They’ll never go for this idea, I thought. 

They are too conservative.

They want to keep things the way they are. It’s what’s been working for years. 

It can’t hurt to ask. 

Sometimes introducing new ideas and expanding a company can feel like being trapped in a box, especially in rigid organizations that have strict hierarchies and require a top-down approach to decision-making. However, it’s not necessarily the organization’s structure that hinders progress; rather, effective leaders need people who can take responsibility for their work and manage the company’s resources to move forward.

In a rigid organization, you may need to qualify and vet your ideas before presenting them, but once you have the go-ahead, the organization can provide incredible support.

In flexible organizations, there may be more room for creativity and open sharing of ideas, but leaders still want to see progress and may require more convincing before giving you the go-ahead.

Regardless of the organization’s structure, introducing new ideas requires trust-building with the leaders in charge. If they can trust you to take on a project and see it through to completion, the organization’s structure matters less.

An effective employee can work with the available resources at hand and make things work, no matter the context or constraints. It’s essential to keep your vision in mind and approach people and processes in a way that aligns loosely with the vision of the organization.

Overall, if you are interested in proposing new ideas and making change, it’ll be better received by the people in charge if you can build trust, take responsibility, and manage the organization’s resources effectively. It requires a shift from simply doing what you are told to being more proactive in all aspects of your work.

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