I wish I had a nickel for every time some new initiative was rolled out, sometimes with mandatory attendance at grandiose presentations proclaiming the utter importance of the initiative to the future survival of the company. If I did have a nickel for every one of those, I’m certain to have a whole lot of nickels.
Unfortunately, asserting that the reason for change is important violates the Fat Smoker principle, as I like to call it, which was a term coined by David Maister. Essentially, it is the awareness that although we know what the problem is, we rarely address it, no because we don’t know what the right thing to do is, but because in order to get to something good we must first go through something difficult. Here’s a video of his thoughts on being a Fat Smoker:
Knowing that something is important is only necessary for change to occur. It is not sufficient for full, genuine adoption of new behaviors. In order for people to change their behaviors, it is necessary to demonstrate how the change from the old to the new will make life easier, even if it requires some difficulty in the near term.
When I say “make life easier” I mean at the personal level – not the organizational. If the organization is made more profitable, that creates some amount of ease, but one that doesn’t necessarily transfer all the way down to the individual. In fact, most initiatives have the opposite result – making the long-term workload for the individual more difficult. Sustaining the improvement also becomes easier because, once people are able to accomplish the desired outcomes with less strain, they will always want to keep doing things in the easiest way they know how.
It must be noted that, if the people within an organization have been subjected to years of strain and strive, however, they will not easily adopt anything new. The lack of trust is simply too pervasive. In these cases, incentives in the form of tangible or intangible rewards are often doled out in order to reward those who adopt the new behaviors with the greatest zeal. Unfortunately, in these circumstance, no amount of management pressure, bribery or cajoling will ever be successful in the long term because the energy required on the part of management to enact such things will eventually run out, too.
People will develop new habits based on a perceived personal benefit, and even then, old habits die hard. Overcoming this inertia requires a bit of guidance. When it comes to change, nothing is as important as an engaged, supportive and authoritative leadership.