Want to make an impact in your new role? Position your ideas at work so they’re more likely to be heard.
“Hey Karin, “I was hired for my ideas and my extensive experience. I was told “We welcome your different perspectives, experiences, and ideas at work. That’s exactly what we need here! And now, I’m here. And I’m constantly hearing, “ahhh, I don’t think we can do it that way.” “Eh…. we tried that before…” “THIS IS THE WAY WE DO THINGS AROUND HERE…”
I’m frustrated and I’m getting the sense that I’m frustrating other people too. What should I do?” #AskingforaFriend
Three Practical Ways to Help Your Idea Get the Best Chance of Traction
Of course, every situation is different. But I’d start by paying attention to context, collaboration, and focus.
The best way to gain credibility for your ideas at work is to show that you understand the context. Will your ideas solve burning problems that solve strategic business challenges? Have you spent time really getting curious about the systems and processes in the business? Do you understand the mission, vision, and values? Do you have a solid understanding of how new ideas are considered and implemented?
Connect your ideas to the bigger picture – goals, values, long-term vision– and also consider the technical nuances and challenges for implementation.
Make sure your team knows that you have their (and the organization’s) best interest at heart. Worry more about the idea, than who gets the credit. Include others and get curious about their perspectives. Foster collaboration by taking time to learn from your colleagues and include them in your planning. Put people before projects and build trust.
When you come blazing into a new-to-you organization with tons of great ideas, focus is key. It can be overwhelming for your team and manager when you share too many innovative ideas at work all at once. Implementing new ideas takes work, time, and energy. So, what are the one or two changes that would make the biggest impact? Share your ideas at work strategically so that you are addressing those most impactful areas first. You will lose credibility if you start recommending changes to everything, everywhere, all at once.
I’m curious. What ideas do you have for this friend? How can you help them ensure their ideas at work are welcomed in their new role? Leave a comment below.
Are you a manager, senior leader, CEO, or team leader ready to cultivate a Courageous Culture at your organization? With higher engagement and a results-oriented approach to innovation? Where your employees speak up, share their ideas, and drive quality performance and productivity? Check out our Live Online and Hybrid Leadership Training. Let’s Grow Leaders programs are highly customized to your organization’s needs, practical, and interactive. Get ready for leadership development that sticks.
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