“If a company’s culture drives people to behave and perform in a certain way then it’s very hard to go against that,” said Dr Brockis.
“You might have a brilliant idea that’s going to support you, but if your boss doesn’t like it or your colleagues won’t support it, then it’s not going to work.”
Employees need to see that the person at the top, the managers, and the leaders are actually encouraging that culture themselves because this also gives people permission to undertake the same thing, Dr Brockis added.
That’s why any change should involve the people at the top walking the talk and listening to other people’s input, she said.
“They have got to let people say: ‘How about we try this because everybody is getting bogged down with this particular problem?’”
“That’s how we grow and develop – by sharing ideas. Some will be bad and some will be good, but if you are not open to it than you won’t have the opportunity to do something better which could give everybody a better outcome,” she said.
“It’s important to accept that it may not work, but at least you tried something different because sometimes the fear of doing it wrong holds us back.”
Dr Brockis said it’s also crucial to not let work get in the way of thinking about ways to improve tasks and learn new ways of doing things.
“We can get stuck in this busy wheel where we really don’t have the capacity to think: How else could I be doing this? What is realistic? What could I achieve? What could I be doing this slightly differently?”
Dr Brockis recently told L&D Professional
about why it's a good idea to allocate certain times in the day to be your ‘distraction time’ and reflect on how you can do things better.
Learning and innovation in the workplace are boosted by allocating time to think, supportive leadership and idea sharing, according to Dr Jenny Brockis, medical practitioner and author of the new book