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Big Changes Ahead for Healthcare: Be the Provider not the Patient

 

Speaking to audiences on managing change in the healthcare industry, I often compare hospitals and clinics that are content with clinging to an outmoded mindset to patients awaiting miracles rather than getting legitimate medical help.

No matter your place in the healthcare system, change is either at your doorstep, or it’s coming at you from all directions. The changes are not coming quietly, and will demand a new vision.

Dr. Stephen Klasco, interviewed for Modern Healthcare (May 2019), said:

“We’re going through a once-in-a-lifetime change in healthcare from a B-to-B [Business to Business] model to a B-to-C model [Business to Consumer]; the physician and administrator as the boss to the patient is the boss. If you believe that … you have to fundamentally change how you view things.”

The medical facility and its providers must have the determination to manage the changes sweeping over the industry.

Managing Healthcare Change from All Directions

About a year ago, healthcare writer A.J. Abrawal identified at least six factors that are bringing about change in the industry:  technological advancements, a shift to practices that are more for-profit than non-profit, the changing landscape of the Affordable Care Act, the widespread use of patient data, the modernization of payment options, and more readily available healthcare advice.

Taking any of the changes identified and combining them with Dr. Klasco’s comment, it is easy to envision a scenario where healthcare is soon to become increasingly closer to a supermarket concept of picking and choosing options from a shelf. In fact, it’s about to become literal. For example, the October 4, 2019 issue of Supermarket News states:

“Next month, Sam’s Club plans to begin testing a program that offers members bundles of health care services — including medical, pharmacy, dental and vision care — for a low annual fee. [It is] Called Sam’s Club Care Accelerator Together with Humana.”

It is a given if the Sam’s Club model becomes successful, other national supermarket and wholesale stores will follow. By bundling services, consumers are manifesting a desire to implement a set of changes that the healthcare industry should have seen evolving quite some time ago.

In a 2018 survey sponsored by Aetna, it was seen that patients clearly want greater choice in their care. They want a more holistic approach of diet and exercise rather than relying on a practice for all of their care. Patients are more educated about their desires and treatment than ever before. The study summarized, in part, the findings in this manner:

“It’s clear that in the changing health care environment, transforming care delivery means considering care of the whole person. New care models such as value-based care, in which doctors are rewarded for improving patient outcomes, are creating opportunities to do just that…”

In this shift patients are wanting more choice and asking more questions. They are literally shopping for the best combination of services for their needs, and overall, they are demanding much greater transparency in how they are treated and billed. The industry will have no choice but to change to meet these needs in the years to come.

Book Scott Burrows, Motivational Healthcare Industry Change Management Speaker for your next healthcare industry meeting through this website or by calling us at: (520) 548-1169

 

Staying Focused and Resilient: What is Your Blueprint for Success?

In my addresses as a graduation and commencement keynote speaker, I frequently ask my audiences if they have the determination to stay focused and resilient in mapping out their blueprints for success.

“Staying focused” has become more difficult than ever. In a recent psychological survey that came out of Canada, 89 percent of workers, mostly Millennials, claim they waste time at work. Eighty-five percent of Millennials and Gen-Y admitted to being on the internet (for personal reasons) at work. Yet, here is the odd-ball statistic: 84 percent say constant work interruptions make them unhappy.

The Lack of Focus

In a 2018 study by Baylor University, 60 percent of college students “admitted” to being addicted to their cell phones; about 10 hours per day for women and 8 hours per day for men.

While I am not bashing the internet, cell phones or college students, we have entered an age of serious distraction. As I relate in my keynotes on staying focused and resilient, if our blueprints for success include welcoming distraction, a lack of focus and an absence of priorities, we welcome a career path that reassures a lack of direction.

Writer Jason De Mers for Entrepreneur magazine studied this increasing lack of focus. One of his conclusions concerned prioritization:  “You could also have trouble focusing simply because you aren’t sure what you should be focusing on. The typical entrepreneur (worker or student) has dozens of tasks on his or her plate at all times. So, if you’re one and unsure what to do next, you might jump among tasks frequently, leaving them half-finished, and only dedicating half your attention to any of them…you’ll need to work to establish a firmer system of prioritization.”

