Comments on: Change is Good BUT I’d Rather Do It Later

By: Susan Mazza

Susan Mazza — Fri, 24 Jul 2009 17:23:04 +0000

Scott, Kneale, Joe and Doreen

Thank you all for your comments. All are excellent points. I really apprecuate when people like you take the time to make thoughtful comments adding richness ot the conversation.

By: Doreen

Doreen — Wed, 22 Jul 2009 20:09:21 +0000

That is a great post. I was just talking to a friend today about how a forced changed I’d made 16 years ago (took a buyout package and went freelance) was the best thing that ever happened to me. You’re right in that often we don’t have much choice with/about the change, but life without risk is shallow and boring. I will blog about this same subject later this week and will link to your terrific site.

By: Joe Williams

Joe Williams — Sun, 19 Jul 2009 02:17:09 +0000

Step 1 of the Kotter Eight Step Change Model is “to create a sense of urgency.” Without an immediate need, an attempt to implement a change is doomed to failure.

Nice post, Susan.

By: Kneale Mann

Kneale Mann — Thu, 16 Jul 2009 12:57:21 +0000

Why is it that those who most need to be reminded to ask for help are generally the ones offering it freely to others?

I was almost beaten the other day by a friend who said “Just ask!”

Just ask. Ask how you can help, ask how others can help you. This is not about hand-outs or short-cuts, this is about a co-createive atmosphere in and out of your organization.

And when there are some of us whose organizations are a staff of one – it’s even more imperative.

And on a personal note, I think we still owe each other that phoen call, Susan.

Awesome post!

@knealemann

By: Susan Mazza

Susan Mazza — Thu, 16 Jul 2009 00:06:06 +0000

Absolutely Wally. I’ll add that you may be able to force people to change what they do or even how they do it when you have power over them – like when you are the boss. It may get the job at hand done for the moment, but the cost of “grudging compliance” can be higher than people realize. And no matter how hard we try we cannot change how or what people think or who they are being – that always requires personal choice.

By: Susan Mazza

Susan Mazza — Wed, 15 Jul 2009 23:54:52 +0000

Great points Chuck. You now have me thinking about the question “how do we raise our “pain threshold” when it comes to change?” It is a GREAT question (and may very well be the heart of my next post on the subject!) Thanks!

By: Susan Mazza

Susan Mazza — Wed, 15 Jul 2009 23:50:27 +0000

“I am constantly in remedial training for lack of patience.” oh so true for many of us. But if I had to guess you are probably least patient with yourself – a pitfall of being a high achiever. So to all of you high achievers out there have some compassion for yourself!

By: Scott Peters

Scott Peters — Wed, 15 Jul 2009 23:09:42 +0000

Susan,

Thank you for your post.

Your example is one that we face everyday. Even for those who embrace and thrive on change are sometimes overwhelmed by the speed of which it occurs.

Our greatest opportunity is to provide our collaborators a safe environment for facilitating change. Reducing their fear will be a requirement if we are to be part of transforming individuals and organizations.

I look forward to continuing our conversation and wish you well.
sp

By: Three Star Leadership Blog

Three Star Leadership Blog — Wed, 15 Jul 2009 18:00:35 +0000

7/15/09: Midweek Look at the Independent Business Blogs…

Every week I select five excellent posts from this week’s independent business blogs. This week, I’m pointing you to posts on change, motivation, learning about leadership, details (letting go of), and the neurobiology of followership.
…

By: Three Star Leadership Blog

Three Star Leadership Blog — Tue, 14 Jul 2009 20:42:52 +0000

Light Bulbs, People, and Change…

People don’t hate all change. They do hate change that is forced on them….