En mi experiencia el mayor incentivo para la creatividad es conformar un ambiente de libertad de expresión. Se toma en cuenta el aporte de todos, sin prejuicio. Si alguna propuesta no es apropiada para un momento dado se conserva en un registro y se retoma cuando sea pertinente. Invitar a personas con perspectivas diferentes contribuye en varios sentidos: contrastar con las nuestras, enriquecerlas, ajustarlas y observar que la resistencia al cambio se produce de manera más frecuente de lo que pensamos, aún en los equipos creativos. Innovar demanda convicción y compromiso con los miembros de nuestro equipo.

In my experience, the key to combating resistance is communication. Determining why the person(s) is pushing back, and using that to find a common ground and resolution.

To integrate new perspectives effectively in problem-solving, implement the "Incremental Adoption Strategy." Begin by introducing small, manageable changes that demonstrate immediate benefits. This allows team members to experience the value of new ideas without overwhelming them. Pair these changes with consistent communication, explaining how each step aligns with the broader vision. Foster a culture of collaboration by encouraging feedback and adjusting based on insights gathered from early adopters. Over time, these incremental shifts build momentum and reduce resistance, making it easier to embrace larger, more transformative changes. This approach ensures sustainable integration of fresh perspectives.

One thing that I have found useful is to agree that all the teams are having the same goal regardless the way to reach that goal , This makes the whole experience more into reaching the same destination rather than resistance

Actually I disagree with the idea ‘show new perspectives’ , I think the way to problem solve is by looking back to learn and looking forward to envision possibilities. Mapping new perspectives to identified pain points and system lever/policies is one way to integrate them into solution sourcing . Talking to people who have lived experience of the problem is key to developing insights into pain points This backed with evidence and data can lead to problem definition.

A la hora de buscar soluciones dos consejos que me funcionaron muchas veces: 1. Mantén el foco en el problema, no te enamores de la solución (y menos de la primera que parezca correcta) 2. Todas las ideas sirven, escucha todo lo que puedas y a todos los que puedas Te los comparto, ojalá te funcionen también...

𝗣𝗿𝗼𝗺𝗼𝘁𝗲 𝗢𝗽𝗲𝗻 𝗗𝗶𝘀𝗰𝘂𝘀𝘀𝗶𝗼𝗻𝘀: Encourage team members to share thoughts without fear of judgment. 𝗣𝗿𝗲𝘀𝗲𝗻𝘁 𝗘𝘃𝗶𝗱𝗲𝗻𝗰𝗲: Highlight successful examples of new approaches to build confidence. 𝗖𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗲 𝗚𝗿𝗮𝗱𝘂𝗮𝗹𝗹𝘆: Implement changes incrementally to ease adaptation. 𝗥𝗲𝘀𝗽𝗲𝗰𝘁 𝗢𝗽𝗶𝗻𝗶𝗼𝗻𝘀: Validate existing methods while introducing fresh ideas for balance. 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗘𝘅𝗽𝗲𝗿𝗶𝗺𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻: Create a safe space for testing innovative solutions without immediate pressure.

“Change cannot be put on people. The best way to instill change is to do it with them. Create it with them.” — Lisa Bodell So, I will encourage my peer to walk the talk together, start by discussing the end goal, develop the roadmap and timeline, identify potential hiccups, acquire knowledge and resources to reach the goal - together.

From my point of view on overcoming resistance to change in solving problems: 1. Listen and involve others: Make sure everyone has a voice in the conversation. When people feel heard and included in the process, they’re more likely to support the change. 2. Start small: Focus on gradual changes that can show quick wins. Early successes build trust and make the transition smoother. 3. Embrace innovation: New perspectives often lead to faster, more effective, and cost-efficient solutions that can bring real value to the organisation. The key is approaching resistance as a chance to collaborate and innovate, turning challenges into meaningful progress.