Let’s be real – even the best laid plans can use some outside perspective. As a leader, you may think you’ve got it all figured out. But taking a “my way or the highway” approach can backfire. Your team has valuable insights that can strengthen your strategy and avoid potential pitfalls.

So how do you get meaningful input without it turning into a griping session? In this post, we’ll explore proven tactics to get your team engaged in improving the plan. With some intention and effort, you can foster collaboration that leads to buy-in, innovation and shared ownership. Let’s dive in!

The Importance of Team Input

You know your team better than anyone. Don’t underestimate the benefits of tapping into their experience and ideas:

• Increased buy-in and morale. When employees get a chance to contribute ideas and provide feedback, they feel heard and valued. This leads to greater engagement and enthusiasm for executing the plan.

• More innovative ideas. Frontline staff and junior team members often have valuable insights about pain points, opportunities, and new ways of doing things. Tapping into their unique perspectives results in more creativity. 

• Identification of potential issues. Team members may spot flaws, risks, or implementation challenges that leaders miss. Getting input enables leaders to prepare contingency plans to address concerns proactively.

• Shared sense of ownership. Involving staff at all levels fosters shared responsibility for the plan’s creation and outcomes. This motivates people to actively participate in ensuring success.

Making the effort to get team input demonstrates that leadership cares about employees’ opinions. This builds trust, camaraderie, and alignment around organizational goals.

How to Encourage Team Participation 

For leaders accustomed to making unilateral decisions, soliciting widespread team input may seem daunting. These strategies can help promote engagement:

• Express appreciation. Genuinely thank team members for taking the time to provide feedback. This shows their contribution is valued rather than perfunctory.

• Highlight benefits. Explain how the team’s input will lead to a stronger plan and better outcomes for everyone. This builds interest and investment in participating.

• Make it convenient. Reduce barriers to providing input by scheduling sessions during work hours, providing anonymity, and using simple formats like online polls. 

• Establish psychological safety. Encourage honest input by ensuring people feel comfortable speaking up without fear of repercussions. 

• Close the loop. Follow up on which suggestions were implemented and provide context around why certain ideas weren’t feasible. This demonstrates the team’s feedback mattered.

With an atmosphere of safety, appreciation, transparency, and convenience, employees will more readily offer their perspectives to enhance plans.

Methods for Getting Input 

Leaders have several options for soliciting constructive feedback on proposed plans from team members:

Brainstorming Sessions

Gathering the team together to generate ideas in an open brainstorming session allows people to build on each other’s suggestions. Have a facilitator capture input in a shared document or whiteboard. Dedicate time for both generating and refining ideas.

Surveys and Questionnaires

Send out a short online survey with a mix of quantitative rating scales and open comment fields. This gives people time to thoughtfully submit written feedback anonymously. Keep questions focused to glean targeted input.

One-on-One Conversations  

Scheduling 15-30 minute conversations with individual team members enables in-depth discussion and follow-up questions. Take detailed notes and look for patterns across conversations.

Suggestion Boxes

Set up physical or digital suggestion boxes where people can anonymously submit ideas, concerns, and feedback at any time. Review submissions regularly and follow up on actionable input.

Focus Groups

Assembling different stakeholder groups provides perspective from distinct vantage points. For example, gather frontline staff, managers, senior leaders, clients, vendors, etc. Compare insights across groups.

Each methodology has pros and cons, so utilize a combination to get comprehensive, honest feedback on proposed plans.

Addressing Common Challenges

While getting team input can improve plans, it also comes with some common challenges leaders should prepare for:

Overcoming Resistance to Change

Long-time staff may be set in their ways and resistant to changes implied by new plans. Address concerns compassionately, involve resisters early on, and highlight how changes will benefit them.

Managing Differing Opinions 

It’s likely some perspectives and suggestions will conflict. Outline a clear decision-making process upfront and remain objective when evaluating input. Focus on alignment around core goals.

Ensuring Inclusivity 

Input sessions could become dominated by the most vocal team members. Proactively solicit ideas from quieter voices and set guidelines for respectful discussion. Have a facilitator ensure balance.

Following Through on Feedback

Team members will disengage if their feedback seems ignored. Avoid seeking input only to validate predetermined decisions. Be prepared to incorporate suggestions and communicate outcomes.

Anticipating challenges allows leaders to plan mitigation strategies. This ensures the team input process is constructive rather than frustrating.

Putting Feedback into Action

For input to improve plans, leaders must thoughtfully assess and act upon the feedback:

Review and Analyze Input

Compile all submitted ideas and evaluate them objectively against criteria like feasibility, resources required, and alignment with goals. Look for integration opportunities and overall themes.

Determine Feasibility and Priorities

While all suggestions have merit, leaders must determine what can realistically be implemented given constraints like budget, time, and strategic focus. Prioritize input that will provide the most value.

Create an Implementation Plan 

Develop a detailed action plan for incorporating feedback based on priorities, timelines, roles, and resources required. Build in measurable indicators of success. Submit the amended plan for approval if needed.

Communicate Decisions and Progress

Transparently share which suggestions will or won’t be implemented and the rationale behind these decisions. Provide regular updates on progress and successes as the enhanced plan is executed. 

Taking action on input demonstrates respect for team members’ time and ideas. Follow-through is critical for building an inclusive culture.

The Benefits of Team Input

While gathering team input requires an investment of time and effort, the payoff in terms of improved plans and organizational culture are significant:

• Increased buy-in and morale. Involving team members fosters engagement, enthusiasm, and shared ownership as people see their ideas reflected in the final plan.

• More innovative ideas. Tapping into diverse perspectives uncovers opportunities, insights, and solutions that leaders may have otherwise missed.

• Identification of potential issues. Team members may notice flaws, risks, or implementation challenges that allow leaders to improve and derisk the plan. 

• Shared sense of ownership. Collaboration on shaping the plan’s direction motivates staff at all levels to ensure successful execution.

Overall, taking a team input approach reduces the likelihood of pushback and drives active participation in transforming plans into reality.

Conclusion

While leaders are responsible for setting the course, getting team input allows plans to be stress tested and enriched with fresh perspective. This leads to greater buy-in, innovation, feasibility, and engagement. By actively seeking constructive feedback using a variety of inclusive tactics, then transparently acting upon suggestions, leaders can improve plan quality while building trust and morale.

The input process also strengthens company culture by fostering a spirit of collaborative problem-solving. While challenging at times, incorporating team ideas ultimately leads to better plans, better results, and a better organizational climate. The effort to involve staff and take their contributions seriously pays dividends across the board.

What steps will you take to get your team more actively involved in strengthening your next big plan? Their input may be the missing piece to take your strategy to the next level. Listen, learn, and lead together!