Why doesn’t change stick as well as we’d like in our teams and organizations? Why is it so much easier to pay lip service and tell others what they want to hear but then we don’t seem to be motivated or interested enough in advancing the cause?
Gary Hamel recently shared that unless organizations stop operating at odds with their stated values and surrender their own interests to the support the status quo, that meaningful change simply won’t happen. Gary argued, through statistics, anecdotes and credible examples, that the status quo is definitely the path of least resistance and that many simply don’t want to take or make the hard journey of change.
What can you do differently to get you and your team or organization beyond the status quo? If asked by your CEO, how would you define meaningful change?