5 Steps to Create an Organizational Culture that Drives Innovation

As a consultant and coach, it’s not uncommon to be requested to come into an organization to help drive change. However, this task often comes with many unforeseen challenges.

We package and deliver co-created recommendations to drive innovation; however, these changes aren’t always adopted. Over time, we’ve come to understand that being right can be lonely; we must first start with baby steps. These steps will progress slowly allowing us to slowly gain the understanding, respect, and buy-in from our teams.

The Fundamental Element of Coaching

When it comes to presenting an idea, it’s essential that you allow the individual to see their fingerprints on an idea. This is like leaving a trail of breadcrumbs by asking the right questions. When you allow them to come to the idea of their own accord, it becomes easier for them to fully accept and understand it.

Gaining Organization Buy-In

When it comes to getting the buy-in from your team or organization, you must first start from trust. By leveraging the fundamental element of coaching, we can begin to gain organizational buy-in. This buy-in is essential to the overall success of any idea or campaign. It allows the idea to gain respect and support from everyone on the team. It’s important to try to incorporate your teams as much as possible in the solution at every stage. Have their fingerprints on the final product and only take on the role of the consultant or coach.

Battling Ego & Personal Bias

It’s often very difficult to present new ideas to people who have been successful throughout their education and career. There’s simply no best way that works for everyone to help guide one’s way of thinking. Therefore, we rely heavily on working with people who are able to free themselves from bias and be open to change.

What got us here won’t get us where we’re going.

When an organization is full of individuals capable of checking their ego at the door, they leave room for success and often accept change. Successful people must realize that there are alternatives and approaches available to them outside of their typical form of thinking and these approaches have the potential to drive their success.

Handling Objections

Despite the suggestions and recommendations we provide, it’s up to the customers to accept these recommendations and take action. This is very difficult with teams that are consistently averse to risks and unable to learn from their own mistakes in order to make changes.

When people don’t like what we suggest, we need to get curious about their perspective. Ask them, “If you’re unhappy with what I’m suggesting, where do you think we should start looking to find a different solution?”

The Importance of Innovation

The perception of innovation is different for everyone. Regardless of this perception, every company needs an innovator. But we cannot rely on just anyone to be an innovator. You must possess the required knowledge, personality, and skillset. Finding these people will be a challenge to even the best of companies.

Final Thoughts

When it comes to bringing in new ideas to a team, remember to set your own personal bias aside as well. It’s your responsibility to guide the team through these concepts leveraging design thinking principles and concepts. You must refrain from wanting to take full credit for an idea yourself. You’re merely a guide through this thinking process.

Are you ready to challenge the status quo to accelerate change?