Hi Robert,

All inputs are helpful. Planning may take a different course as a result of a consultation (there is no straight line from A to Z) — and that is fine. The point is to give people an opportunity to be heard and to be aware change is afoot.

Driving change is not without challenges (as you noted). It may be a good idea to get a few runs on the board (so to speak) before tackling a major change if your organization’s culture is change resistant.

Be a role model for doing things differently too. You can attract like-minded thinkers from across the organization. A cross-departmental team, even an informal one, is stronger when it comes to implementing changes.

When people sense they are supported, valued and appreciated for it, they are more likely to question established practices and to drive innovation which requires a certain degree of courage.

I personally think a lot of firms would benefit by promoting their creative thinkers (beyond MBAs) to leadership roles.

But I may be biased :-)