We all know that innovation is hard. But here’s a secret most executives don’t want to admit: often, the biggest obstacles aren’t the market or technology…they’re sitting in your own office. I’m talking about the subtle forms of resistance that can sabotage even the best-laid plans.
Spotting the “Enemies” (They’re Not Who You Think)
- The Middle Manager Who Never Got the Memo: They’re focused on hitting their existing KPIs, and see innovation as a distraction. They won’t actively fight you, but their inertia will suck the energy out of your project.
- The “We’ve Always Done It This Way” Crowd:” They mistake institutional knowledge for the ability to predict the future. Often, these are not your worst employees, but rather long-tenured ones resistant to change.
- The Risk Obsessed: Legal, compliance, some parts of finance… they have a vital role, but it’s often misaligned with the risk-taking needed for innovation. They’ll bury your team in paperwork under the guise of “prudence”.
- The Empire Builder: They see innovation as a threat to their powerbase. If your project succeeds, will there still be a need for their massive department? Expect them to subtly undermine collaboration.
Turning Them Into Allies (Or at Least Neutralizing Them)
- Gamify the Change: Don’t just preach innovation, create incentive systems that reward desired behaviors. Small bonuses for cross-team collaboration, or even just public recognition, go a long way.
- The Trojan Horse Project: Start with a small idea that plays to these folks’ strengths (process optimization, risk mitigation). Then, once you’ve earned their trust, layer on the more disruptive elements.
- Find the Hidden Champions: There ARE people within even the most hidebound organizations who crave something different. Seek them out, give them visibility on the project, and their enthusiasm can become contagious.
- Don’t Underestimate the Power of Flattery: Sincerely asking the naysayers for their input makes them feel heard. Often, they just want to know they haven’t been forgotten in the rush to embrace the new.
A Final, Hard Truth
Sometimes, you won’t win everyone over. If you’re truly onto something disruptive, there will be casualties. Be prepared to escalate to top leadership if someone’s obstructionism is actively damaging the project.
What are some of the most creative ways you’ve seen companies defuse internal resistance to change? Let’s share tactics in the comments!
