Convincing others that change is essential is one of the leader’s most challenging tasks. You can use your managerial authority to direct change. However, if your team members do not accept and embrace change, you will certainly not reap the full benefits of change. So, how to achieve buy-in on a global scale? In this article at PM Today, Sophie Cavanagh shares some tips to get others to buy in the change.
How to Achieve Buy-In?
Start with Why
“Organizations don’t like to talk about problems, yet a good problem should sit at the heart of any innovation,” says Sophie. Your ‘why’ statement clearly expresses your unique contribution to the change you want to bring in. It also highlights the immediate action that you want to take towards making an impact.
Enable Your Staff
Begin by creating a strong vision independently. Present your vision to your team during a collaborative session, get their feedback, and analyze their input. Enrolling others in your vision is the key to gaining buy-in and trust. Empowering your staff to think as innovators help you gain commitment and provides direction.
Communicate Your Progress
If you encounter strong resistance, you must use strong, open-ended questions to promote understanding on both sides. Most people tend to reject an idea out of fear. Ask your staff how you can collaborate with them to overcome their concerns. This will help you assuage that fear by showing what’s possible.
Make Space for Innovation
Innovation lets people with different skillsets to collaborate effectively in a meaningful way that creates change. Irrespective of an organization’s size, keeping innovation siloed can prove to be detrimental to organizational growth. If you have a global workforce, provide them your employees with tools to help you drive change. Show them how their innovation is contributing to change on a global scale.
To read the original article, click on https://www.pmtoday.co.uk/a-world-of-ideas-scaling-innovation-projects-globally/.