People want a manageable work life with consistent expectations. They want to maintain what they have; they operate in a “day-to-day survival” mode.
This kind of thinking begins with a WIIFM (“What’s in it for me?”) attitude. Employees do not always have the company’s best interests at heart and instead they approach any kind of change with a WIIFM attitude.
The more difficult the change and the wider its impact, the greater the motivation needs to be — both to the organization and to its individuals. Building incentives, dealing with fear and the threat of loss, and identifying opportunities for advancement are just some of the issues that need to be addressed. The key to success is communicating that change is a good thing.
What Made You Great In the Past Will Not Make You Great In The Future
Many businesses emphasize preserving the past, when in reality, past-thinking is a killer. How many times have you heard, but that’s not how we do it? Challenging the status quo can often crush the life out of new thinking.
If you walk into a company whose lobby is loaded with pictures of past presidents and dead guys, or they spend more time explaining history than vision, you are walking the halls of a beast that is craving a return to the past, and who feels the present is more challenging and less fun. I'm not saying change for change sake, instead a realization that nothing remains the same.
New thinking companies have a forward view, fueled by past success. When their people look at better ways to do things or want to dissect something to see if it could be done better, these companies respond with, “Great!” instead of “Why?”
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