Challenging the Process for Organizational Growth

Change the Status Quo

In 2025, organizational growth often relies on the willingness of leaders to challenge the status quo. The business landscape is evolving quickly in all industries, and sticking to what worked in the past sometimes means falling behind. To thrive, leaders should embrace risk, experiment, and inspire their teams to do the same. 

Why Challenging the Process Matters

Organizations that embrace change and innovation thrive, especially in the roller coaster of what is today’s landscape. Yet, many leaders hesitate to take risks, fearing failure or resistance. This fear is not completely unfounded. According to Oak Engage’s Change Report, 30% of employees are skeptical of how change might benefit them and the business overall but are open to hearing more from their managers and colleagues about why the change is valuable.

For leaders, this presents an opportunity to embrace the practice of challenging the process. "Challenge the Process" is one of The Five Practices of Exemplary Leadership® outlined in The Leadership Challenge®, an evidence-based model of leadership development grounded in the research of Jim Kouzes and Barry Posner. This emphasizes the importance of leaders seeking opportunities to improve, taking risks, and driving change. It involves questioning long-standing processes, exploring new opportunities, and venturing into new territory. By challenging the status quo, leaders foster an environment where innovation thrives, leading to continuous improvement and organizational growth.

While obstacles such as employee skepticism or the fear of initial failure may arise, leaders who encourage this mindset or embrace this mindset themselves create environments where creativity and growth thrive. By navigating these challenges with transparency and open communication leaders can demonstrate the value of change and build trust within their teams. Ultimately, overcoming these hurdles fosters a stronger, more innovative organizational culture!

Key Questions to Start Challenging the Process

To start challenging the process effectively, leaders can evaluate their teams and identify areas ripe for innovation. Consider these questions:

1. Do team members feel comfortable sharing their ideas?
2. What long-standing processes no longer serve their purpose?
3. Where are we playing it safe, and what risks could lead to greater rewards?
4. How can we use small experiments to test new ideas before fully implementing them?
5. Are we acknowledging lessons learned from failures as much as successes?

Reflecting on these questions can uncover hidden opportunities for growth and improvement. By addressing gaps and creating a supportive environment, leaders can enable their teams to drive meaningful change.

Challenging the Process is the Key to Change

Experimentation is at the heart of challenging the process. Leaders who foster a mindset of trial and error open the door to groundbreaking innovations. A study by Harvard Business Review found that leaders who foster a culture of experimentation within their teams experience a notable 60% improvement in team adaptability, along with a 25% greater likelihood of reaching long-term objectives by encouraging a trial-and-error approach. This approach highlights an essential truth: experimentation doesn’t mean diving headfirst into something new. Instead, it involves calculated risks and tests to explore possibilities. Leaders can start small, identify what works, and go from there!

To lead teams in challenging the process, leaders must set the tone first. This begins by modeling a willingness to take risks and learn from mistakes. Encourage your teams to:

• Share new ideas: Start with low-cost, low risk experiments to test the waters.
• Debrief: Create regular opportunities to review outcomes and refine approaches.
• Recognize Team Members: Celebrate team members who take initiative, regardless of the result.
• Give Your Team the Resources: Give teams the time, tools, and support needed to innovate.

As we move into 2025, organizations must prioritize growth through intentional change. Leaders who challenge the process not only drive innovation but also build resilient teams ready to tackle the challenges of the new year.

Now more than ever, organizations need leaders equipped with the right tools to inspire, engage, and drive meaningful results. Join us Thursday, February 13th for a 45-minute webinar designed to introduce you to The Leadership Challenge® Workshop and Facilitation Training, where you’ll discover the leadership tools essential to building stronger, more effective teams.