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Want Change or Want to Change.

Want Change or Want to Change.

The change is essential and necessary to progress, to serve better, and to survive the competition.

This is an era of the ever-changing world, and ironically those fast changes are hard to start, and often hard to change.

It takes a toll, whoever wants to change the system.

I think that to start the change, understand the present situation,


To understand the present situation, you need to accept the current position.

In fact, to bring a change is the shifting paradigm of bitter taste all along until the end.

Even with the innovative and highly advanced workplaces, the staff and the interactions can look very random.

This is the typical story everywhere where expert skills and minds at work.

And enormous opportunities to learn and grow in every corner go unnoticed.

This happens when, Half of the staff is following decade old protocols very religiously.

Those who try to change anything are labeled as a drifter with classic arguments

"We have been doing it for long, and it is working fine!"

This is a perfect example of expectations like old rules, and a younger must follow.

Elements of Failure to Change!

Lack of Authority

I get the point of yesterday’s recruits, dipped and hardened in a very dark pool, are today’s senior.

At the same time, their experience and learning were from situations in the past.

They measure new challenges with the ruler from the past.

I came across a couple of people who started changing the system as soon as they perceived the necessity to change.

They failed on their first attempt.

They encountered hate and dislikes.

They even face disciplinary actions and setbacks in the career.

The few main reasons for failing are,

They fail to understand why those policies in place in the first place, and why people are following the old system religiously.

They cannot accept, the system they are trying to change.

The large Crowd to reject

Start with simple language and detailed suggestions.

On any issue presented, suggestions, recognition to change and point of views take hyperbolic shape.

There are some with familiar, conventional and acceptance views and some with unconventional or controversial, and rejection mentalities.

If a crowd rejects the idea, it is hard to make them accept and bring a desired change in the system.

So How do we bring successful change?

Observe and Aim to Steer the boat.

It is virtually impossible to bring a meaningful change right after joining a new team.

You have to be a part of that team.

You have to be trusted to deliver any change.

You must earn credit before the actual system starts believing in you, have faith in you and make them feel in you.

You have to accept the system already in place.

It is incredibly ironic that you have to agree with the order which you want to change,


it works.

Wait for the right time.

Timing is accounted for a significant factor to determine the success or failure of the change. The hyperbole of any opinion, change or point of view shifts over the period and situations at that time.

These changes are highly dependent on learning, experience, culture, and beliefs.

Previously impossible change can be readily accepted if time permits.

Often procrastination becomes key to success by acting on right time.

Controlled Procrastination

We are always fed that being first is the key to success, but in the race to be first we lose the prime intention to struggle.

It is genuine that early bird gets the worm, but it is also true that early worm gets caught.

Being early may prevent the meaningful change in the system.

You don't have to be the first to make significant changes.

Procrastination may be the enemy of productivity, but it can be a resource for creativity and change.

Indifferent Changes

Start moving one rock at a time and you can move the entire mountain.

Often people adapt fast to small changes.

There are fewer chances that small moves are quickly identified and objected.

We often ignore those small changes until we start seeing tremendous benefits.

Choose a Group wisely.

There is a different kind of people when it comes to any change.

There are pioneers of change, and there are settlers who are quick to reject any changes.

There is another group- pioneers pretending to be settlers.

This group has the highest success rate to change the system.

They adopt the old system well by mingling with objectors, identify the necessity.

They convince those naysayers and bring the change.

The key takeaway here is that, if you observed that change is the necessity, don't rush to be the first. Don't rush to averse the comfort of settlers or seniors. Take steps wisely, wait for right time to draw all cards and win!

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