Adaptation As Innovation
By Les Mottosky
Teams are powerful because they bring different gifts and perspectives. That mosaic of diversity is pure potential. But it doesn’t want to be controlled. This resistance to change is natural, and when shared by a group, that opposition can compound.
So how to turn this natural psychological defiance into alignment? By including people in shaping the change itself. This is simple, not easy. But with the right structure, it'll flow more smoothly and rapidly lead to results.
1. Invite input
Present the change for what it is: a draft idea that needs refinement from the team. This signals trust and respect which are often the first antidotes to resistance. Every person sees they have a role in shaping what comes next. In a culture of any kind, the one thing that an individual wants is to feel needed and appreciated. By including everyone's input, questions and feedback, you're fulfilling that need.
2. Align around purpose
Host a discussion: Why is this change needed? How will it make the organization better? Once all views are aired, have the team choose the top three benefits, inviting all perspectives. Debate sharpens insight and builds advocacy even among dissenters. This step ensures everyone is heard, and leads to them feeling valued rather than dismissed.
3. Empower ownership
Next, identify the implementation team based on strengths and roles. Your job as leader isn’t to push the change through; it’s to make sure it happens. When purpose is shared and ownership distributed, energy replaces friction.
4. Simplify execution
Invite the implementation team to create a one-page game plan, using the Pareto Principle. This creates a focus on the 20% of actions that'll drive 80% of results. Keep it to 3–5 high-leverage goals which creates the conditions for an everything you need, nothing you don’t outcome. This emphasizes focus, speed and learning from the feedback of measuring the progress. A minimal approach embraces the reality that every plan – no matter how well thought out – is always a best guess. Measuring that plan weekly provides cadence and the timely feedback to adapt as needed.
With these four steps, you build more than just alignment. Rhythm, energy, and momentum are also created. As those traits emerge, resistance fades and enthusiasm grows.
Deep down we all know that change is always happening. And a misguided friction still emerges. The above approach embraces that reality. The principle these 4 steps incorporates is that people don’t resist change; they resist being changed. And when they're the ones driving it, that resistance dissolves.
TAGS: #Adaptation As Innovation #Alignment Matters #Radical Reframe #Cultural Creativity #Wisdom In Leadership
Les Mottosky
Adaptation Strategist // I help organizations turn creativity into their competitive advantage by aligning leadership, culture and strategy to unlock adaptive innovations.
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