Innovators and Conservators: Recognize and navigate the barriers to growing organizations.

Change is the only constant. Evolution proves it, and so does history, as does your photo album.

Yet, keeping up with our rapidly evolving world is not easy. Organizations face a constant tug-of-war between two opposing forces: innovation and conservation. These forces are embodied by individuals with different motivations—innovators, who push boundaries and drive progress, and conservators, who prioritize stability, guarding against disruptions that could threaten established practices.

This dynamic tension has the potential to either elevate a company to new levels of efficiency and competitiveness or anchor it in stagnation, limiting its ability to adapt to evolving markets and disruptive trends.

For leaders, success lies not in eliminating this tension but in understanding and managing it—leveraging the creative energy of innovation while maintaining the structure needed to avoid chaos. Mastering this balance is essential for guiding organizations through today’s increasingly complex and competitive landscape.

Innovators: Visionaries Shaping the Future or Change Advocates

Innovators are fearless individuals within a company who strive to make the organization better, faster, more effective, more profitable, and more competitive. They are driven by a desire to create value, whether through incremental improvements or disruptive innovations that reshape the market. Innovators are not just employees; they are visionaries who are willing to challenge the status quo and take risks to ensure the organization’s long-term success.

• Vision-Oriented: Innovators are often focused on either improving an existing system or process or creating something entirely new. They see possibilities where others see limitations, and they advocate for the future of the company with a clear understanding of its needs.
• Comfortable with Risk: Unlike many others within the organization, innovators are not afraid of the risks associated with innovation. They understand that failure is often a stepping stone to success and are willing to fail fast, learn, and iterate.
• Long-Term Focus: Innovators are not swayed by short-term profits or immediate gains. They push for initiatives that may take time to develop but ultimately bring sustainable value to the organization.

Conservators: Guardians of Stability or Protectors of Status Quo

Conservators are fearful individuals who resist change, primarily to protect their turf, revenue, profits, and jobs. Often these conservators are managers or department heads who feel threatened by the potential loss of control, budget, or authority that new innovations might bring. The organizational hierarchy and budget structures frequently make these positions zero-sum games—if one team gains resources, another may lose them, leading to a natural resistance to change.

• Risk Averse: Conservators see innovation as a threat rather than an opportunity. They fear that new processes or products might render their current systems obsolete, leading to job losses, reduced budgets, or decreased influence.
• Protectors of Stability: Conservators cling to existing systems, often claiming that they already work well or that any proposed changes will disrupt the company unnecessarily. This mindset creates an environment of stagnation.
• Influence Through Control: Conservators actively work to block new initiatives. Whether by creating doubt, stalling decisions, or manipulating leadership, they do everything in their power to maintain control over their domain and protect their interests.

Conservators and innovators adopt different strategies to influence the pace of change within an organization. Here’s how they position themselves when competing for resources and influence:

‍The Impact of Conservators

Conservators, while valuable in maintaining stability, can slow growth if their caution goes unchecked.

• Blocking Innovation: By stalling or preventing new ideas from gaining traction, conservators prevent organizations from staying competitive. This resistance to change can lead to stagnation, causing companies to fall behind more innovative competitors.
• Wasting Resources: Through “innovation theater” and unnecessary committees, conservators waste organizational time and money on initiatives that lead nowhere.
• Talent Drain: Innovators may become frustrated in overly rigid environments, leading to the loss of key talent.

The Role of Innovators

Innovators are critical drivers of growth and transformation. When nurtured, they create lasting value for the organization.

• Driving Growth: By pushing for innovation and improving efficiency, innovators help organizations remain competitive and responsive to market changes.
• Building Coalitions: Innovators are skilled at building teams and gaining support from senior leadership, ensuring that their ideas are implemented effectively.
• Shaping Culture: A culture of innovation fostered by innovators helps attract and retain top talent, positioning the company for sustainable growth.

Navigating the Tension Between Conservators and Innovators

While the conflict between conservators and innovators is inevitable, companies that learn to navigate this tension can harness it to their advantage. Leadership plays a crucial role in managing these forces by:

• Identify Root Causes of Resistance: Recognize when conservators are acting out of self-preservation versus valid concerns. Addressing underlying issues can neutralize resistance.
• Empower Innovation through Structure: Encouraging a culture where innovators feel supported and empowered to push their ideas forward is key to fostering innovation.
• Balance Stability with Agility: Not every new idea needs to be pursued. Leaders must make thoughtful decisions, ensuring the organization is both stable and forward-looking.

Conclusion: A Strategic Choice

In every organization, the battle between innovators and conservators shapes its future. Those who drive change and seek out new opportunities are essential to keeping the company competitive, while those who resist change often do so out of fear and self-preservation. By understanding the motivations and tactics of each group, leaders can better navigate these dynamics and steer their organizations toward long-term success.

Ultimately, organizations must decide how to balance the push for innovation with the need for stability. Leaders who recognize the value of both perspectives are better positioned to guide their teams through an ever-changing world.

Change is inevitable. Will you embrace innovation and lead your organization into the future, or will you cling to the past and hold it back? The choice is yours.

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Reference:

1. Steve Blank, The Saboteurs That Threaten Innovation — And How to Handle Them