PhD
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An example of how to specifically address concerns ?? out Trust, or rather, how to ignore the Trust factor when it comes to Innovation is the resistance to the Science of Subjectivity in relation to its contribution to the Technology of Object Science.

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3 Encourage Dialogue

Encourage open dialogue to foster a culture of innovation. Create a safe space where team members can express their ideas and concerns without fear of judgment or repercussions. This can be achieved through structured brainstorming sessions, regular team meetings, or informal discussions. The goal is to stimulate conversation around innovation and to allow every voice to be heard, which can lead to greater buy-in and a collaborative approach to problem-solving.

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Franciszka Magdalena PhD
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One thing I ve found helpful is the work of David Bohm, the (quantum) physicist). Also the work of Robert Lipgar, as identified by Carl Rogers “On Becoming a Person” in his research which asks, “Persons or Science?” . I explore this In my own post Phd work and award winning propositions on Leading for Sustainability 2007 at Henley concerning Complexity theory.

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4 Provide Training

A lack of skills or knowledge can be a barrier to innovation. Provide training and resources to help your team acquire the necessary competencies to embrace and implement new ideas. This could include workshops, seminars, or online courses related to large group facilitation and innovation techniques. When team members feel well-equipped to handle change, they are more likely to approach it with confidence and enthusiasm.

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Franciszka Magdalena PhD
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Actually I Disagree that training, at this formative stage of the implementation of ai is an answer. To feel well equipped to deal with the complexities involved in innovation, does not mean that delegates are in fact well equipped

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5 Celebrate Progress

Recognizing and celebrating small wins can motivate a team that's resistant to innovation. Highlight progress and successes, no matter how minor they may seem. This not only boosts morale but also shows the team that their efforts are making a difference. Celebrations can be simple acknowledgments during meetings or more formal recognition events. The key is to make sure the team sees the value in what they're doing and feels appreciated for their contributions.

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6 Adjust Strategies

Be prepared to adjust your facilitation strategies if initial efforts to overcome resistance are not successful. Flexibility is a critical aspect of large group facilitation; what works for one team may not work for another. Be willing to experiment with different techniques, whether it's changing up the meeting format, using new collaboration tools, or altering communication methods. The ability to pivot and try new approaches demonstrates your commitment to finding a solution that works for everyone.

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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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What do you do if your cross-functional team is resistant to innovation in Large Group Facilitation?

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3

4

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1 Identify Concerns

2 Build Trust

3 Encourage Dialogue

4 Provide Training

5 Celebrate Progress

6 Adjust Strategies

7 Here’s what else to consider

Large Group Facilitation

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What do you do if your cross-functional team is resistant to innovation in Large Group Facilitation?

1

2

3

4

5

6

7

1 Identify Concerns

2 Build Trust

3 Encourage Dialogue

4 Provide Training

5 Celebrate Progress

6 Adjust Strategies

7 Here’s what else to consider

Large Group Facilitation

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