Status quo in life is hugely evident and endemic from personal life, professional world and even in larger organizations.
It is a typical situation where lack of initiative to change the course of life.
The added comfort, perceived anxiety to change in life, at work or even the entire system, prevents the change for good.
The aging workforce, increased comfort level and seniority with long-held positions led capacity to accept change those are more selective to them are the common causes of status quo. So what does status quo mean? It is doing what is in the limit of the comfort zone, following a streak of outdated instructions, and thinking inside the box. There are few universal outcomes when someone comes up with a radical idea. The other rejects the idea and put to death with harsh criticism like "it cant be done," "it is not possible," " you are wasting everyone's time'...etc. If the idea does not die quickly than what happens next? The thought slowly fades away, and the leadership fails to put it in action. In challenging a status quo, it comes with many setbacks if not executed correctly and on appropriate timings. There a tremendous amount of burden of discouraging with this. I quickly learned that in challenging status quo, I have to be careful about how I communicate. Being abrupt in presenting my ideas and showing a force to execute may clash a deep-seated and experience based ego and convictions. To successfully challenge status Quo and execute new plans, Leverage on small. As Debra Meyerson depicts in her book, break the idea into small and acceptable pieces instead of presenting the entire concept, . On the broad term, if we bring together those acceptable minor changes, it will bring radical change on the more comprehensive end. This tones down to new change by presenting in ways that are less shocking and more attracting to the mainstream. It is called foot-in-the-door approach. Start with small request to secure initial change and slowly use up a guarded approach. Form an Alliance.
To form any ally, try to temper down the force to change the radical idea. Instead of forcing an aggressive approach, start with an introduction and test the water approach. While introducing concept observe the tone of the audience, If it is acceptance or rejection. If time is right, the alliance is stronger so as the rejection of status quo. Alliance formation holds the inherent risk of drift from original cause or falling apart. The benefits out of coalition depend on dynamic motives and emotional attachment to change.
Advocate ideas and evolution for Good.
Try to keep a broad open mind and heart to ideas, embrace change, and encourage them. Try to evaluate the plan on every hammer and keep it alive until putting it to rest. Attitude to learn continuously is critical to it.
Walk a step in the shoe of Naysayers.
I am not asking here to drop the idea to change and continue with status quo, but walking in naysayers' shoes may inadvertently give way that how we can facilitate change easily. Those who reject exhibits their limitation and challenging status quo is all about rising above those limitations.
In the entire accord to challenge a status quo, its to remember that emotions bring everything down, so please do not question a status quo because your status
is hurt or you want to change for your shake.
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Speaking time 4 min 33 sec