Do you have a innovacion-fobia team members? Use this handy guide to classify and overcome their objections. In business, almost everyone says are for creativity and the search for new and better ways of doing business. Not only sounds exciting innovation, also looks profitable. But studies have shown that while a lot of people claim to love change, when they clashed with the reality of reality, altering their usual way of doing business, they are skeptical if not downright hostile.
Creativity can be cool, but also fear, then, do as you can get your team really adopt new ways of doing business? The first step, according to Dana Brownlee, founder of productivity professionalism consulting issues, should take a careful look at draggers feet of your computer. Not all employees of innovacion-fobia is the same. Once you know what kind of resistant change that you hold in your hands, are better positioned to overcome the objections of his.
Guess Fast Track columnist Alexandra Levit recently detained Brownlee insights into a practical field guide for change, resistant to the placement of six types of employees hostile to innovation, as well as ideas on how to prod to adopt new ideas, including: "In setting up the group they seem positive, but often make passive aggressive comments that are actually fine veiled hits (do I am sure that the new submission process makes full sense and I am completely on board, but I wonder what we should say if customers complain about longer waiting times?)" says Levit.
Solution: ensure that air their complaints in public so you can try with rather than allowed to curdle in the environment of Office with barbed comments and whispered insinuations. How can you achieve it? "During a group session, make each person to write his main concern about the change in a tab and ask everyone to pass in front of the room for review and discussion."
"This is the person who feels that their situation is different. For some reason, they are special and you should not change along with everyone else, "writes Levit. Solution: the solution here is simple. Simply highlight that change will benefit everyone, but that this positive impact requires 100 percent compliance. This type is the victim of analysis paralysis, Levit says: "I don't want to make a change until we have analyzed every possible scenario and the option".Solution: click your perfectionism saying explicitly that "the aim is 'directionally correct' but not 'perfect'." Then move, establishing a limited time to study the issue. After that time signal that meant what you said by decision to act. What are other common change-resistant types and how you can get them on board with new ways of doing things? Check out a look and start the Levit full post for more details.