2 thoughts on “The LeadershipTraction Newsletter – May 2014”

  1. Dr Steve Schwartz

    Barry, I would like to add some more thoughts and observations regarding the problems with implementing change…

    1. “Get it in writing.” If the desired change is not in writing, it’s prone to the “whisper down the lane” effect. That is, as it is passed along verbally, it is subject to change. The more the desired changes are altered, the less you are likely to get what you want.

    2. “I know better.” It is human nature to want ownership of your behavior, or think you know better how things should be. So, the desired change either gets not implemented, altered, or sabotaged.

    3. Lack of repetition, lack of coaching. People are not likely to remember something they hear only one time. Even the best intentioned person will likely only give you something like what you want the first time. Repetition/coaching is necessary to get the ultimate behavior desired. And if, after coaching, the behavior does not approach the desired outcome, then you might just discover a reluctant/resistant group member.

    4. “Schwartz’s Law” That is, “give people a reason why it’s in their best interest to do things my way.” Heck, people are already doing things in a way that they consider pro-survival for themselves; they are already invested. I consider that, unless they see an internal reason for making the change, they are less likely to do so.

    Let me know what you think.

  2. Awesome, Steve. Thanks for chiming in.

    “Schwart’s Law” – Yes! And not unlike providing them with a compelling WIFFM (“whiff-em”) – What’s In It For Me? – and WSIL (“whistle”) – Why Should I Listen?” – ha-ha!

    Again, thanks.

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