{"id":32658,"date":"2021-09-29T12:30:55","date_gmt":"2021-09-29T11:30:55","guid":{"rendered":"https:\/\/digileaders.com\/?p=32658"},"modified":"2023-07-24T13:00:03","modified_gmt":"2023-07-24T12:00:03","slug":"5-tips-to-invite-encourage-and-champion-change-and-innovation","status":"publish","type":"post","link":"https:\/\/digileaders.com\/5-tips-to-invite-encourage-and-champion-change-and-innovation\/","title":{"rendered":"5 tips to invite, encourage and champion change and innovation"},"content":{"rendered":"<p>Creating space for new ideas needs to start with yourself.<\/p>\n<ul>\n<li><strong>The problem:<\/strong>\u00a0Resistance to change may often come from personal barriers, instead of objective facts, evidence or data.<\/li>\n<li><strong>Why it matters:<\/strong>\u00a0Without change there can\u2019t be advancements, improvements, and innovations, leaving you and your team behind while others excel.<\/li>\n<li><strong>The solution:<\/strong>\u00a0Simple and actionable steps, applied authentically, will open you up to encourage and champion change.<\/li>\n<\/ul>\n<p>Change and\u00a0<a href=\"https:\/\/apolitical.co\/solution-articles\/en\/5-fun-exercises-to-rev-up-your-teams-creativity\" target=\"_blank\" rel=\"noopener\">innovation<\/a>\u00a0require new ideas. Yet new ideas can struggle to get a hearing if there isn\u2019t space for them in the climate, culture, context, and among the people involved.<\/p>\n<p>Often, there is a reflexive response \u2014\u00a0<em>\u201cNo we can\u2019t do that\u201d. \u201cWe tried and it didn\u2019t work\u201d. \u201cThey won\u2019t like it\u201d, \u201cIt\u2019s too much work, we don\u2019t have time\u201d<\/em>\u00a0\u2014 before the idea has had any breathing room for worthwhile consideration.<\/p>\n<p>Creating\u00a0<a href=\"https:\/\/apolitical.co\/solution-articles\/en\/three-ways-good-staff-meetings-can-help-get-things-done\" target=\"_blank\" rel=\"noopener\">space<\/a>\u00a0for new ideas calls us to challenge things like:<\/p>\n<ul>\n<li>personal preferences<\/li>\n<li>preconceived notions<\/li>\n<li>conscious and unconscious biases<\/li>\n<li>appetite for change<\/li>\n<li>risk tolerance<\/li>\n<li>\u2018what\u2019s in it for me\u2019 instinct<\/li>\n<\/ul>\n<p>Are any of these ringing a bell with you?<\/p>\n<p id=\"these-five-steps-will-help-you-identify-reflect-and-explore-whats-going-on-and-shift-to-create-space-more-often-while-you--bonus--better-understand-yourself-as-you-go\"><strong>These five steps will help you identify, reflect and explore what\u2019s going on, and shift to create space more often, while you \u2014 bonus! \u2014 better understand yourself as you go.<\/strong><\/p>\n<p>Think of a recent workplace\u00a0<a href=\"https:\/\/apolitical.co\/solution-articles\/en\/how-to-plan-your-next-meeting\" target=\"_blank\" rel=\"noopener\">meeting<\/a>\u00a0in which ideas were invited to improve a workflow process, provide better service, or even improve how meetings are run.<\/p>\n<p id=\"1-reflect-honestly-on-your-participation-as-you-heard-the-ideas-these-opposing-pairs-may-help-i-love-alliteration-by-the-way-did-you\"><strong>1. Reflect honestly on your participation as you heard the ideas. These opposing pairs may help (I love alliteration by the way). Did you:<\/strong><\/p>\n<ul>\n<li>Join or Judge?<\/li>\n<li>Listen or Leap?<\/li>\n<li>Ask or Assume?<\/li>\n<li>Explore or Exclude?<\/li>\n<li>Build or Block?<\/li>\n<li>Contribute or Control?<\/li>\n<\/ul>\n<p id=\"2-how-often-was-your-participation-on-the-or-side-which-ones\"><strong>2. How often was your participation on the \u2018or\u2019 side? Which one(s)?