Changing Organizations and Why Some Never Will
What you like, you like. Many people like the comfort of knowing the outcome, even when it may not be favorable. What is one thing that changing organizations have in common? It may have something to do with the people, but it is more likely about attitudes and beliefs.
Same Story
Many people get up and go to work each day. They may not be particularly happy or sad, angry or excitingly engaged, they are just existing. They learned their job a long time ago. Starting the day is easy. They’ve been doing it five times per week for years.
These people have a certain attitude about change. They don’t really like it. For them, it seems to make sense to live with the known, the repetitive, and the understood. It probably started as an adolescent. Get up go to school, come home, do some homework and chores, and repeat.
Certainly, there isn’t really anything wrong with any of that, it seems like it is safe. Not really too risky, and you likely know the results. It is an attitude about how to earn a living and build a life.
Thirst for Change
There are other attitudes as well. Some people see things that aren’t working and they want to fix them. They see a goal, and they want to beat it. When they hear about a competitor’s success, they want to exceed it.
Are these different people? Perhaps you could make that argument but really, the people have different attitudes or beliefs on how to execute. This is exactly why some organizations will never change and why many will wait until it is too late or until they are beyond the energy of the curve.
Changing Organizations
Changing organizations, the ones that makes room for change, the first adopters, technology seekers, and fast trackers, they’ll have success and some failures. They experience the front side of the curve, or at a minimum they act before it is too late.
It is the organizational attitude that allows people to lead. Front-runners know how to petal and to push, and they create the ride that pulls everyone else along.
All of the other organizations are coasting. The best question may be, “How long can they coast?” The down side of the curve will only last so long.
– DEG
Dennis E. Gilbert is a business consultant, speaker (CSPTM), and corporate trainer that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is a five-time author and some of his work includes, #CustServ The Customer Service Culture, and Forgotten Respect, Navigating A Multigenerational Workforce. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.