Interestingly, the lack of focus leads to a lessening of resiliency. If we focus on prioritizing a series of important tasks, for example, applying for grad school, getting into shape, raising our GPA or looking for work after graduation, and we are constantly distracted, the results will be a lessening of concentration and that leads to failure of the task.

Being focused on a priority allows alternative ideas, other paths or an expansion of knowledge to take place. Without focus, there is no vision, only scattered thoughts; without determination and the grit to push away distraction, there will be a lessening of results.

When I found myself in a hospital bed a quadriplegic, I was determined to get as well as my body would allow. I allowed myself the vision to see movement and daily improvement in my mind and body. I knew that through good times and bad I would need the intensity to be successful. I blocked out distraction and focused on the challenge at hand.

In speaking at graduations and commencements I issue the same kind of challenge to the graduates. In developing your blueprint for life, there will be hundreds, if not thousands of interruptions. There is a choice:  give in to the distractions or be passionate about your priorities.

 

Contact Scott Burrows, Graduation and Commencement Keynote Speaker on staying focused and resilient, through this website or call us at: (520) 548-1169

 

Are You Determined to Be a Change Agent for Your Company?

As a motivational speaker for companies facing ongoing industry challenges in the marketplace, I am fascinated by change agents who have the determination to step up and make a meaningful impact in their organizations.

Who are the Change Agents in Your Company?

When I am delivering keynote addresses on change management, I often ask the following question of audience: “Picture the change agents in your organization. Whose face comes to mind?” The most common answers include the CEO, the human resources director or even the social media department.

In an insightful article that appeared in Forbes magazine, business writer stated “Change management is no longer a term that denotes only operational improvements, cost efficiencies and process reengineering…change management has become a much bigger, more interwoven part of the overall business fabric…that plays into everything that we do, every day, and how we go about getting things done, regardless of hierarchy or rank.”

The change agent includes the marketing manager, the accounts payable people and you. In fact, the most important change agent in your company is you, whatever your position on the hierarchy of the corporate ladder.

We are All Change Agents

Earlier this year, the management department of Michigan State University presented an article entitled The Qualities of Effective Change Agents. They did not rank change agents by position, high to low, but emphasized five important traits all change agents must possess, and in this order:  Flexibility, Diversified Knowledge, Priority and Results Focus, Ownership and Responsibility, and Effective Listening Skills.

Each trait requires three components that I address in my motivational change management keynote addresses:  the vision to understand why it is important, the mindset to make it happen, and the daily grit to overcome any obstacles that may prevent change from happening.

For example, as part of an acquisition an organization may need to implement a new company-wide software system. An employee committed to change will have the vision to see why it is important to diversify and expand knowledge, the determination to excel at understanding the system’s complexities, and the grit to learn and study every day.

Becoming Invaluable

Being a change agent requires making yourself invaluable. In times of transition, executive leaders will actively seek out employees who embrace change. Indeed, the Robert Half management consulting firm stresses the following point in their tips for change success:

“Involve employees as soon as goals are set. Ask their opinions and get their input on how the business runs today and what they believe should be changed.”

Executive leaders want those on their team who are determined to help rather than hinder, and who are willing to go the extra mile to make change successful and to be flexible in their thinking. Change is not always easy but change agents will always be recognized as those who made it happen. Be determined to make it happen.

Contact Scott Burrows, Motivational Speaker for Change Agents and Change in Organizations through this website or call us at: (520) 548-1169

 

Want to Reach Your Biggest Goal? Try Rewiring Your Brain

 

As an inspirational speaker on success, reinvention and mindset, I often encourage my audiences to “rewire their brains.” What do I mean by that? Obviously, I’m not suggesting surgery, but something much more distinct and focused. Neuroscience studies tell us that if we want to reach our biggest goals, we must learn to rewire our brains each and every day.

“I Can’t Change the Way I Am”

One of the most common ways in which we fail to reach our goals is that we convince ourselves we are too old, too tired, or sadly, “too defeated” to change. However, the latest research begs to differ.

The October 24, 2018 issue of Neuroscience News relates the research of noted neuro-scientist, Dr. D. Gilbert. His groundbreaking research suggests that “even when we’re not consciously forming new memories, our brains can change in important ways, altering how we interpret and interact with the world.”

It has long been known that when the brain is injured in an accident it begins to heal itself by finding new pathways. This is how a person who is partially paralyzed can find new brain pathways to create movement in the limbs.

