A Choice

How should proposals for change be introduced to an organisation? Here is a dilemma.

One option, float an idea early in order to seek buy-in and benefit from collective engagement. Advantage: maximise opportunity for learning, kill poor ideas early, foster openness. Disadvantage: expose idea to criticism from 'sceptics' picking on detail, reveal 'flaky' elements of the proposal, not have the best arguments immediately to hand, raise uncertainty and concern without the means to immediately address them.

Second option, work hard to develop a detailed proposal that is then presented fully formed. Advantage: move quickly to action, limit period of uncertainty, circumvent forces of conservatism, have presentation well thought out, raise the bar for obstruction. Disadvantage: fail to use the knowledge resources within organisation, fail to obtain genuine buy-in, lose time pursuing flawed ideas through to excessive detail, waste credit 'forcing' change that could be obtained by consent, do not respect autonomy of components of the organisation - failure to consult.

So 'damned if you do and damned if you don't'. I suppose that the right strategy, as always, lies between the poles.