How can you get your colleagues to share their ideas?

Valuing diverse perspectives: I emphasize the importance of diverse opinions and experiences, showing that each contribution is valuable for enriching discussions and finding innovative solutions.

La única forma para generar confianza genuina es con un a empatía genuina, escuchar activamente y sobre todo, buscar las negociaciones para que las ideas vayan teniendo forma. Si las ideas de tus colaboradores no se toman en cuenta entonces llegara un momento en que no tendrá caso que te las digan porque no le das el valor que tienen. Busca en conjunto darle forma a casa idea y buscar un desarrollo de la misma para su realización. Interesate genuinamente en sus objetivos tanto personales como profesionales.

When I worked for the Department of Veterans Affairs, I was chosen to be the voice for my team during office meetings with the director. I was able to bring honest concerns from my coworkers to management because people trusted me. They could tell I sincerely listened to them, not just in serious or work-related ways! I listened to their jokes, tell stories about their kids, their background, etc. As long as you keep it professional, people can see when you take a genuine interest in them. I've found that's also the best way to get feedback from people who don't feel comfortable speaking in groups, but still would like to be heard.

Not everyone is naturally extroverted so every group has personalities that are overwhelming or intimidating to someone. Everyone has an opinion but they may not want to share it for various reasons. It may be as simple as not feeling like they have much to add or not wanting to be confrontational if they disagree with someone who is more outspoken. When people are less talkative it’s important to ask for their input to see if they are being represented and prompt them to respond. Sometimes putting that hand out is all someone needs to join a discussion and maybe share an idea or perspective that is new. Building the trust that it’s ok to speak up encourages them to do so moving forward.

To coax those brilliant ideas out of your colleagues, create a brainstorming fiesta! 🎉 Host interactive sessions where creativity flows faster than the office coffee. Encourage everyone to toss their ideas into the mix like confetti. 🎊 Offer incentives like "Idea of the Month" awards or treat days to sweeten the deal. 🏆🍩 Remember, a little friendly competition never hurt anyone! And don't forget the magic words: "There's no such thing as a bad idea...except maybe the one about replacing the coffee with kale smoothies." #TeamworkMakesTheDreamWork #InnovationStation

One of my favorite prompting questions in my team is: "If all barriers were removed, and budget wasn't an issue, how would you approach__?" This gives people the space to dream a bit bigger and creates a more open brainstorming dialogue that can create really innovative solutions, while also giving you a more focused idea of how this person strategizes and what talents they can apply to a project.

As perguntas abertas são essenciais para se iniciar um debate, partilhar opiniões e se criar um espaço seguro onde surjam ideias novas e inovadoras. As perguntas fechadas não permitem a evolução empresarial.

Yes, this will especially work best during exit interview 'cause employees tend to be more honest since they are living and they normally feel that it's the time to speak out what they've been holding on inside.

Sin duda las preguntas abiertas estimulan la creatividad. Lo que más me ha funcionado es agregar la pregunta ¿Qué más podemos hacer? ¿ Para que? El para que,nos da una visión de nuestros intereses y nuestra visión a futuro del resultado que deseamos y sobre todo un verdadero propósito. Siempre busco preguntar 5 veces ¿ Para qué?

Offering closed-ended questions gets closed answers, so try asking open-ended questions that encourage personalized responses. Explore each team member's thought process regarding their truth and uncover which experiences have inspired their creativity. Try to start your question with how, what, why, or when. This will encourage them to think deeply.

People usually feel safest in pairs or small groups. The simplest way to get an idea is to ask for one. You must listen to their answer and say "Thank you". If the idea seems ridiculous, still thank the person who gave it to you. You might add, "I'm puzzled, though; what would be the next steps to get it to happen?" If you are in a group, give everyone equal time to speak while everyone else listens. Go last if you are the boss. Don't evaluate the ideas until you finish. Sitting in a circle helps to create safety by reducing status barriers. The group process worked well for me. I helped a client avert a strike using it. As we left, she said, "That was brilliant. Bill me what you like."

Not everyone is confident by nature, and not everyone feels comfortable adding their input on a topic. It is not unusual for people to feel they are being bowled over when there are stronger personalities or voices around them, so they need an advocate. If you aren't the person who is assigned to be that leader, but you notice others aren't engaging them, speak up and ask them for their input. You may be comfortable enough to voice your stance but they may be waiting for some support due to intimidation or anxiety. If you can provide that, step up for them.

El espacio más seguro que conozco es cuando construyes un equipo donde puedes expresar tus ideas sin ser juzgado. Lo mejor es fortalecer la seguridad personal de cada integrante para que sepa que su voz y punto de vista es valorado e importante. Al principio es bueno que comente sus opiniones en privado o previa a una reunión en dado caso. Pero esa es una señal de que hay que trabajar el autoestima de forma importante.

