New year, new ideas!

…And new pushback from the team. Whomp whomp 🙃

It’s normal and healthy to have internal debate at companies.

You want to have at least a few skeptics on the team so help you think through downsides and clarify your approach.

But when it’s important to get alignment around a new initiative, what can you do?

Here are 2 very simple but effective ways to get your team, board, family, anyone on board with something that feels like a (scary 😱) change!

1. Position it as an experiment.

I LOVE this strategy and do it all the time in my own life, personally and professionally.

Almost any new idea or project, I consider an experiment.

Let’s try it for a predetermined time frame and then reevaluate.

Why it works

• Takes the pressure off everyone involved!

• Keeps the door open for change or feedback

• Allows you to get started without having to consider every possible repercussion

• Breaks it into a manageable chunk of time (e.g. it’s not forever, just for a month)

• Makes it easier for people to come along on the journey

When to use it

• (Literally for everything but here’s some examples…)

• Trying a new wellness habit

• Seeing if an event has good marketing ROI

• Implementing a new metrics tracking system

• Working with a consultant or coach

• Iterating on your family’s nighttime routine

• Launching a new product offering

• Going after a stretch goal like speaking at a large event

All of these examples have money, time, or ego at stake. Lessen the risk by making it an experiment!

#PROTIP
Schedule time at the outset for the evaluation and feedback stage. Make sure to *ACTUALLY* cut or pivot the experiment if it’s not working!

2. Get everyone involved.

Another strategy I love across all areas of life is bringing people into the fold by asking for their help.

According to the Ben Franklin effect, you like someone better after you’ve helped them, even more than if they helped you.

(This is why asking for feedback from an investor is a great way to build a relationship!)

How to do it

• Start with that person’s strengths (“You are great at designing a streamlined process.”)

• Acknowledge concerns or reluctance (“I know you are not sure about this new product release strategy.”)

• Ask for help (“Would you be able to spend a few minutes mapping out a process that might work?”)

• Explain their importance (“Your operational brain power on this will really help the team save time and be more efficient.”)

What to ask for

• Something specific they are good at

• Feedback on a v.1 or something that already exists (this can take less time if bandwidth is a concern)

• Plan or recommendations on how to best implement a high level goal (“Here’s the desired outcome — how do we get there?”)

• Finding the right person or training someone (“Can you help me find and onboard the leader we need?”)

• A good attitude (“Your energy is contagious.”)

• If you’re asking for their time and work, specify how much time they need to spend (“30 minutes to help me think through pitfalls and how to avoid them”)

• If they have only criticisms, ask for their suggestions and solutions! (“What would you do? How would you mitigate that?”)

How to incorporate help

What *NOT* to do

• Ask for help and then totally ignore it 🥴🙃😬

What to do instead

• Explain upfront how you will use their help and the decision process. Don’t promise to include someone’s ideas. (“I’m asking for everyone’s input and then will use that to make a final plan.”)

• Give public shoutouts for any ideas or work they did (“Sarah found a great software option for us.”)

• Find something to include — give everyone a small win within the final plan (like in the Core Values process). Even if you don’t have high confidence or disagree about that item, if it’s not mission-critical, it may be worth conceding for the sake of alignment and the larger goal. Again, you’re testing it out and will reevaluate!

#PROTIP
Works for families, kids, loved ones as well. If I do a small part of a house project, I feel more ownership and interest in future projects. When my kids help cook dinner, they’re more likely to eat it. We let everyone pick an activity for family trips — adults have the final say — but everyone shapes the plan!

How do you get your team onboard? What helps you navigate change? Any tips or strategies to share?