Succesful Enterprise Upgrades - People
There comes a time in all leadership careers when you realise that sticking with the existing paradigm, no matter how hard you and your team work, will not create the level of success expected of you and your organisation. Reaching the natural end of a work-type-paradigm is something I have seen often and is hard enough in itself but nowadays we are increasingly competing with customer expectations coming from different paradigms and sectors. This means that for many people succeeding under the current way of working is ultimately impossible.
As we increasingly live in an on-demand world where, for many, delivery tomorrow is expected as a the norm, in stark contrast there are so many parts of our lives that are stubbornly lagging behind. Being obviously rooted in previous paradigms not only creates intensive customer dissatisfaction but in extreme cases things are actually getting worse and regressing over time.
How can this be and how can we change things before its too late?
The first is to start working on our fundamental beliefs with regard to human beings and our reaction to change. Much of what we think about change is unsurprisingly base around our perception of it. I like to think of three types of change and two ways of dealing with it.
Type 1: Change that is clearly change for the better
We see it understand it and embrace it because even from a cursory glance its is a ‘no-brainer’
Type 2: Change that is better on-the-whole but from a localised view the juice doesn’t look worth the squeeze. We see it often, don’t understand it in context and so we have to work to minimise the local impact to get the greater gain
Type 3: Change that is not better and will clearly make life worse for all
How we deal with change: Depends on our life experiences of change. If we have had good experiences of negotiating change we most likely:
A) Embrace it as a necessary constant in life and seek to work within it
Or if we have had bad experiences or can see flaws in proposed change we likely:
B) Resist it and / or seek to negotiate through it.
In general people LOVE change - the evidence is everywhere of people initiating and managing changes throughout their lives - generally HATE being changed, especially if that is change for the worse.
LOCERN is all about understanding this and ensuring that the upgrades it helps make happen endeavour to be positive changes for all.