Appreciating Systems

Appreciating Systems for Genuine Efficiency
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#Video about Overcoming #Change #Resistance ::

November 22nd, 2012 Posted in Change Tags: , , , , ,

Someone (Franck V.)  sent me this nice cartoon about Overcoming Resistance :: Check it out, it’s nice!

It’s the classical 4 elements of change:

  • what are the positive aspects of changing (need to have a lot)
  • what are the negative aspects of changing (as few as possible)
  • what are the positive aspects of staying the same (as few as possible)
  • and what are the negative aspects of staying the same (need to have a lot)

If all these variables are right, then people will most probably change.

Of course, this is the logical side of change, and it needs to be right.

But there are other aspects not evoked in this video that others (including myself) have found important for a change. Here’s an example why logic only isn’t enough of a motivation to change that I wrote some time ago about: Change or Die.

For instance, Self-Determination Theory explains that what’s motivating people ought to be intrinsic to them to be the most effective (surely, a motivation to change follows the same pattern). And intrinsic motivation mostly comes out of:

  • Autonomy: the decision has to be theirs
  • Competence: they need to feel competent to achieve the change
  • Relatedness: they need to feel being part of a group

I have other hints as to what needs to be true for the change to be accepted and done, and it has to do with the cybernetics of mental models (or that the mind needs the requisite variety to understand the change and its consequences). The less a mind is “adapted” to a change, the more it will find discrepancies between how it is now and how the change would have it then. And since that’s discrepancies against a (supposedly) good state, these are most probably seen as bad. And thus not wanted.

I have a paper in writing on this, so I’m not going to explain this in details here, I need to lay down my ideas properly first. Stay tuned!


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