Team

My leadership programs this week were vibrant with great fun, laughter, learning and connecting. The participants were eager to grab some new skills for their leadership toolbox while sharing their knowledge and experiences. As they worked on some of their department challenges, something that I hadn’t seen recently emerged. Discussion after discussion sounded like this:

“When we can’t solve our problem, we just give it to our boss.”

“We have little control over changing it, so we might as well just work with it.”

“We have some great ideas to improve the process, but we don’t think anyone will listen to us.”

Not a great mindset for innovation or change. Were these talented individuals really unable to take a risk? Did they really not see how they could make a difference and not just rely on their bosses for change? So began our time together.

As the workshop progressed, the energy began to grow. The team’s problem solving became very focused and idea after idea began to surface. Confidence started to build and possibilities were being heard across the room. So how did these teams of risk-adverse individuals transform into a “We can do this” strategy?

Here are the five ways to turn around risk-adverse thinking:

 1. REFRAME THE NEGATIVE

The negative perspectives that came with the participants were impacting their ability to take on their challenges. When we set ourselves up for failure, we will have a difficult time achieving success.

Swap out these statements for positive affirmations:

Instead of saying: “My boss gets paid to make this decision”, say “I can offer some great ideas to help my boss make this choice.”

Instead of saying: “I have no control here”, say, “I want to make this happen and will help in any way I can.”

[Tweet “Leaders who take risks can move from negative to positive thinking.”]

2. TRUST YOUR ABILITIES

What the individuals realized in the programs was that they had great front line experiences and knowledge that their bosses could use in making some changes. They needed to recognize their valuable skills and strengths and then be open to sharing them.

3. BRAINSTORM WITH THE TEAM

Brainstorming is a great technique to get ideas and suggestions out in the open. During the brainstorming sessions, wild proposals emerged. When teams are careful not to judge or eliminate possibilities at the start, piggybacking off one another’s suggestions, can elicit extraordinary results.

Hint: If a team wants to practice brainstorming, start with looking at uses for everyday objects such as a rubber band or an empty water bottle.

[Tweet “Brainstorming can help leaders empower others to share their ideas.”]

4. LOCATE THE DECISION MAKERS

After the innovative solutions were defined, the teams spoke about who would be the right people to approach to hear their ideas. It is critical to identify who has the authority to say “yes” to a new direction.

 5. SELL THE PLAN

The final piece in taking risks is being able to influence others and have them buy into the changes being proposed. To do this:

  • Present the plan in a clear and organized way
  • Give specifics and reasons for the change
  • Be confident and project like a professional
  • Don’t make the pitch by yourself but involve others on the team

Have you ever let the fear of taking a risk prevent you from acting? How have you handled risk taking in your leadership?

(photo credit-Flick creative commons Les Roches International)

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