2 responses
Leave a response- <p>If your point is that we often need to see change "at work" in front of our eyes to embrace it, I cannot but agree. For example, I recently started using Google's cloud computing applications after a friend showed me their benefit for a scattered team of co-workers. Still, I am not a fanatic of change for the sake of change. Often change is counter-productive, e.g. the ludicrous idea of replacing a proper meal with an "instant meal" and in due course - why not indeed? - "dinner in a bottle". The only form of dinner in a bottle I pay tribute to is one that is labeled Romanée-Conti or Calon-Ségur. Change is part of life. We need to live with it. On the other hand, we do not need to speed it up or feel compelled to be "early adopters", just for the sake of feeling busy or appearing trendy. I guess, fundamentally, my point - as usual - is: checks and balances is what matters.</p>
- <p>Interesting point of view - I understand now what is meant by "change" in "your world". It is the "early adaptor" idea being ready for trying out a new behaviour, concurring the inner forces witholding us - the critical parent instructions. However, I prefer to look at a "change pattern" as very closley related to :<br /> 1 Positive Outlook: the belief that the glass is half filled vs half empty<br /> 2 Self responsibility or accountability: who is to blame.<br /> In training people, we see that over 90% of the trainees have never learned to master the most important component in this respect: learn to fail - in order to become successfull. Once people realize that failing should be embraced instead of avoided, they are ready to leave their own prison, and become open for change. Generally we have learned form early childhood that failure attacks our identity (self worth) while in fact we only fail in one of our roles - as a parent, football player, student, co-worker etc. When people are able to see this difference, they start to accept risks - and change.</p>