May 23, 2016

What do downsizing and innovation have in common?

Posted By: Fiona

Q: What do downsizing and innovation have in common?

A: Not much

In a recent blog I shared ways some businesses are avoiding the need to downsize in a downturn and the benefits they’re receiving as a result.

Of course, one of the first questions then becomes “But how do we do it in our business?” Actually, before that it’s usually the firm statement “That’s all very well for them but we’re different.”

(On a side-note, I’ve heard “Yes but we’re different” throughout my career. It’s less true than you think.)

So…how do you do it? How do you find ways to avoid downsizing your own business during a downturn?

Ask and listen to your people

Here’s a novel idea…ask your people. And then listen, really listen, to their answers. Listen with the intention of hearing what they say, whether it confirms or differs from your own understanding. Listen with the desire to feel what other people are feeling. And listen with the willingness to change. Change your paradigms, change yourself, change your organisation.

But first reduce fear

Your first step needs to be to create the conditions in which your people can come up with their best ideas. And that means starting by minimising their fears.

This is where the mismatch between downsizing and innovating comes in. When we’re scared our brain function narrows. We become prone to knee-jerk responses, miss the bigger picture, lose flexibility of thinking, and are less able to be empathetic. So how can we expect people to do their most innovative thinking if we’ve put them in a condition of fear by threatening to take away their jobs?

Be truthful and compassionate

I’m not suggesting lying or concealing the truth of a sticky situation, not at all. Be truthful and transparent. Ask for help finding solutions that keep every affected person as whole as possible. If in the end despite everyone’s best efforts some people are let go, treat them with the same compassion you’d show if you were retrenching your own son or daughter. And work to find ways to avoid laying anyone else off in the future.

How do you gather their ideas?

There are a number of methods for seeking the ideas of a large number of people, including Open Space Technology. But only ask for people’s ideas if you’re going to be willing to act on the results. It’s important you’re clear at the outset if there are any no-go areas so you reduce the risk of people spending time creating recommendations you have good reason to decline. Look for ways to say “Yes”.

Good ideas can be found in all parts of an organisation. Ask well-chosen questions, listen carefully to the answers, and you may achieve things you think are impossible.

Like help gathering innovative ideas from your people? Reach out

Posted By: Fiona
Posted In: Business, Conscious, Creativity, downsize, Downsizing, downturn, Employee engagement, layoff, Leadership, Motivation, Values

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