Cuando tienes un líder que no parece presente cuando su equipo puede avanzar solo, significa que permites aporte de ideas con libertad. Si aprovechas el potencial de cada uno, reconociendo su personalidad y no te detienes a pensar si es cuadrado, o demasiado simpático, dominante o muy tranquilo, entonces ocupas esas cualidades en favor del crecimiento, recibiendo cada aporte como reconocimiento del desarrollo del equipo.

Building a safe space where everyone is free to air their views on several subject matter is a great avenue for birthing problem solving ideas. Encouraging people to talk and making them feel good afterwards is a good way to start.

Esta técnica de hacer una lluvia de ideas es fenomenal y cuando le incluyes la pregunta ¿ Para qué? y el como lo vamos a lograr puedes tener una idea mejor formada. Aquí a la hora de buscar opciones uso muchísimo el modelos GROW para ver el Objetivo, la Realidad, las Opciones y al final crear un plan de acción enfocado al resultado que deseamos.

I like adding a "crazy" round where the proposed solutions have to be so crazy that they are basically impossible. You can do this my asking questions like: "How can we solve this problem using spaghetti?" Or "How would a 6 year old solve this problem?" This sparks creative thinking and takes down the inner critic. These crazy solutions might then give some valuable perspectives and ideas for solutions that might actually work.

O brainstorming é importante para a evolução das ideias criadas, permitindo a evolução das ideias já existentes ou mesmo a criação de novas ideias. As técnicas usadas de forma eficaz permitem que as ideias não se percam, assim como priorizam as ideias mais relevantes.

Again, I would lean on a protocol for a brainstorming session. They are efficient and fair to all in the group. Check out school reform initiative's website for protocols.

All successful ideas should be acknowledged and celebrated! This way, the importance of sharing ideas will be well communicated to employees and others will follow : )

Nike, just do it? Acknowledge the effort and progress made so far. It makes people motivated. (Sure worked for me!) I'd suggest rewarding the extra mile go-getter with a sweet reward. (Corporates term it as 'bonus') Pavlovian psychology at work! xD

Un orden sin revisión es como no haber dado la orden. Si no mides los resultados de tus acciones difícilmente podrás conocer donde puedes hacer los ajustes necesarios. Es fundamental darle seguimiento a cada acción para saber si es o no viable continuar ejecutando dicha actividad o hacemos un cambio. Crea mecanismo de confiabilidad para asegurarte de los hechos y no de las interpretaciones.

Listening While we talk newly I am listening environment conversation, beliefs difference between person to person. Remember Mind map with the people collaboration. List out Conflicts and positive behaviour and response with each one. Recall with the emotion of the situations. Daily base means recall the objects and people interaction and their intention. These can help contribute on right time. We can serve our idea on situation based on.

It is good to share the implementation and the feedback with the colleague whose idea has been considered. It helps in learning and improvisation to both so as to know how and what the drawbacks of the inputs are.

If you want your colleagues to generate ideas, you need to be receptive as a good listener. Create an environment where the other person feels valued and at the same time, let them know their importance in the team. Highlight the impact of not having input from them, emphasizing it as a potential loss. Regardless of the idea they suggest, use power words instead of negative ones and make them feel that it is a good idea, encouraging them to explore more details for discussion. When you make a person feel valued, they will go the extra mile for you, contributing solutions that can immensely help in resolving a problem.

Foster a supportive environment: Create a culture of psychological safety where colleagues feel comfortable expressing ideas without fear of judgment. Encourage active listening: Listen attentively to colleagues' ideas, ask clarifying questions, and provide positive reinforcement to validate contributions. Provide structured opportunities: Host brainstorming sessions, team meetings, and workshops to facilitate idea-sharing and ensure everyone has a chance to participate. Recognize and act on contributions: Acknowledge and appreciate colleagues who share ideas, implement suggestions where possible, and foster open communication to promote collaboration.

Absolutely agree here. When you create safe environment people feel more comfortable. Provide feedback on new ideas, make people sure that all ideas are heard and when you take one idea into the project, your team can see the real example of implementing their ideas in work. If you are scared that people might feel uncomfortable after receiving feedback, you can make points how you will evaluate the idea or specific requirements, so it might help not to be too much disappointed for them if someone’s idea won’t work out.

Do not make them feel downsized for sharing their ideas, share your inputs on their ideas and add on how effective their idea can be, try to add thoughts which help them to build up on it, educate them enough to have a self realization.

In my experience, you need to create that kind of environment where every type of person puts their thoughts forward. Many introverts or less confident people shy away from putting their forward. In the past in my team I used to ask the question and ask every team member to write their thoughts in a google sheet which is shared with me. Once everyone writes I start in round robin fashion to listen everyone's thoughts. And if thoughts are conflicting I used to ask give reasonable arguments behind that and then come to the consensus. In this way my team used to enjoy a lot working together.