Dr. Gilbert’s research shows us its much more encompassing that that.

“We had always suspected that this ability to form new connections in the adult brain isn’t something that just evolved as a way to recover after injury,” says Gilbert. “Rather, it’s a mechanism that we’re using in our brains all the time.”

Therefore, if we are motivated to go after an important goal, whether it is to get into better shape or work toward a promotion, if we develop a positive mindset and reinforce it, we can better achieve personal success.

Writer Elle Kaplan’s recent article, “How to Rewire Your Brain For Massive Success, According to Neuroscience,” related there are five things we should do every day to help us reach our goals.

These include: engaging in challenging brain activities, looking for new ways to solve problems, imagining the person you want to become, finding a long-term goal, and expanding the way you think.

All of these activities focus on changing our mindsets and having the determination to reach the goals we seek. How will you overcome the obstacles to achieving your goal? How will you energize your brain to better interpret and interact with the world? Who is it you want to become, and indeed, are you satisfied with where you are? What is that one goal you have always wanted to achieve? How do you make your world larger?

Every one of these questions puts you in charge of your life because in the end, only you can create those changes. It leads me to the hardest question of all: do you have the daily, sometimes hourly grit to transform your life?

After my accident, I realized in order to regain function and movement I not only had to have the determination and mindset to rewire my brain, but the daily grit to make it happen. Words are cheap, but grit is real. You can change your life, but you must be dedicated enough to make it happen. You can do it if you believe you can do it.

Contact Scott Burrows, Inspirational Keynote Speaker on Success, Neuroscience and Changing Mindset through this website or call us at: (520) 548-1169

 

 

 

 

 

 

 

 

 

 

 

 

The Challenge of Buggy-Whips, Slide Rules, VCRs, and Caramel Macchiatos

 

In delivering motivational keynotes on adapting, reinventing, and the flexibility needed in the modern organization, it is important to illustrate what happens when companies fail to change. Unless a business – or industry – is determined to change, it may cling to an old vision that is not only counterproductive to growth, but hopeless in offering a solution.

To illustrate my point, a great example is a publicly-traded company (I won’t tell you its name until the end of this post) that only 16 years ago had $5 billion in sales, more than 9,000 stores and 60,000 employees. Their stock certificates can now be used as wallpaper. At nearly the same time, a forward-looking organization seeing the incredible change the internet was about to bring launched its service. The company, having adapted to what was the new internet market, is currently worth about $150 billion.

Change is a Mindset, Not a Fear

It was the ancient Greek philosopher Socrates who observed something that could apply to any keynote speech on adapting, reinventing, and being flexible in today’s business world: “The secret of change is to focus all of your energy not on fighting the old, but building the new.”

Change is a mindset, not a fear.

It was the “Chicken Man,” Frank Perdue, who said: “A business that doesn’t change is a business that is going to die.” Prior to Perdue launching what would eventually become a $6 billion company, his competitors were largely non-branded, disjointed companies. Perdue was determined to create a major niche in the industry by advertising and branding his product. They laughed at him. It was not long before the Perdue brand was asked for by name.

Starbucks CEO Howard Schultz wrote: “Grow with discipline. Balance intuition with rigor. Innovate around the core…make the tough choices…be decisive in times of crisis. Be nimble. Find truth in trials and lessons in mistakes. Be responsible for what you see, hear, and do. Believe.”

In other words, be adaptable and be flexible. You may fall down, but there is wisdom that naturally comes from the lessons that have been learned from falling. You must develop the grit to get back up if you fail. Change is not easy. Despite the incredible success of Starbucks or Amazon for that matter, there were points in their growth when they could have failed. They developed strategic plans, they overcame “disagreements” within their ranks, and they both established a pattern of “do as I do, not as I say.” There was no task that Howard Schultz preached that he did not do himself.

Another famous example is one of the original officers of Costco, James (Jim) Sinegal. Sinegal routinely dropped into stores around the world, often unannounced, and helped bag orders if he noticed customers waiting too long in a line. The customers never suspected who he was. He never took a salary of more than $350,000 annually.

Sinegal, Schultz and Perdue wanted to be close to the action and to observe any changes to their industry first-hand to quickly adapt and reinvent their operations. They worked with managers, vendors, distributors and employees to constantly learn and to explore new options and avenues.

