In the world of Venture Financing, there’s a syndrome – ‘too smart to invest’. Some really smart venture investors are able to find flaws in every business plan that they see, making them too risk-averse to actually invest in anything :). Their strength and smartness become a derailer and they are not able to bet on companies of the future!
This “too smart to invest” syndrome is seen in some of the corporate leaders as well who are well-intentioned, smart, and capable, but often are focused on ‘why something will not work’ vs ‘how can we make something work.’
HR initiatives often carry a lot of baggage. The baggage of past initiatives that did not work, initiatives that the sceptics (20-30% of the workforce) didn’t take an interest in, and innovative ideas that were shot down!
However, do we sometimes forget to think about the enthusiasts and early movers (30-40%) in the population? Not to mention the fence sitters (another 30-40%)? Why don’t we design for enthusiasts and early movers and use their success stories to evangelize the benefits to the fence sitters?
We can’t please everyone in the organization! Being inclusive doesn’t always mean being ‘all-encompassing’. Being inclusive also means not failing to provide opportunities to people who care. Design for people who care and others will follow suit.
Why should the enthusiastic suffer because of the sceptics?