The opinions expressed by Entrepreneur contributors are their own.
As leaders, we may believe that our big concept will succeed, but pushing that idea across the finish line requires not only hard work but also a willingness to overcome challenges and pushback. There is an art to gaining stakeholder support before implementing an idea, and once leaders learn the right mindset and techniques, they can often get the resources and support they need. But first, people with big ideas need to overcome their fear of sharing them.
Why fear creates big ideas
All good ideas in this world die if leaders don't have the courage to share them. However, no idea is perfect from the beginning. Also, confidence is not a panacea. It is normal for some fear to arise when sharing concepts that go beyond what people already know or have experienced. Others don't want to share their ideas for fear of humiliation or lack of resources if their ideas fail. The easy way is to close your business instead of expanding it. But there must be a strong backbone of personal belief.
The truth is, perception is often reality, and few people are able to successfully persuade others when they are overwhelmed by fear. Sometimes, even the quality of an idea or the certainty behind it, it is only the circumstances that cause it to be ignored. There are often time constraints. Instead of fearing disapproval, ask how many people can support your idea and think about how you would build your idea if you weren't constrained by contracts or approval requirements.
This approach helps leaders remove some of the bias-based boundaries they place on themselves, allowing them to see the full potential of their ideas. This also increases confidence as stakeholders notice during the pitch and associate it with the credibility of the concept itself.
Related: Here's how to connect with every stakeholder in your company, from customers to investors to employees
get others involved
When leaders face fears that prevent them from expressing their ideas, there are some concrete ways to persuade stakeholders.
1. Take responsibility for your passion
Expectations of what others will do or offer hinder persuasion. Some leaders expect someone else to develop their idea or find a team to plan its execution, but if a budget is set, it can always happen. Not necessarily. It helps to start by looking within yourself. It's also common for leaders to want to hire other companies or third parties to cover some of the work, which can be a problem if your concept has a limited budget.
People who are passionate about their ideas don't wait for others to tell them what to do. Instead, they forge their own path. They are sufficiently driven by the concept that they are responsible for it and don't let others decide whether it lives or dies.
That's why I tell leaders to do their own due diligence. You need to use real data to create a plan that shows you know exactly how to win. Stakeholders are more likely to sign on when they see someone who takes ownership and has clearly mapped out a path to profit.
2. Become violent
It's great if leaders have enough money, time, and other resources. However, this is often not the case. I once worked with a woman in marketing who wanted to hire a company to produce videos training her on new product features. Our budget doesn't allow it. So I encouraged her to make something herself. What are the immediate results? She canceled the project.
To really push an idea, you have to find a way to execute it within limited resources. In the latter case, I pushed back and asked my colleague what she would do if I wasn't there and she just wanted to get something out the door. A week later, she had a complete storyboard. I told her to film it. She made popsicle sticks, cardboard, and paper cutouts, and filmed an entire educational video with stick figures.
Of course, stickman videos can't be used for everything. However, leaders don't always get the lower-level direction they want. Part of what stakeholders look for in any venture is to be resourceful. Stakeholders perceive this quality as a sign that a leader is a skilled troubleshooter, and in the long run, the ability to solve problems during execution reduces risk, making it a good choice for those who can provide support. attractive.
3. Tenaciously explore new paths
Historically, every generation has pioneered new ways of working, but today's younger generations are more likely to seek recognition. This group often relies on external evaluations to evaluate performance, determine next steps, and choose direction, and small interactions with their superiors carry great weight for them. They lean toward asking for permission to proceed rather than having a clear plan and asking for feedback.
In such scenarios, young innovators often consider “no” as the end point for their concepts. But ambitious leaders persevere. They will find a way to push the idea through, such as pitching it to another director. When leaders persevere in the face of rejection, they demonstrate the grit necessary to secure long-term investment returns.
Related: If you want to grow your startup and value, cultivate relationships with these three stakeholders
If you are completely sure, others can too
When presenting ideas to stakeholders, attitude is key to gaining support. If innovators can eliminate fear, demonstrate accountability through passion and due diligence, solve problems, and keep moving forward no matter what, they have a surefire recipe for buy-in. This means that Believe in your ideas wholeheartedly. Otherwise, someone else might share your idea because you lacked confidence. The art of persuasion begins within yourself, and the most important person you need to convince about your ideas is you.
