Difficult and uncertain situations often highlight weaknesses and failures in our habits, systems and practices. Energized by any “Eureka” moment, you might emerge from difficult situations as an evangelist for a new ideas or ways of doing and being. As you begin to enthusiastically share your ideas and insights, you will often find your brilliance and excitement are not enough to energize others to change or act.
Instead, successfully bringing your brilliant insight into concrete reality when others are involved is not only about the specific policies, procedures, processes, and finances required to implement it. It requires understanding the psychological and sociological aspects of the stakeholders who will implement it, benefit from it, and be otherwise impacted by it.
Here are two things to focus on to make implementing a new idea a little easier over the long-term:
Develop a Shared Cause or Purpose with Others
Dale Carnegie famously said, “People support what they helped to create.” Others won’t readily get on your bandwagon, even if you have authority over them. Even though your idea, insight, or cause has become apparent to you, others may not have shared the difficulties that gave birth to your idea. For this reason, many won’t understand what your insight will do for them. For some, it might even be threatening.
Thus, much of your initial work will be to create dialogues with stakeholders. These dialogues should center around the themes related to your new idea. This way, you can discover how it could relate it to their experience and be worthwhile for them. Additionally, you’ll see how you can adapt your purpose to encompass a wider group of stakeholders.
With a shared purpose, it’s more likely others will willingly invest their time, talent, and energy to bring it to life. With a critical mass of stakeholders joining you, momentum will begin to carry you forward.
Be Prepared to “Go Slow to Go Fast” Despite Your Enthusiasm
Turning your valuable insight into real change may require letting go of quick fixes and embracing delayed gratification. Meaningful change is often systemic change, and that can take time. This is true especially in the beginning stages when you are enlisting others to join with you. You must be prepared to change direction and handle setbacks.
For example, some stakeholders will be very supportive of your endeavor. You will be tempted to focus on their validation and stay the course. However, be mindful of less enthusiastic stakeholders. Some may attempt to slow or even undermine progress openly or covertly, quietly or adamantly. Take the time to engage with less supportive stakeholders to discover their concerns and how those concerns can be addressed. You may need to re-visit and adapt your shared purpose. And you may not be able to please everyone, but engaging with even the naysayers and remaining open to concerns will build your credibility.
Another way to “go slow to go fast” is by experimenting with one little change at a time to see how it goes. You’ll will be able to test any assumptions about which new ways of operating are needed or practical.
Don’t underestimate the psychology and group dynamics of creating a worthwhile endeavor from a new idea or insight. The hard work is not creating the new processes or procedures to implement. Rather, the real work happens when you bring together multiple stakeholders, who have different points of view, visions, fears, and allegiances. With time, patience, and a willingness to adjust and learn, you can make progress with a shared purpose and permission to experiment. You’ll be fine — as long as you are prepared for conflict, resistance, complaining, uncertainty, disappointment, and disillusionment along with excitement, satisfaction, and sense of achievement.
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Beth Strathman works with executives and senior leaders to create team environments that optimize team ownership, accountability, learning, and results. Learn more at firebrandconsultingllc.com.