This is a quote from Heraclitos, a Greek philosopher who lived about 500 years BC

It illustrates perfect our mind lock where changes put us in, because ….

even though we know it’s inevitable, we still are reluctant to changes we’re confronted with

The essential problem in fact is not the change itself which causes our reluctance

Fear of ‘losing’ something is mainly responsible for this

But there’s more to it: • our prime assumption is changes will affect all others

except us • change causes uncertainty which is something we

don’t like

Don’t forget the architect of the change has taken a journey towards the solution

The focus to realize it will have to change

To create effective changes we don’t push it top-down, but to take people with us on our journey

Though we think if we’re telling people exactly what we want to change and how, we risk to paralyze them instead of get them to move.

Effective changes use the ‘everlasting- why’-mechanism

What’s the ‘everlasting- why’-mechanism?

For children it’s a way of getting control over the surrounding world. Why should this be any different for adults in getting control over changes in their environment and work.

Simon Sinek explains this with the Golden Circle.

The key of getting changes effective is to engage people; they have to act inside out, so they are able to understand outside in

Employees have to know ‘why’ the changes are necessary, because if you didn’t realize ….

This is becoming even more evident as the milenium generation enters the work-force

they are participants, not just bystanders

Think otherwise? Prepare for failure of your change.

Change without changing attitute is a no-win situation Take your ‘audience’ on your journey while modelling the change Try to hook-up the change with existing needs or experienced problems, so the need for changes is recognized and incorporated