You're so excited you're practically bouncing off the walls. This idea-your best ever-is not only going to save the company tens of thousands of dollars this year Authentic Jonah Williams Jersey , it's eventually going to be a moneymaker. However, following your presentation, your three colleagues sit staring at you like 'hear no evil,' 'see no evil' and 'speak no evil.' You stare back at them in idiotic wonder: Why don't they want what you want-especially when it's so clearly the best thing for the company?

Almost everyone has this experience at one time or another Authentic Joe Mixon Jersey , and the reason for it is simple: When you make a presentation instead of having a conversation about an idea, it's anyone's guess what's going on in the minds of your 'audience.' Do they get it? Do they like it? Do they like you?

Some idea people really don't care how they're heard. They're movers and shakers who pride themselves on being able to create and implement ideas on their own. Others care more about interpersonal relationships than ideas. For them, what's truly important is being aware of and sensitive to the needs, notions and feelings of colleagues Authentic Jessie Bates III Jersey , not bringing great ideas to life.

Being just an idea person or just a relationship person limits your effectiveness in the workplace. The way to bring an idea to life is to focus on developing the idea and enhancing your relationships with coworkers simultaneously. Go into the conference room with the intention of sharing your idea and involving others in shaping, strengthening, and implementing the concept in its final form. By engaging others in the innovation process, you'll emerge with superior results and stronger bonds between people.

Intention is one of the seven principles for pulling together. The others are:

Recognize resistance. People resist ideas-and those who generate them-for three reasons. Either they don't get the idea (Level 1 resistance) Authentic A.J. Green Jersey , they don't like it the idea (Level 2 resistance), or they don't like you (Level 3 resistance). Identify the levels of resistance you're facing and you can work through them, turning opposition into support. For example, if someone doesn't get your idea Michael Jordan Jersey , find a different way to explain it, and offer data, examples and anecdotes to make concepts clearer. If people exhibit Level 2 or 3 resistance when you make a suggestion-"I don't like it," or "I don't like you"-their emotions are clearly involved. You'll need to listen carefully to what they have to say and engage in conversational give and take to get at the deeper issues underlying their resistance.