<\/strong><\/p>\n<ul>\n<li>Judge \u2014 did you make a snap decision<\/li>\n<li>Leap \u2014 did you leap to conclusions<\/li>\n<li>Assume \u2014 did you make assumptions<\/li>\n<li>Exclude \u2014 did you shut down the idea<\/li>\n<li>Block \u2014 did you put barriers up<\/li>\n<li>Control \u2014 did you exert control in some way &#8230;before you really had a strong understanding of the idea?<\/li>\n<\/ul>\n<p id=\"checkpoint-are-you-applying-negativity-biashttpsgostrengthscomwhat-is-the-negativity-bias\"><strong>CHECKPOINT: Are you applying\u00a0<a href=\"https:\/\/gostrengths.com\/what-is-the-negativity-bias\/\" target=\"__blank\" rel=\"noopener\">Negativity Bias<\/a>?<\/strong><\/p>\n<p>The negativity bias is the phenomena by which humans give more psychological weight to bad experiences than good ones. Source: GoStrengths.com<\/p>\n<p id=\"3-now-honestly-explore-why-that-was-happening-did-the-idea-challenge\"><strong>3. Now, honestly, explore why that was happening. Did the idea challeng<\/strong>e&#8230;<\/p>\n<ul>\n<li>Your personal preferences?<\/li>\n<li>Your preconceived notions?<\/li>\n<li>Your conscious and unconscious biases?<\/li>\n<li>Your appetite for change?<\/li>\n<li>Your risk tolerance?<\/li>\n<li>Your \u2018What\u2019s in it for me\u2019 instinct?<\/li>\n<\/ul>\n<p><strong>What did you find and how do you feel about that?<\/strong><\/p>\n<p id=\"checkpoint-whats-going-on-in-your-brain\"><strong>CHECKPOINT: What\u2019s going on in your brain?<\/strong><\/p>\n<p>Get to know the\u00a0<a href=\"https:\/\/www.healthline.com\/health\/stress\/amygdala-hijack#symptoms\" target=\"_blank\" rel=\"noopener\">amygdala<\/a>\u00a0and\u00a0<a href=\"https:\/\/www.goodtherapy.org\/blog\/psychpedia\/prefrontal-cortex\" target=\"_blank\" rel=\"noopener\">prefrontal cortex<\/a>\u00a0areas of the brain and you\u2019ll start to understand why you act a certain way when change comes along.<\/p>\n<p id=\"4-now-challenge-yourself-to-change-what-you-can-change\"><strong>4. Now challenge yourself to change what you can change!<\/strong><\/p>\n<ul>\n<li>Are you willing to work on what you found, so you can shift yourself to join, listen, ask, explore, build and contribute more and more often?<\/li>\n<li>Are you willing to collaborate with your work team to create that space in your next meeting?<\/li>\n<li>Are you willing to be a champion or sponsor to bring the idea forward?<\/li>\n<li>What does it \u2018look like\u2019 when you make these changes in your approach?<\/li>\n<\/ul>\n<p id=\"checkpoint-look-at-your-sphere-of-influencehttpswwwellevatenetworkcomarticles9062-8-ways-to-change-culture-within-your-sphere-of-influence--what-it-is-and-how-and-where-its-best-applied\"><strong>CHECKPOINT: Look at your \u2018<a href=\"https:\/\/www.ellevatenetwork.com\/articles\/9062-8-ways-to-change-culture-within-your-sphere-of-influence\" target=\"_blank\" rel=\"noopener\">Sphere of Influence<\/a>\u2019 \u2014 what it is, and how and where it\u2019s best applied.<\/strong><\/p>\n<p id=\"5-how-to-do-that-here-are-some-ideas\"><strong>5. How to do that? Here are some ideas!<\/strong><\/p>\n<ul>\n<li>Build the meeting to let everyone\u2019s voices be heard\n<ul>\n<li>Make the meeting a\u00a0<a href=\"https:\/\/www.workshopper.com\/about\" target=\"_blank\" rel=\"noopener\">workshop<\/a>\u00a0where the intention is idea generation<\/li>\n<li>Designate a\u00a0<a href=\"https:\/\/www.leadstrat.com\/8-roles-of-a-facilitator\/\" target=\"_blank\" rel=\"noopener\">facilitator<\/a>\u00a0and set ground rules for the meeting that everyone agrees to follow<\/li>\n<li>Activate non-verbal participation tools in the online meeting space like electronic whiteboards, polls, Q&amp;A, raise hands and chat<\/li>\n<li>Employ frameworks like\u00a0<a