How can you help a risk-averse leader become more innovative?

1 Identify the root cause

The first step is to understand why the leader is risk-averse. Is it because of their personality, past experiences, organizational culture, or external factors? By exploring the root cause of their resistance, you can help them acknowledge their fears and challenges, and address them with empathy and support. You can also help them reframe their mindset from seeing risks as threats to seeing them as opportunities for learning and improvement.

2 Set realistic goals

The second step is to help the leader set realistic and achievable goals for innovation. You can start by identifying the areas where they have some flexibility and autonomy to try new things, and where the potential benefits outweigh the costs. You can also help them break down their goals into smaller and more manageable steps, and celebrate their progress along the way. By setting realistic goals, you can help the leader build their confidence and motivation for innovation.

3 Provide feedback and resources

The third step is to provide constructive and timely feedback and resources to the leader. You can help them monitor and evaluate their innovation efforts, and highlight their successes and areas for improvement. You can also provide them with relevant information, tools, and examples to inspire and inform their innovation. By providing feedback and resources, you can help the leader learn from their experiences and improve their skills and knowledge for innovation.

5 Challenge and support them

The fifth step is to challenge and support the leader to stretch themselves and take calculated risks. You can help them identify and overcome their limiting beliefs and assumptions, and challenge them to think outside the box and experiment with new approaches. You can also help them cope with uncertainty and ambiguity, and support them emotionally and practically when they face difficulties or setbacks. By challenging and supporting them, you can help the leader grow and develop their innovation potential.

6 Model the way

The sixth step is to model the way for the leader by demonstrating your own innovation mindset and behavior. You can share your own stories and examples of how you have taken risks and learned from your failures. You can also show your enthusiasm and curiosity for innovation, and seek feedback and improvement for your own coaching practice. By modeling the way, you can inspire and influence the leader to adopt a similar attitude and approach for innovation.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?