Newton’s first law of motion states “ If a body is at rest or moving at a constant speed in a straight line, it will remain at rest or keep moving in a straight line at constant speed unless it is acted upon by a force “
This is the same in psychology also “ If we taste victory then we tend to do the same thing again and again. And for some in rest or in a different path and they will continue in their path unless someone forces them to change”
I have felt this resistance when I engage with companies for their transformation projects.
Let break it down and see why this is happening and how you can overcome this.
- Comfort Zones:
As Newton’s first law states the object will continue in its state as long as a force is being applied on it. It’s because we look for comfort zones. Because we all have weaknesses and we don’t want to expose that to the world. So the best way is to find a comfort zone and hide inside that.
But when you look at the people who achieved great heights we will find that they never cared about these comfort zones. They expose themself to new environments and changes. That allowed them to learn and adapt.
Adapting to changes it’s there in our blood but are we are trying to run away from that instinct. The first step is for companies and individuals to come out of their comfort zones.
2. Fear of Failure
When I was talking to one of the senior executives of a company he was asking me “ We are not doing bad now, we know we have issues but somehow we are delivering results. Then why should we change the way we work? And what Guarantee we have that your approach will work.’’
Instead of answering that I asked him a counter-question “ Nokia as a company was doing great and they didn’t want to change the approach based on what is happening in the industry, at the end what happened?”
We always have to look outside and see what is happening and change our course according to that. You are like a captain of your ship, you have to constantly observe and change the course of your journey else the old route which you have taken might not take you to shore.
Do not fear for change embrace it and change according to it.
3. Busy in creating an Image
When we work in projects and teams, you will notice that some will be busy creating an image for themselves. It is needed but when we overdo it then it becomes a problem.
Why people tend to over to it? Because they lack the knowledge in that area and it becomes a necessity for them to create an image that is larger than themselves. This image creating will result in unnecessary politics in the office environment.
Companies and individuals have to identify these big images getting created in the echo system which is going to eventually throw the balance off.
We should also look at why they are getting created:
a. There is a lack of knowledge in the group so that the one with little knowledge will be considered as the champion. This also means that there is no one capable at the leadership level to identify and correct this.
b. Leaders themself creating a picture- I have seen this happening a lot of times, leaders will be busing in portraying and creating a bigger picture of their projects. But when you dig deep into it, you will realize that the leader is not having a good understanding of the project. These leaders will eventually become toxic. One of the common things I have noticed is that this leadership will support favoritism because that is one of the ways for them to protect the bubble they have created. Most of the time this bubble and project will fail together.
4. Force the change
The last one is the force. As Newton said if you have to change the course of movement then you have to apply force. Only a force can make a change.
It’s the same in our case if we want to change we have to force ourselves and companies have to force the change into the organization.
You can bring this change in two ways, for the first approach is to force the change across the organization. This means those who cant change will get frustrated. It is like shaking a fist tank, it will take a little time to settle down. Management has to force the change and appoint the right people to drive the change so the echo system can be rested based on the vision of the company.
The second method is to be a servant leader and force the change along with others. To do this these leaders should have a great understanding of the full echo system and also a clear view of the end goal. In this case, the disturbance is less because everyone will get a view of what they are doing and why they are doing it.
In both the approaches one thing is mandatory “ The vision’’
There are many microelements that result in a successful transformation. Because when you change a moving engine all the parts of that engine have to work together for that change. Else it will be catastrophic and will result in a big failure. So create that vision and let that vision be the force to make that change.
Nice read , could relate many points mentioned here .