Ever heard the phrase "change is hard'?
I think there is a bit of a misunderstanding about that phrase. In reality there is a range of "change capabilities". Depending on the context, change can be in an instant or permanent change can take time.
I've learned over the years that change can be immediate, but transformation... does takes time. And this is a crucial mind-set for leaders when trying to achieve operational change of any kind. Unrealistic expectations lead to lots of unnecessary stress and poor planning and can waste time, money and talent.
So, What About Change is Hard?
What is hard...really hard...is what leads up to change. Getting to the point of change is the tough part. Here's what I mean.
In the work I do, helping companies achieve better results through leadership and management development, I help decision-makers get to the point of deciding to initiate change...to their benefit.
Even with all the evidence and constant discussion about the epidemic of incompetent or bad managers and with virtually everyone agreeing that good managers are needed...getting decision-makers to the decision of employing management training is tough. If it wasn't, it'd be pervasive. In fact, almost every company would have it as a part of their business development plan.
But we know that just is not happening. Ever wondered why?
Think about it for a moment. Why is the decision to do something so obviously needed so difficult to do?
Well, the ultimate answer I believe is fear. But there's more. And the more... are 3 undeniable truths about change. I call them "change saboteurs"
Read the complete text here: https://www.joanncorleyspeaks.com/2019/11/3-undeniable-truths-that-sabotage.html
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