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On Change

CHARLES F. KETTERING Said, Change “is a high hat word that scares a lot of people”

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Near the end of the 15th century BC, a Greek Philosopher Heraclitus pointed out , " You can not step twice into the same river”

For Heraclitus, change was a fundamental constant in a way he conceived the world.

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If we accept this account, it is not surprising that we see change as fundamental to our definition as human beings. We change along with the world around us.

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It is common and to a certain extent human beings resist change. Most people have a tendency for nesting. That is being contented . Arranging life around us to make it comfortable place we can. Then we try to dwell it in that comforting place

 

Comfort Zone

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 We fight change with all our strength because in our mind change will shake our nest and consequently make our life uncomfortable

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The problem with keeping things the same is that we not only fight against change, we also fight against improvement. In fact, there is no improvement without change. In order for something to get better, some changes need to occur

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But should we welcome change?

The answer depends on what we mean by word WELCOME, if the answer is clearly YES, we are ready to leave our comfort zone. . .

Welcoming Change

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Growing Ageing

CORPORATE LIFECYCLES

Dr. Ichak Adizes: Predicting CorporateCultures

Ref. Roldan’s HRD PHILIPPINES

Courtship

Infant

Adolescence

Prime

Stable

Aristocracy

Early Bureaucracy

Bureaucracy

Death

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Who we become is determined by how we react to change, when a change occurs

Comfort Zone

Twilight Zone

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There are several key aspects welcoming change:

a. Graciousness and openness to difference

b. A welcoming attitude towards change requires listening and making the strange familiar

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c. Respect for diversity. It recognizes that no one individual has the source of all knowledge and that every individual possesses knowledge no one else has. Thus, diversity becomes a resource for growth and not a problem to overcome

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d. Humility: a welcoming attitude incorporates a strong dose of humility as well. Rather than emphasizing he accumulation of knowledge and skills, it assumes a continual incompleteness in knowledge and skills

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e. Growth through overcoming difficulties. In welcoming change, we seek to discover new connections, new possibilities.

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f. When experience are negative. We move on. Mistakes are our learning points. If you make mistakes don’t pass the blame. Avoid blame casting. Successful entrepreneurs learn from their mistakes.

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Nelson Mandela of South Africa said: “The greatest glory of living lies in never failing but in rising every time you fall”

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g. Welcome any suggestions or comments that could help your organization move up further. Get ideas from everywhere

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A Journey of a thousand miles begins with a single step

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• to change?

• to transform?

• to redirect our mindset & our perspective?

• to let go in order to hold on to something stronger?

Are we willing to

take the journey?

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MindsetFixed Growth

vs.

• Stagnate

• Vegetate or obsolescence

• Inaction

• Do nothing

• Innovate

• Continuous improvement

• Decide

• Do something

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The irony is that the fixed mindset person ends up sabotaging himself because his fixed mindset world view also makes it difficult for him to take risks, or to develop his abilities, in other words, to grow.

The fixed mindset person doesn't, after all, believe in growth. As a result fixed mindset people become quite frustrated.

Fixed Mindset

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Prof. Dweck definition of success for a person with a growth mindset - is growth and improvement. Have I improved? Am I doing better today than yesterday? These are the questions a growth mindset uses to evaluate performance.

If I have improved then I am a success. If I have not improved then I need to change the way I'm studying, or practicing or preparing.

Growth Mindset

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Making the Switch

Attitude is a SMALL thing but makes a BIG difference

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“Change will not come in one fell swoop. It will be built on a daily basis with the sacrifices and unselfish acts of each one of us. Even simple acts of self discipline go a long way,”

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Getting people to change is a slow process particularly if some aspects of their life style need to be curtailed, but gradually they will come on board if the change process is managed properly.

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Change is a slow processFruit always matures and ripens

slowly

P o w e r U p

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Change never ends. Organizations that appreciate this reality fare better than those do not

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NATURE VS. CULTURE

Culture type Defining characteristics

Power culture Centralized, hierarchical and patriarchal.

Role culture works on rules and procedures, typical of a bureaucracy.

Task culture analytical, knowledge based, focus on getting the job done.

Person culture individualism, autonomy, freedom to operate professionally.

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NATURE VS. NURTURE

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Managers to develop an appropriate culture. New employees will not be aware of the culture and this may lead to people not 'fitting in' and not operating effectively.

Managers must be aware of the culture and attempt to modify it if it is not appropriate for the success of the organization

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Induction training must make new employees aware of the culture. Culture is not a visible management system to be designed but it is something that evolves in an organization over a period of time and is influenced by the attitudes of its senior members..

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• Stimulated

• Motivated

• Enhanced

• Nurtured

• Managed

• Sustained

TEAM

CHALLENGE

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ADAPTATION

HABITUATION

CULTURALIZATION

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• When life has meaning, you can bear almost anything, without it nothing is bearable

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“it has been said that people can be placed

in three classes, the MANY who watch things

happen classes; the FEW who makes things

happen and The OVERWHELMING MAJORITY

who have no idea what has happened.”

NICHOLAS MURRAY BUTLER

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