href=\"https:\/\/www.liberatingstructures.com\/\" target=\"_blank\" rel=\"noopener\">Liberating Structures<\/a>\u00a0that help guide the dialogue<\/li>\n<\/ul>\n<\/li>\n<li>Join the meeting with an intention that sets you and everyone else up to take the idea as far as it can go\n<ul>\n<li>Think\u00a0<a href=\"https:\/\/improv.ca\/yes-and\/\" target=\"_blank\" rel=\"noopener\">\u2018Yes AND\u2026\u2019<\/a>, a time-tested improv comedy tool<\/li>\n<\/ul>\n<\/li>\n<li><a href=\"https:\/\/www.verywellmind.com\/what-is-active-listening-3024343\" target=\"_blank\" rel=\"noopener\">Listen to others\u2026<\/a>\u00a0really listen\n<ul>\n<li>Let the ideas have their moment of expression<\/li>\n<li>This is new information for your brain to process. Give it time!<\/li>\n<\/ul>\n<\/li>\n<li>Wait for your opportunity to provide input &amp; take a breath before you do so\n<ul>\n<li>How will your input\u00a0<a href=\"https:\/\/www.indeed.com\/career-advice\/career-development\/collaboration-skills\" target=\"_blank\" rel=\"noopener\"><em>advance<\/em>\u00a0the conversation<\/a>?<\/li>\n<li>Can you avoid using barrier words and phrases like \u2018I\u2019m worried that\u2026\u2019 and \u2018I\u2019m concerned that\u2026\u2019 (that\u2019s your negativity bias wanting a seat in the meeting)<\/li>\n<li>Instead, acknowledge the new idea, for example, \u2018Wow, that\u2019s really ambitious\u2019 or \u2018That really is a new way of thinking\u2019, then ask for more details or clarification so you better understand<\/li>\n<li>Repeat what you believe you heard in the form of a question \u2014 this also shows you are listening<\/li>\n<li>Explore the idea further with realistic questions that the \u2018idea giver\u2019 can realistically answer<\/li>\n<li>Contribute by being part of the next steps in the process \u2014 \u2018How might we\u2026?\u2019, \u2018What would we do next to test this?\u2019, \u2018What do you need from me to keep this going?\u2019<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p id=\"final-checkpoint-putting-all-this-in-place-will-take-time\"><strong>FINAL CHECKPOINT: Putting all this in place will take time.<\/strong><\/p>\n<p>It\u2019s a change process and it deserves the time needed for it to become a usual part of how you accept new ideas and be a sponsor, champion, objective evaluator, and even the one who\u2019s sparking new ideas in others, not to mention yourself!\u00a0<strong>\u2014 Diana Smyth<\/strong><\/p>\n<hr \/>\n<p style=\"text-align: center;\"><span class=\"btn-container\"><a class=\"btn btn-md btn-primary\" href=\"https:\/\/digileaders.com\/topic\/innovation\/\">Read More Innovation <i class=\"far fa-caret-right\"><\/i><\/a><\/span><\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Creating space for new ideas needs to start with yourself. The problem:\u00a0Resistance to change may often come from personal barriers, instead of objective facts, evidence or data. Why it matters:\u00a0Without change there can\u2019t be advancements, improvements, and innovations, leaving you and your team behind while [&hellip;]<\/p>\n","protected":false},"author":51,"featured_media":32661,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"class_list":["post-32658","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","topic-innovation"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.3 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>5 tips to invite, encourage and champion change and innovation | Digital Leaders<\/title>\n<meta name=\"description\" content=\"Creating space for new ideas needs to start with yourself.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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