Somehow it only recently, and suddenly, struck me that the resistance to change that we see so pervasively in ‘organisations’ is indeed due to people’s very human resistance to change as one might loose some things held dear – for whatever reason.
The latter, obvisouly often stated in terms of losing something Known for replacement with Uncertainty even if prospects and rational risk calculations might indicate huge improvements achievable.
The crucial point being: the risk calculations may be rational but apparently aren’t emotional. The striking thing mentioned above, being that we need to integrate Ellsberg’s Paradox much better into our change approaches and programs… Indeed, rational calculations will not work in a world where humans function like described. The ‘future’, uncertain world must be described in terms of the same absolute certainties as the world we experience in the now/past [as the now of now is the past in an instant], just as perfectly credible also in the completeness of its pro and con arguments. Since not only do we exactly know the devil (our, e.g., work environment) we know because we have experienced it in full, hands-on, but also because we have quite a rosy picture of that devil when our brains forget nasty stuff easier than friendly bits.
Now go study all of the linked wiki – it has tons of good info, both explanatory and as pointers to slurp it all up into practical solutions.
And, for a glimpse of a better future:
[They’ll come when the (grossly overstated) benefits are high enough and/or the left-behind is dismal enough; NY]
2 thoughts on “UnEllsberging your change”