Working the land to sow
Probably many of us have thought of changes we would like to do in our life. When it comes to cause changes in health-related behaviors, most people know what to do.
People think having a varied and nutritious diet, keep their body mass index, getting enough sleep, vigilance with medical examinations, reduce stress, etc.
“Making healthy lifestyle changes affects not only our risk for disease and the way we feel today but also our health and ability to function independently in later life. What we do for ourselves is often more important than what medicine can offer us. Yet making healthy changes is easier said than done. Even when we’re strongly motivated, adopting a new, healthy habit — or breaking an old, bad one — can be terribly difficult.” – Harvard Medical School
The change of behavior generally requires a gradual progression of small steps towards a larger goal.
When there is the intention to perform a specific behavior, we are influenced in the way we think, that is, there is a set of inner thoughts and feelings that result from the combination of standards and control mechanisms of society.
After all attitudes are a small thing that makes a big difference!
For example, we may think that knowledge plays an important role to get people to begin to change the behavior, but this is far from truth.
In fact, so that people begin to change, you must have the ability to socialize with others and encourage them to collaborate in order to provoke change.
Likewise our ability to express ourselves, to explain clearly what we want is essential so that we can encourage people to collaborate on this change through ideas.
We know that empathy is an individual capacity, which resides within the person, but only arises when in fact there is an exchange. For this exchange takes place, we must use our ability to understand the intentions and desires of others, and consequently we relate well in society.
The change arises if our behavior create a perception of honesty.
However, make changes in our professional lifestyle or work may not be a simple thing.
In organizations, apart from our own resistance to change us we counted hurdles often coated with informal characteristics as is the case of company culture.
The organizational culture includes the norms, values and beliefs that are shared by the company’s employees and whose frame is built by the leaders, by history and by the way work is valued and rewarded.
When a company begins to feel the resistance to change and to innovation, is probably a resistance with origin in leadership who doesn’t believe in their ability to be successful with innovation.
But when there is a company with a strong culture of innovation this can give the company a powerful competitive advantage, because culture permeates all levels of the company, including the beliefs shared by the leadership.
But, how can we go from a “culture of resistance to a culture of innovation?
For an organization to become innovative and don’t submit resistance to change the company have to make sure that the land where is developing their culture is fertile and that seed of receptivity to change were well launched.
Only when the culture becomes permeable to change is that collaborators are more likely to have an active participation in innovative environments.
The first steps are the recognition of the need for change and the definition of urgency.
It is important that the Organization recognizes clearly what are the reasons that push for change, and where they should focus their efforts.
It is also important that the leadership show employees how will be the Organization after the change and expresses support in addition to develop a compromise between all.
Once they have done the work on the ground with the seeds, it is necessary to maintain the transition as if it were a growing plant until they reach the mature stage to collect the fruits of this change.
As in any other culture, innovation culture requires a special care in the treatment of the land where we want it to be developed.
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