Don’t Change Their Mind – Open Their Mind

You’ve probably been there—trying to convince someone to adopt a new idea, change a process, or shift a mindset. And despite your best arguments and solid data, they dig in their heels. Why? Because when we try to change their mind, we trigger defenses. But when we aim to open their mind, we invite curiosity.

In leadership, influence is more powerful than persuasion. The goal isn’t to win an argument—it’s to create an updraft of insight that helps others rise to new thinking.

Soaring, Not Shoving: How to Open Their Mind

When flying a hang glider, if you push too hard against the wind, you stall. But if you work with the wind and catch the lift, you can soar. That same principle applies to conversations:

• Ask, don’t tell. Questions like, “What would happen if we tried this?” encourage exploration instead of resistance.
• Name the hesitation. Saying, “I get why this might feel risky,” builds trust and keeps the conversation grounded.
• Offer altitude, not attitude. Share a broader perspective, not just your position. Help them see beyond the horizon.
• Tell a story. Personal or team success stories can bypass the brain’s filter for disagreement and touch the heart.
• Pause for the pivot. When someone begins to consider your idea, back off a bit. Don’t rush them. Give them space to own the thought.

As a leader, your job isn’t to push people into change—it’s to make space for insight, to foster lift. And when you do, you don’t just open their minds, you open possibility. If you’d like help refining your approach to leadership communication, I can help. You haven’t peaked yet!