This was something that the executives at Blockbuster never cared to do. When Netflix launched in 2007, Blockbuster, much like old buggy-whip manufacturers, failed to heed what they needed to do to adapt. They lacked the mindset and the determination to change. They never recovered.

Contact Scott Burrows, Motivational Keynote and Breakout Speaker on Adapting, Reinventing and Flexibility through this website or call us at: (520) 548-1169

 

The Difference Between Noise and Knowledge is You

It is no secret that I admire the sales representatives who work in the pharmaceutical industry. As a motivational sales speaker for pharmaceutical conferences, it is my mission to assist all of you in helping to overcome the adversity you encounter every day.

A Hard Life, A Rewarding Life

The Princeton Review describes the life of a pharmaceutical sales rep in these terms:

“This territory-oriented business can be a hard life, particularly for those trying to maintain their family life as well. The need to sell extends to social functions and free time…This difficult balancing act is complicated by the additional pressure of being in a commission-based occupation.”

The description, as we all know, is just the beginning of the obstacles. Chances are, you will be on the road 100 or more days a year, you make at least 2,800 visits a year, and you are constantly “facing managed care rejections.” Then there is the public and professional perception of pharmaceutical companies that often extend to those of you just trying to do their jobs.

The data backs me up – no, it’s not your imagination. There was once a time when most health care providers were “rep accessible.” In 2008, a responsive provider might have been available 80 percent of the time – or more. By 2015, it had slipped to about 50 percent and two years later to just under 45 percent.

In my work as an inspirational sales speaker for pharmaceutical conferences, I know the importance of what you do. I have met you, understand you and value you. You bridge the huge gap between research and knowledge, better health and wellness, and often, between unawareness and awareness. You bring worth and you are appreciated. The appreciation must start with one important person, you.

You are the Difference Maker

The pharmaceutical sales rep working a territory, often with only a car radio and GPS as friends, are the true changemakers in a time of adversity for the pharmaceutical industry. Are you willing to overcome that adversity and add the value that you know you can bring?

How do you make a difference in the lives of people who need the product you represent? How can you carry the desire to make that difference into every healthcare setting and to every HCP you meet?

Do you have the vision to believe that what you do brings incredible value to the healthcare equation? You bring value, knowledge, experience and you make a true difference.

Do you have the mindset to overcome the adversity you encounter on a daily basis? It isn’t always easy, but with a mindset of understanding that what you do can ultimately bring a benefit to someone’s life, how can you not develop the mindset?

Finally, how determined are you to make the difference? If not you, then who? Determination, the grit within you to overcome the adversities you may encounter, is a skill you can learn.

I believe every pharmaceutical sales rep can make a true difference. Let me help prove it to you at your next conference.

 

Contact Scott Burrows, Motivational Sales Speaker for Pharmaceutical Conferences through this website or call us at: (520) 548-1169

 

Have the Determination to Make Your Workplace Diverse

 

As an inspirational speaker on Diversity & Inclusion, I often hear the sentiment “I wish our organization would be more inclusive, but progress has been slow – and I’m a nobody.”

As a quadriplegic, I admire the capabilities and understand the dilemma of those who are physically challenged and cannot get hired. I am also well aware of the under-representation of women, minorities and the LGBTQ communities in the workplace. Things are finally beginning to change due to a realization that inclusive workplaces are healthier workplaces.

Quality Logic, a software development organization, published an article in October 2018 on diversity in their industry.

They pointed out that “one of the biggest things stopping managers from implementing diversity is the fear that introducing people who ‘are different’ and ‘don’t understand’ each other will hamper productivity.”

In fact, the opposite appears to be true. According to a Forbes article, “racially diverse teams outperform non-diverse ones by 35%.”

Some may call this outperformance a shared sense of social justice, but as someone deeply interested in diversity and inclusion I feel that the more life experiences diverse teams bring to the workplace, the more creative and dynamic the result.

The employment research firm Glassdoor found that 67 percent of job seekers want to be a part of a more diverse team and 57 percent want a commitment to diversity to be a high priority.

Interestingly, Glassdoor found that of those surveyed, 45 percent felt it was the hiring managers, not the CEO, who needed to step up and be determined to hire more minority candidates.

Time for a New Vision?

