Criticize Stages 1 and 4 are the offensive functions of an organization.
Stages 2 and 3 are the defensive functions.
Either the creators handle criticism positively and begin to make changes or they will be replaced by those who will embrace change and therefore create. 11. Change may mean personal loss. We are tuned in to WIIFM what’s in it for me? 12. Change requires additional commitment. We are going to a new level.
13. Narrow – mindedness thwarts acceptance of new ideas.
How many people does it take to change a light bulb? Answer: four. One to change the bulb and three to reminisce about how good the old light bulb was.” As a leader you have to know the timing of doing a change.
The wrong decision at the wrong time = disaster
The wrong decision at the right time = mistake
The right decision at the wrong time = unacceptance
Human behavior studies show that people do not basically resist change; they resist “being changed.” 1. The leader must develop a trust with people.
It is great when the people believe in the leader but it is more wonderful when the leader believes in the people.”
The more people trust the leader the more willing they will be to accept the leader’s proposed changes.
Abraham Lincoln “If you would win a man to your cause, first convince him that you are his true friend. Next, probe to discover what he wants to accomplish.”
2. The leader must make personal changes before asking others to change.
Everyone is interested in changing the world but no one is interested in changing themselves. 3. Good leaders understand the history of the organization