You're facing pushback from traditionalists on growth strategies. How can you win them over with innovation?
When proposing new growth strategies, traditionalists might resist change. Here's how to win them over with innovation:
What strategies have helped you introduce innovation in a resistant environment?
You're facing pushback from traditionalists on growth strategies. How can you win them over with innovation?
When proposing new growth strategies, traditionalists might resist change. Here's how to win them over with innovation:
What strategies have helped you introduce innovation in a resistant environment?
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Culture truly eats strategy for breakfast (P. Drucker). Innovation will always be stifled by traditionalists - but from a culture standpoint ( “we have always done this in this Organization”). So changing culture is how to navigate a win / get buy-in. A focus on a shift in culture is important. And to make sure this is adopted ;- culture being imbedded into performance targets (KPIs) and evaluating of partners (employees) against these KPIs is key. A classic - “Hit Refresh” by Satya Nadella (amongst many great books on the same subject) zones in on this winning factor.
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When it comes to overcoming resistance to innovation, training isn't just about teaching new skills, it's about shaping mindsets. Traditionalists may hesitate because of unfamiliarity, so start by connecting the dots between their existing expertise and the new tools or strategies. Tailor support programs that respect their depth of experience while gradually introducing innovative approaches.
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For traditionalists, best approach is to show them that innovation can support the existing values. Include statistics that demonstrate previous effectiveness of like techniques. When implementing change it is helpful to divide changes into phases that can be implemented gradually. For instance, I once introduced a fully digital concept to a traditional team by giving an example of competitors’ performance and implementing a minimal-v stakes test project. That helped build trust and minimized down resistance. Point out where everyone wants the same thing and use the concept frequently with the phrase innovation is evolution not revolution to get them to see things your way.
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To win over traditionalists on growth strategies, it’s essential to connect innovation with their values. Start by demonstrating how new strategies respect the core principles they believe in while offering a path to long-term success. Use data and real-world examples to show the positive impact of innovation. For example, when launching a digital marketing strategy in my team, I showed traditionalists how it complemented their existing methods and reached a wider audience. By involving them in the process and addressing their concerns, innovation becomes less of a threat and more of a tool for growth and sustainability
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Each one of us try to capture old learnings from time to time, it is safe or at least we can project the worst outcome and might have a chance to control. Human brain loves thinking about the negatives and try to protect us from all kinds of danger-survival mode- 1. Listen people deeply, show that you understand their fear and anxiety. 2. Show them the vision after 5 years. 3. Ask what they really need to take one step further. 4. Show them the low hanging fruits. 5. Form a coallition group, there will be early adapters. 6. Give them the work back. 7. Keep an eye on the results, deliver feedback and recognize people. 8. Adaptation is a dynamic process, change your strategy accordingly. 7.
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When I’ve encountered resistance to innovation, I focus on empathy and tangible outcomes. For example, in managing guest service operations, I’ve faced skepticism toward new practices like introducing up selling strategies for premium experiences. I started by piloting low-risk initiatives that demonstrated measurable revenue increases without disrupting established processes. Involving team members in brainstorming and implementation always helps create a sense of ownership and eased resistance. By framing innovation as a way to enhance guest satisfaction and operational efficiency, I managed to successfully turn hesitation into enthusiasm, fostering a culture where progress feels collaborative and beneficial for everyone. Also compromise.
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To win over traditionalists, I’d start by acknowledging their concerns and emphasizing shared goals—sustainable growth and success. I’d present data-driven examples of how innovation can complement traditional approaches, highlighting low-risk pilot projects or case studies. Involving them in the innovation process fosters collaboration, addressing fears while demonstrating how new strategies enhance, rather than replace, established practices. By aligning innovation with core values and showing its long-term benefits, I’d build trust and support.
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To win over traditionalists with innovation: -Highlight tangible benefits: Show clear examples of innovation's positive impact on similar companies. - Involve them early: Get their input to increase buy-in and ownership. - Provide training and support: Ensure they have skills to adapt comfortably. - Communicate effectively: Articulate the 'why' behind innovation and address concerns directly. - Start small: Implement pilot programs to demonstrate success before full rollout. - Bridge old and new: Show how innovation builds on existing strengths. - Focus on shared goals: Align innovation with company values and objectives. - Use influencers: Identify respected team members to champion change.
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One time a senior leader pulled me aside and said: "Alan, it's not about where you are asking us to go that's difficult... it's about what we're leaving behind." Implementing new strategy initiatives is as much about winning people's hearts as it is about their minds. - Show people where we're going - Explain why we're going there - Demonstrate how this initiative gets us closer - Listen to feedback - Answer questions - Implement changes based on feedback Pushback is an opportunity to build narrative and earn buy-in at a new level.
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Firstly you need to have an understanding of their perspectives and uncertainty. Acknowledge that change is not easy, and focus on the outcomes / benefits rather than the mechanics of the process so that they see the value of innovation. Find a way to merge innovation and transition strategies gradually (where possible) so that it becomes less overwhelming. Welcome their suggestions and involvement so that they become a part of the strategic planning and feel heard.
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