If you ever questioned a process at work, you may have received the typical response, “Well, that’s how we’ve always done it.” If you’re a visionary, this statement might seem absurd. Yet, most people are hesitant to challenge the status quo. Challenging the current state involves questioning how things are being done and offering ideas for improvement. While it’s necessary to promote creativity and innovation, going against the grain can be intimidating for leaders who fear it may risk their jobs. In addition, it can result in ripple effects throughout the organization, including resistance, damaged egos and microaggressions.
One reason individuals resist change is status quo bias—a cognitive bias that makes people more likely to want to maintain things as they are. Some other common reasons employees oppose change in the workplace include fear of the unknown, mistrust in leadership and a poor communication strategy. Yet, the only way for companies to innovate is to evaluate current processes and consider new ways of doing things. Without taking calculated risks, organizations will miss out on potential growth opportunities and find it difficult to remain competitive.
While challenging the status quo isn’t easy, it’s essential for a company’s survival. If you’re ready to drive meaningful progress at work, these strategies will increase your chance of success.
Consider Your Approach
While every organization has room to improve, the first reaction is to resist change. To counteract this response, begin with a curious approach. Challenge the status quo by asking probing and clarifying questions to spur healthy dialogue. Try introducing your thoughts and ideas to individuals or in small groups before speaking up in company-wide meetings. Before crafting a detailed case, develop a short elevator pitch describing your recommendations. The initial goal is to generate early feedback and support. Gathering comments early on will help you identify trends and hone your proposal before discussing it with your manager.
Move Up The Chain
Once you’ve gathered feedback and found internal champions, it’s time to sell your ideas to your boss. Set up time for a private meeting so that you can share your thoughts. Then, frame your proposal to tie it to the organization’s goals. Depending on your manager, describe your idea with a focus on an opportunity or a threat. According to Harvard Business Review, managers are more likely to endorse ideas that focus on either an opportunity or a threat, not both. Finally, anticipate questions and potential obstacles. Here are a few examples of what your manager might ask:
- What are the risks?
- What is the potential upside?
- Will we need an additional budget?
- What does the timeline look like?
- Do we have sufficient staff to implement these changes?
By preparing ahead of time, you’ll strengthen your case and be more likely to secure the necessary support.
Build A Compelling Case
Because you can anticipate resistance to change, making a persuasive case is a crucial next step. In other words, address why you are challenging the status quo. Also, be sure to know your audience. A presentation to a team of project managers will look different than what you might present to your CEO. Start by clearly stating the reason change is necessary. Then, provide evidence to support your case. Some examples include financial models, industry research and competitive data. Break the information into manageable chunks so your audience quickly understands it. Finally, don’t underestimate the power of storytelling. Ask yourself who will benefit from the change and describe in vivid detail how their lives will improve once your recommendations are implemented. By making a compelling case, you’ll be more likely to build support for your initiative.
Involve Employees In The Process
According to Gartner, more than 80% of organizations manage change from the top down. Yet, Millennials, the largest working generation, value transparency and collaboration. When planning to challenge the status quo, find ways to solicit feedback from employees. Ask them for their suggestions as well as how they want to be involved. Implement ways for people to share their opinions, including surveys, focus groups and one-on-one meetings. Even collaboration tools like Slack and Microsoft Teams can be used to break down silos and encourage idea sharing. Finally, empower employees by creating teams or committees to brainstorm ideas and encourage strategic thought. Keep the lines of communication open and be as transparent as possible. By engaging the organization, you are more likely to build consensus and support.
Exercise Emotional Intelligence
Research shows that emotionally intelligent individuals are more likely to succeed in leading change. For one, they are better able to communicate why change is needed. Emotional intelligence (EI) also enhances your ability to create and share a vision that inspires the overall team. Because change has an emotional impact, those high in EI can regulate their own emotions as well as recognize and understand the feelings of others. To develop EI in the workplace, elevate your self-awareness and respond with empathy. Practice active listening so you can foster trust and anticipate resistance. By emphasizing your relationship management skills, you’ll be able to find common ground and align the team toward a shared goal.
Whether it’s the workplace or life, change is the only constant. To inspire positive change in the workplace, be brave enough to challenge the status quo. By shaking up the system in a healthy and productive way, you’ll drive the innovation and growth necessary for lasting success.