In April 2019, the Society for Human Resource Management (SHRM) offered an article entitled “The Biggest Reason Companies Avoid Hiring Diversity? 41% Say They’re ‘Too Busy.’” Can this be true at face value?

SHRM felt that the 41 percent stat “reveals just how small of a priority diversity hiring is. If managers want anything to get done about the lack of diversity on their teams, they’ll need to start fitting it into their schedule.”

Could it be that many hiring managers have an inherent fear of minority hiring? It would appear so. The National Bureau of Economic Research found, “When reviewing resumes, specifically looking at just the name, those associated with Caucasian descent received 50% more callbacks than those associated with African American descent, regardless of the industry.”

Hiring fears over inclusion don’t just stop and start with minorities. A 2017 study by Rutgers University involved sending out fictitious job applications of almost 6,000 positions to hiring managers of accounting firms. About 67 percent of those applications stated disabilities such as spinal cord injuries in the cover letters. The fictitious applicants stating disabilities received 26 percent fewer responses from hiring managers.

As someone who is often wheelchair-bound I am fearful as well as thankful. Thankful for the business opportunities I’ve had to excel in the insurance and financial services arena as well as my current profession as a motivational business speaker.

But I am fearful as well. How many outstanding applicants with spinal injuries have been passed over not for lack of credentials, but caution over how well they might fit into the organization?

How many tremendous African American, Latino or other minority candidates have been turned away, not to mention highly qualified women or those of different sexual orientations?

Your employees are encouraging you to have the determination to make workplaces more diverse. They want you to succeed in that mission. We must rise above our worries to understand that inclusion and diversity are the keys to stronger, more profitable and more dynamic organizations.

 

Contact Scott Burrows, Diversity & Inclusion Motivational Speaker through this website or call us at: (520) 548-1169

 

Stay Engaged to Save Lives at Work

 

As an inspirational safety speaker, I know all too well that the safety industry has traditionally focused on force feeding workers a diet of safety posters, safety lectures, safety demonstrations and horrific tales of gruesome injuries about “someone else.” It is a multi-pronged attack that checks all the right compliance boxes. This approach often causes people to disengage.

Part of the problem stems from the traditional “blue collar” and “white collar” designations. Those who toil on the job are often viewed as having less of an ability to personalize safety messages as the folks in the air-conditioned offices. Having been “a worker” and “an executive,” I knew this bias was untrue. In fact, when “safety” gets divided into “them” and “us,” it often results in more injuries throughout the organization. Scientific research backs me up.

Safety is a Story

The frontal lobe is one of seven parts of our brains. It is where we do our higher reasoning, however, appealing to only reason does little to drive a message home. This is not a new fact. It’s been around for centuries.

For example, when workers pass one of those safety posters with the stick figures lifting the wrong way, it does practically nothing for engagement. Even when the posters have info-graphics as to lifting, pushing and pulling statistics, no one fully takes that into their memory.

Telling a worker that in 2018, nearly 300,000 workers (based on National Safety Council statistics) were badly injured by incorrectly lifting does little good, if he or she didn’t know any of the injured people.

If the “blue collar” workers are found to disengage from safety messages, those in the office aren’t faring better. For example, Automotive Fleet magazine (May 25, 2018) explained that commercial automotive fleet accident rates have risen to almost 20 percent of all automobile accidents. The reasons aren’t faulty tires or winter storms, but far more basic, “…the No. 1 factor contributing to the increase in accidents continues to be distracted driving, especially among company drivers. Employees use company vehicles as their mobile offices and multitask while driving, which creates more opportunities for distraction.”

The same executives who stress workers aren’t being mindful on the job are themselves not mindful when they are driving to sales calls, job sites or to and from the office. Who’s to blame for the lack of safety engagement? Perhaps we should put the biggest blame on our amazing brains.

While there is a part of the brain that remembers facts and stick figures crying “Ouch!” it doesn’t prevent someone from lifting the wrong way or getting into an accident when driving while on their smartphone. Am I saying posters or classes are useless? Not at all. They can reinforce the story, but they are not the story. The inspirational safety story is a memorable story.

