A630.6.4.RB - 50 Reasons Not to Change/The Tribes We Lead

How do you react when you hear colleagues using some of the excuses listed in the 50 Reasons Not to Change graphic? I myself am a believer that that is necessary for organization to improve and grow.  I have come to accept the fact change is not an easy process and often requires sacrifice by certain individuals.  I find it difficult to deal with individuals who are so stuck on the old ways that they can’t move forward with anything new.   When I hear a co-worker, manager, or team member list a reason or excuse from the “50 reasons not to change” list, I become bewildered and ask why they are fighting certain changes so much.  Change does not just happen for no reason, there normally is a need; ensuring that the organization is staying competitive, efficient, and effective through their processes. 
Do you ever use any of these excuses yourself? As I have matured, I have realized that I have been very guilty in my past of giving some of the same listed excuses in certain situations; when I did not agree with some type of organizational change.  What makes this so bad is I am guilty of the same offense as the individuals I have often criticized for resisting change.  What I have discovered is, more than often, I have often found myself using some of these excuses when the change does not directly benefit me.  As the saying goes I was subconsciously asking myself, “What’s in it for me.”
How can you overcome the thinking that creates those responses to change efforts? What I have learned is to adopt a strategic perspective of looking at the pros and cons of implementing change.  For me it all begins me understanding that changing an organizational culture is not an issue aimed at me personally; I am not going to lose something.  The next thing I need to do is understand that if I cannot change a situation or an outcome, my best option is to learn how to accept it and deal with it.  Last, but not least, I need to focus on what I can do to find positive factors that will come from the imposed changed. 
Do you agree with Seth Godin’s concept that change is driven by tribes? Yes I will say I agree with Godin’s concept about tribes.  Ideas are great but it takes someone who is will to push that idea to get others on board. In every organization there are certain individuals who are passionate about certain issues, alone they do not have that much power but once they get people who have the same passion to speak up, they are heard by the masses.  Now no one said this call to leadership is an easy task.  It takes a special person, or as Godin said someone with charisma to stand up in front of strangers, to propose an idea that, to challenge the sta­tus quo, to be different, and to lead change. As a professional trainer of leadership, I truly believe Godin words and his book is applicable to anyone, from employee to CEO, who wants to instill change. 
What can you take away from this exercise to immediately use in your career?   When you understand how change works, it reminds you that anything is possible is someone to just take the first step.  Accepting status quo is easy, but when things change for the better, it’s encouraging to know that society and the business community is still evolving.  
Once you have reflected upon these questions, list any other questions or insights that have come to you as a result of this exercise.  For my career today I need to encourage myself to change and to think outside the box more.  Those that aren’t scare to try new things are often rewarded in their careers. I will be more cognizant of my thoughts and words during my organizational and personal changes; keeping a positive attitude and understanding that change can be good, particularly in the absence of resistance!