Innovation has become the currency of success among companies today. Often, companies that perform the best are the least consumed by imitation and emulation, but rather they focus on creating something new and leveraging on new technologies for efficiency.
Innovation and its pressure on the labour market and workplace requires adaptability and resilience, behaviour that many workers and teams do not feel prepared to embrace. How can you, as a leader, lead in creating an environment that encourages innovation and bring the team onboard the transformation?
In this week’s article, we bring to you another 5 tips recommended by the Forbes Coaches Council for leaders on how to encourage their teams to embrace innovation:
6. Explain The Value
Often, the reason for resistance in adaptation to new technology stems from the perception that the new technology is either more cumbersome, difficult to learn, or time-consuming. When introducing new technology, first explain the benefit as it relates to the staff, then the advantage for the company. By introducing it from an employee perspective, you will influence a higher willingness to adapt. (Debra Porter, ExecuClass Professional Resumes and Executive Branding)
7. Let Them Experiment
To help your teams embrace change, create a structure for experimentation and let individuals explore the technology or innovation without any pressure to implement immediately. As the leader, participate in the structured experiments with your team and facilitate a conversation about potential applications. This will help people build their own “why” so they can buy in and use it regularly. (Jennifer Clevidence, Jennyclevidence.com)
8. Communicate The “Why”
Employees will get behind technology and help innovate if they clearly understand the “why” behind it. Often times, senior management only communicates part of the strategy or the “tasks” that need to be done. If team members know the end game, they’ll be more encouraged to get on board. At the end of the day, people want to know “What’s in it for me?” so why not share it. (Terra Bohlmann, BrightBound)
People change when they’re experiencing a problem and believe they can solve it. If you want people to embrace new technology, get in their world; find out how they think and talk about their work. Do the work to speak in their language and frame the change through their wants and needs. (Taylor Jacobson, TeamPossible: Achieve more of what matters)
10. Model The Value
For some, change can be a threat that engenders feelings of fear. The best way to reduce this anxiety is to serve as a role model for the change and to acknowledge the concerns it may evoke. Demonstrate its value proposition in action by making your embrace of it transparent, including your own challenges in mastering the new technology, and don’t penalize those who may be slower to sign on. (Richard Orbe-Austin, PhD, Dynamic Transitions Psychological Consulting, LLP)
This post was originally published here on Forbes.com in October 2016. TheYoungProfessionalGroup.com takes no credit for the work of the author.