YOUR GREAT IDEAS: How are they doing?

If we traced the path of GREAT IDEAS in the finest of organizations, we would probably all be astounded at the rate at which NEW THINKING is unintentionally squelched, squashed, smashed, stifled, smothered, misunderstood, ridiculed or just ignored.

Ever had this experience?
Ever felt like this woman looks?

This is what I wrote in an article a few years back. Around the same time, I was invited to speak at an ONLINE leadership forum with a focus on How to Get Buy-In for New Ideas. Over 550 leaders and innovators showed up to explore this topic, representing twenty countries. They came from major companies from every industry, as well as entrepreneurs, government, military, education, health care, and community organizations. I discovered the group was a cross section of CEOs and senior leaders, managers of every type, as well as educators, business owners, ministers, and consultants. Imagine all this diverse talent coming together, peer to peer, meeting on common ground, because they were brimming with NEW IDEAS to bring to their respective organizations. Following the online session, I conducted some follow-on dialogues. Three key themes were identified as BIG BARRIERS standing the the way of introducing the participants' NEW IDEAS:

• Culture isn’t open to new ideas. Resistance to change. There is a lack of interest in change and innovation. Everyone sees the need; no one wants to take the risk. New approaches aren’t welcomed.
• Gender, race, and age still play a role in acceptance of new ideas in our organization. If you think differently or ask too many questions, it leads to losing the respect of senior leaders.
• Senior leaders/managers take ideas and present them as their own. The focus from our leaders is on execution of strategy; they’ve forgotten people are leading it for them. It would be great if they showed more interest in what people have to say.

This begs a question...
What are the chances that you or other leaders in your organization might be leaving similar impressions about sharing NEW IDEAS? No one would purposely want to have members of their teams or constituents thinking this way. But perception is everything and this kind of breakdown in communication isn't uncommon. It erodes trust and impacts all organizations ability to put differences to work to generate new thinking, creativity, and INNOVATION. At this time in our history, we can't afford it. Too much is at stake.

A CONTINUING SAGA
What is alarming is that this reality doesn't seem to change --- at least in the perception of many of those with the GREAT IDEAS. I remember these same barriers coming up now and then throughout my career too. Last week, I partnered up with futurist and filmmaker Joel Barker to teach a professional development class on this topic. It focused on examining resistance to change, providing detailed guidelines, examples, and a step-by-step process that demonstrates how to get ideas accepted. Interestingly, we again discovered a similar result in a poll we took. A new issue did surface --- 23% identified "information overload -- breaking through the noise as a major barrier. However, a whopping 84% brought up issues similar to those noted above as standing in their way of introducing and seeding NEW IDEAS in their organizations.

Even before my time at IBM circa 1969, Thomas J. Watson, Jr., wrote in one of his well-known Management Briefings: "There's an old saying that when you talk --- you teach, when you listen --- you learn. There are a lot of ideas worth listening to in this company. Let's be sure we're paying attention --- we are never so rich in ideas that we can afford not to..."  It should be noted that this quote was preceded by him sharing a personal leadership story where he hadn't listened to an employee's idea to solve a critical business problem. "...Because I was frustrated and tired, I gave [the employee] a short interview and a non-sympathetic rebuff. ...Later that evening, I began to worry about the area which he had pointed out, and by morning, I realized that at least constructive and appropriate attention to his idea was the minimum he should expect from me." Hmmm...Big leadership at work!

What about YOU?

For those of you who never have this kind of experience...
What best practice can you share to help others who do?

I look forward to listening your points of view...

Best...
Debbe

Debbe Kennedy
Contributing author
Greater IBM Connection Blog
Co-Founder, GIBM Women's
International Network for
Leadership (GIBM WIN-L)

Founder, President & CEO
Global Dialogue Center and
Leadership Solutions Companies
author, Putting Our Differences to Work
The Fastest Way to Innovation, Leadership, and High Performance
IBMer 1970 - 1991 L.A.; Anchorage; Seattle; San Francisco
Twitter:@debbekennedy   @onlinedialogues

Comments

[ethnmcrt]

Debbe, Another really great post. It's got me thinking. I have seen small programs become big successes and then develop their own inertia. Oftentimes an entrepreneurial leader can get bogged down in the mechanics of the organization -- sometimes this is reinforced by the culture of the organization, but more often than not it's the other way around. There's no magic bullet for staying as fresh as a cucumber when surrounded by pickles, but making sure you listen to ideas from unlikely places and check yourself when you hear yourself saying "no" to an idea (as Watson did in your story) is a good start.

[Sue]

Debbie - people with asperger syndrome are very good at seeing what (neurotypical) others don't see. They have a different perspective on the world, but this is not necessarily a bad thing. They are very analytical and creative, but are often disliked by their peers because of their differences. As a result their ideas are most often not heard. Many people in IT and the sciences have aspergers. Companies should be aware that there are many talented individuals who are under-utilized as a result. I would be interested in your thoughts on this.

[debbe kennedy]

Dear Sue,
Thank you for sharing this important message. Your point that "companies should be aware that there are many talented individuals who are under utilized..." really resonated with me and I appreciate you pointing our realities for employees with aspergers. I think it isn't the companies that need to be aware --- more specially all of us in them need to learn to SEE DIFFERENCES DIFFERENTLY. We are missing much of the many dimensions of DIFFERENCE each one of us represents and our limiting beliefs about each other and sometimes ourselves create the experience you share.

I've been blessed to have worked with people with many differences, including people with disabilities --- and have learned to see that we all have so much that makes up who we are. It is remarkable to see the talent that is there if we learn to see and appreciate one another. Since you asked about my thoughts, you may be interested in an article I wrote not too long ago called "DIFFERENCES: We have more than you think!" http://tinyurl.com/lsehpk

One of my heroes --- a master at reinventing himself and uses his DIFFERENCES --- an "innovative spirit" is a man named Bill Tipton. I wrote a story about him a few years back... http://www.globaldialoguecenter.com/docs/DK_PMAD.pdf

Bill recently wrote a timely article you may also find helpful. http://globaldialoguecenter.blogs.com/disabilities/2009/09/discovering-your-unique-transferable-skills.html

Thanks again, Sue, I am really going to be even more aware because you thoughtfully shared this comment.

Debbe

[debbe kennedy]

Ethan,
My response written to you last week sometime somehow went poof! Loved your post. Think all of us need a generous dose of self-examination now and again --- and a little TJ Watson wisdom ususally is also a plus! During these times of challenge, think we all have to help one another maintain an openness to new thinking and great ideas. You are right that it is hard to stay "fresh as a cumcumber" in a land of "pickles". FYI --- I've personally find you pretty FRESH --- you are always open, helpful, and supportive in how you approach your work. Thanks :-).
Debbe

[Buddhika]

Hi!

Great work......