Open the window
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I just learned about The Overton Window, a concept in political theory that describes the range of ideas the public considers acceptable or mainstream at any given time.
Inside the window: Ideas considered normal, acceptable, or “common sense.”
Outside the window: Ideas seen as too radical, extreme, or unthinkable — for now.
But…that window can shift over time. In the 1950’s same-sex marriage was far outside the Overton Window, but today it’s more accepted and legally recognized.
Politicians, activists, media, and public conversations all influence where the window sits.
So…how does this help us become more influential at work?
If you propose something outside the Overton Window, people may shut down — not because it’s wrong, but because it feels too far from what they believe is possible.
Your strategy: start just inside the window to build trust, then gradually nudge it outward by:
Framing ideas as evolutions, not revolutions: “What if we ran just one meeting async as an experiment?”
Finding bridge-builders: “I know this isn’t our norm, but here’s how it could solve the client issue we’ve all been wrestling with.”
Using data or stories to normalize the new: “Companies like X have seen retention rise after adopting Y.”
Starting with shared values: “We all care about work-life balance — this could be one way to get there.”
People resist what feels unfamiliar — not what’s possible.
Every team, culture, and company has its Overton Windows. You’re not stuck in yours.
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