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Steps To Introduce Change Into Your Company

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The world is constantly changing, however, as humans (and while the reason that has led us to be as successful as a species is, for now, seem to be the better and faster we have been able to adapt to our environment), we do everything possible to avoid it.

The company could not be otherwise. Technology has accelerated the rate of change to incredible levels, and if a company wants to survive, it has to be able to change. In this article you will find 9 simple and practical steps to change your company.

The problem?, that also in the companies we have a lot of resistance to change, so that we know that a large majority of attempts to change fail. According to research published by Savion in his book "Leading Change", only 30% of attempts to change companies succeed.

Put another way: If you have to change something in your company (and most likely so), you must first give you recognize it and decide to do it (and this is quite difficult), but even once you're aware of this, you do not have more than a 70% chance of getting it.

In other words, we took him clear.

Well, not at all. Imagine that you were able to implement change successfully in your enterprise, this would make that your competitors would have to follow you and would do so, failing in three of every four occasions! Does not sound bad, right?

As well, in the same book that pointed out above refers to practices that can help you succeed in 79% of your attempts to change

Why people don't want change?

According to Savion the main obstacle to change is not the culture in general, systems, or strategy. The main problem is to change the habits and behaviors of the people in the company.

People don't want to change for fear of economic insecurity: we fear that our work is not necessary after the change and end up in the street or we have to start at a different position.

We all suffer from fear of the unknown.

Any change is a great effort and, normally, we do not want more work than we already have.

What forms of inducing change don't work?

As it explains Alice, or data, neither fear nor coercion are of little use when our goal is to induce the change (or change ourselves). I.e., give evidence of what our company is losing sales, telling employees that, if things go well, the company will have to close, and even to threaten them with the loss of the post, rarely works.

In fact, this strategy even works with people that has undergone heart operations and similar dangerous situations.

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