If you’ve worked in an office, you’ve likely walked into a meeting only to discover that management is launching yet another initiative, program, or system to solve a problem. These initiatives often come with bold promises: “This will change everything!”
Yet, for many of us, these programs flow by like a river. We might dip our toes in but rarely dive all the way. We sit on the sidelines, watching as yet another initiative comes and goes, leaving little more than a ripple in its wake.
But what happens when it’s your initiative being introduced?
You believe in it wholeheartedly. You’re sure this one will be different—transformational, even. And yet, you’re left treading water alone while your colleagues remain on the riverbank, skeptical and disengaged.
Clearly, this pattern isn’t just frustrating—it’s inefficient and ineffective. Time, energy, and resources are wasted on programs that don’t achieve their goals. Worse, they often fuel cynicism among employees who’ve seen it all before.
While I’m an optimist, I’ll admit the skeptics have a point: It doesn’t work to announce, “Everything will be different now,” and expect people to jump on board.
So, how can you ensure your initiative does create meaningful change?
Here are five proven steps to build momentum and gain buy-in from your team:
Step 1. Adopt a Grassroots Mindset
Borrow a tactic from grassroots organizers: knock on doors (figuratively, if not literally) and have one-on-one conversations. Find out if others see the problem the same way you do.
- Do they agree it’s an issue?
- Are they eager for a solution?
- What are their thoughts on your proposed idea?
By sharing your vision and listening to feedback, you not only build awareness but also gain valuable insights that can make your initiative stronger. When people feel heard and included from the start, they’re more likely to support the effort.
Step 2. Skip the Buzzwords
To create a well-rounded electronic feedback survey, your questions should address two critical Resist the urge to brand your initiative with a catchy name or slogan—at least at first. If your team is fatigued by previous failed programs, they’ll immediately associate your initiative with more of the same.
Instead, start small. Have informal conversations about the specific goals you’re trying to achieve and the tangible steps needed to get there. Framing it as a practical, low-pressure effort feels less overwhelming and more authentic.
Step 3. Walk in Their Shoes
Before presenting your idea, take time to consider how it will impact your colleagues’ day-to-day lives. What unintended consequences might arise?
If you’re unsure, revisit Steps 1 and 2. Ask questions to understand their concerns. For example:
- Will this add to their workload?
- Could it disrupt established workflows?
- Are there potential obstacles you haven’t anticipated?
By proactively addressing these concerns, you’ll demonstrate empathy and build trust.
Step 4. Engage Stakeholders Thoughtfully
Involve representatives from different teams or departments but approach this step with care. Consider how you frame your invitation:
Example A:
You: “Hi Laura, I’m launching an initiative to achieve X. Would you like to join the committee?”
Laura: “Oh wow, that’s going to be tough because of A, B, and C.”
You: “Exactly why we need you!”
Example B:
You: “Hi Laura, I’m working on an initiative to achieve X. I’ve been thinking about how it might impact your team, especially A, B, and C. I’d love your input on finding a solution that works for everyone. Would you join the committee?”
Laura: “Thanks for thinking about A, B, and C. I’d be happy to help. When do we start?”
Notice the difference? In Example A, Laura feels burdened with solving problems you didn’t anticipate. In Example B, you’ve already acknowledged her challenges, making her feel valued and aligned with your goals.
Step 5. Define and Communicate The "Win"
Even if you’ve gained initial buy-in, your initiative won’t succeed unless it delivers tangible benefits. Ask yourself:
- What’s in it for them?
- How will it make their work easier, more rewarding, or more effective?
Be prepared to articulate this clearly and consistently. If you can show how the initiative benefits everyone involved, it’s far more likely to gain lasting support.
The Secret Ingredient: Empathy
The common thread through all five steps is empathy. Change is hard, and it’s easy to overlook the human element when you’re focused on solving a problem. But by:
- Listening to individuals,
- Understanding their needs and concerns, and
- Inviting them to be part of the process,
…you’ll create a sense of shared ownership and a stronger foundation for success.
When done right, your initiative won’t just be another fleeting idea. It’ll become a shared journey—one where everyone paddles together toward a positive outcome.
Want to Learn More?
If you’re ready to use empathy as a tool for building buy-in, download our eBook, Getting Started with Empathy Mapping. It’s an engaging resource to help you understand your team and clients better for improved outcomes.
Reach out to Client Savvy to learn more about how using empathy mapping and implementing an effective client feedback program can turn insights into growth opportunities. answers@clientsavvy.com | 866.433.7322
