How to Get Others to Share Their Ideas
IN TODAY'S INCREDIBLY competitive work world, it is imperative to tap into the resources, ideas, and knowledge of the people around us. Research indicates that many of the greatest ideas do not come from the headquarters of an organization, but from the front lines. Staffs on the front lines are the closest to the problems, issues, and challenges any organization faces. These are the people who know how things really work. Without this information and perspective, organizations can become stale, lose their competitive edge, and ultimately become extinct.
Are the people around you sharing their thoughts, ideas, and perspectives? Have you created an environment in which people feel safe to do so? After a problem is uncovered, do you find yourself thinking, if only I had known? That may be a sign that the environment you've created is not safe enough.
Sometimes we fool ourselves into thinking that we are hearing most of the ideas and opportunities around us. But just consider how often you or others you know have failed to express ideas, rationalizing that no one cares or that it won't do any good. So it is only logical to consider that others might be doing this with you as well. Unfortunately, sometimes we condition people not to share their ideas with us.
We tell people we want to hear their ideas and opportunities, but when they actually do, we may debate them or not take the time to really listen. Consequently, the next time we ask for feedback and ideas, that person probably won't be willing to share, because they anticipate another negative response.
Organizations as a whole can discourage people from sharing their ideas. For example, sometimes organizations give employee surveys and then don't provide feedback on those surveys for months, if at all. In some cases, no information is provided about specific actions the organization will take to make improvements. Thus, employees rightly conclude that sharing feedback and ideas will do no good - that it's a waste of their time.
Here are some ideas that you can implement to change this perception. While these keys may seem basic, they're often neglected. Please read each one in detail, rate yourself, and ask yourself how you can improve your rating.
1. Ask people for their ideas.
This seems obvious, but employees often complain that no one asks them - and they are too timid to offer. The key is to constantly ask people for their ideas - and ask them in a variety of settings. Ask people in official meetings, in ad hoc and random meetings, and in one-on-one conversations. Some people are more comfortable in one setting versus another. If you keep asking them in different ways and in different situations, eventually they will share. Their ideas may lead to new opportunities for the organization. And if employees feel their ideas have made a difference, they will be more likely to offer new ideas without you having to ask. Some organizations even set goals and create rewards for ideas. If you do this, make sure it is for quantity of ideas, not quality. Because through quantity, you usually will get quality. Plus, you may hear some crazy, radical ideas. And as history has shown, those radical ideas may just be groundbreaking.
2. Appreciate all ideas.
Take all ideas seriously, regardless of what you're thinking and feeling. Don't dismiss any idea or quickly justify why something will not work. Ideas that seem crazy at first could turn out to be golden. Even though most of the ideas may not be useable, always be careful with your response. Watch your facial gestures, body language, tone of voice, and words. All responses should be open and appreciative. Clearly convey how much you value the input. Appreciating people for sharing ideas sends the message that you want them to keep coming.
3. Credit the creator of the idea.
Many participants in my seminars have experienced a coworker stealing an idea and taking the credit. They share how upsetting and disillusioning that is. Make sure you give credit to the originator of the idea when you put it to use -even if the idea has evolved or you have altered it slightly. This is critical for maintaining trust and creativity in an organization. It encourages the free flow of ideas, because it lets people know that sharing ideas and opportunities is not a waste of time. Instead, people will see that their ideas are a valuable resource - a resource that will be acknowledged and rewarded. Make sure you understand how the originator wants to be credited. Some people prefer public praise; some prefer private acknowledgement. Either way, make sure credit is given to the originator as soon as possible.
So, how do you rate? Hopefully you can see ways to improve and better solicit ideas and opportunities within your organization. Getting people to share their ideas openly and honestly is a process that can always be improved. When we create an environment where people want to share their ideas, we all reap the rewards!
Copyright, 2008, Steven Gaffney Company, All Rights Reserved
For permission to duplicate this article in any format please contact the Steven Gaffney Company at 703-241-7796 or Christina@StevenGaffney.com
About the Author
Thousands credit Steven Gaffney's keynote addresses, breakout sessions and intense seminars with making the critical difference in helping improve communication, boost teamwork, increase productivity and generate new business. Gaffney's speeches and seminars, combined with his print interviews and media appearances for his two books - Honesty Works! Real-World Solutions to Common Problems at Work & Home (2006) and Just Be Honest: Authentic Communication Strategies that Get Results and Last a Lifetime (2002) - have enabled him to help individuals and organizations make a significant impact. His clients include the Marriott, SAIC, American Cancer Society, American Express, Lockheed Martin, Citigroup, Raytheon, Texas Instruments, the Environmental Protection Agency, NASA and the U.S. Navy. Learn more at www.StevenGaffney.com
