Description
People change when they hurt enough that they have to change; learn enough that they want to change; receive enough that they are able to change.
It is helpful to remember that change can be seen as either revolutionary (something totally different from what has been) or evolutionary (a refinement of what has been). It is usually easier to present change as a simple refinement of “the way we’ve been doing it” rather than something big, new, and completely different. When a proposal for change is introduced in the organization, people fall into five categories in terms of their response.
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