> Good organizations value good ideas, irrespective of who thought of them.
Ideas with only upside and no downsides may be trivially executed. The problems come with ideas where costs are certain and up-front, while benefits are medium-to-long term, and the transition may carry risks of its own. Big changes and ideas usually are disruptive and the best organizations may still struggle to pull them off.
In my experience even in good organizations people may have different assessment of what's a good idea precisely for these reasons, and getting people aligned behind such changes is what leadership is all about, and does need patient groundwork.
Ideas with only upside and no downsides may be trivially executed. The problems come with ideas where costs are certain and up-front, while benefits are medium-to-long term, and the transition may carry risks of its own. Big changes and ideas usually are disruptive and the best organizations may still struggle to pull them off.
In my experience even in good organizations people may have different assessment of what's a good idea precisely for these reasons, and getting people aligned behind such changes is what leadership is all about, and does need patient groundwork.