Engagement Demands “Why”

I am a safety statistic and safety storyteller. On November 3rd, 1984, I was a passenger in a friend’s car. As an athlete and martial artist, I guess I thought accidents happened to other people. Despite everything I had seen, heard and read I decided to not wear a seatbelt for a short ride down the beach. My friend lost control of the vehicle and I broke two vertebrae in my neck and suffered a serious spinal cord injury. I went from an athlete and martial artist to being diagnosed a quadriplegic confined to a wheelchair. It is an intensely personal safety story and it is impactful for my audiences.

A safety story, up close and personal, is the best way to engage the entire brain, along with the other tools. Our brains are more likely to wire in information when it is tied to emotion. What engages us is that personal connection.

My mission is to tell that story, and help every employee develop a safety mindset and safety vision, with the determination to make safety a daily part of their story.

Contact Scott Burrows, Inspirational Safety Speaker through this website or call us at: (520) 548-1169

 

Motivational Speakers Impact Meeting Attendance for Associations

 

As a keynote speaker to national associations on the topic of motivation and overcoming adversity, I know the importance of my mission. This coming year, national association speakers will speak to nearly 207 million attendees at 1.8 million events. These events range from major keynote addresses and breakout sessions to regional workshops and seminars. Often, attendees at general national association meetings will also attend other association functions. Impressions gained from national association meetings and shows often filter down, and define the organization when attendees are thinking about going to smaller meetings.

The average low-ball estimate of the cost for attending a national association meeting is about $1,500 per employee for a three-day meeting.  This is not a decision lightly made.

If you are a meeting planner you already know that bringing in an inspirational and overcoming adversity speaker is a great way to kick off a conference. In fact, it can set the tone for the entire event.

In an article about successful meetings, Forbes magazine (February 10, 2019) explained the motivating effect of a dynamic keynote.

“What is the purpose of the guest speaker? Do you want someone to kick-off the event by electrifying the attendees? Generally, the answer will be, ‘yes.’ Your attendees will come in with high energy and high expectations — you’ll want to match this intensity with your speakers’ abilities.”

Announcing that an inexperienced non-dynamic speaker will speak at the national event almost guarantees the reverse outcome of what you expect.

In an earlier article in Forbes (October 16, 2013), communications expert Dr. Nick Morgan related, “A keynote speaker is a temporary tribal leader who can move an audience to action…people only take action because of other people, and a keynote speaker has a unique opportunity to do exactly that.”

Suppose there is no one to move that audience from the very beginning? Not enough attention is been given to what happens when a national trade association declines to hire the right motivational speaker or hires someone who does not engage the audience to help them deal with the issues they face.

Why Take the Risk?

There are at least seven general outcomes when a national association decides against hiring a keynote speaker or does not bring in a speaker who is dynamic enough to move the audience to understand key issues. These outcomes include: lower attendance; a failure to address an important industry concern; a lack of unifying message; a lack of actionable objectives; a lack of media coverage through online, print and electronic media and lower expected attendance at the association meeting the following year.

Helping to avoid disastrous outcomes are what a professional national association speaker brings to the podium. A strong keynote speaker takes the time to learn about your industry in depth; is invested in moving your audience to action; cares about your association’s success; and is accessible will assure a more successful meeting.

At a time when associations and their membership are more far-flung and remote than ever before, the national meeting may be the one opportunity to bring everyone together.

The question may not be “Can we afford to bring an inspirational keynote speaker to our association meeting?” rather, can we afford not to?

 

Contact Scott Burrows, National Association Inspirational & Overcoming Adversity Speaker today through this website or call us at: (520) 548-1169

 

We Talk About Change Management, but What Does it Really Mean?

 

As I deliver so many motivational keynotes on Change Management, a question I am frequently asked is “What does change management really mean?” It is not so naïve a question. There are many meanings and many answers. For example, to a company undergoing a merger, change management to the CFO is often not the same thing as it is to the CIO or to the Vice President of Manufacturing.

Bart Perkins, writing for CIO’s online magazine (April 12, 2018) had several observations important to share on the topic of defining change management.

His observations about those in IT can apply to most any employee in any department:

“Many people view their value to the organization as being a good technical architect, programmer, or security specialist. When asked to take on a different role, they may become very uncomfortable…once they are no longer rewarded for the skills that made them successful, employees may question their purpose.”

If you would like, think of a marketing manager, quality assurance specialist or an accountant having to take on new roles and working with new people. When they are forced to leave their comfort zones, what will happen to the role they worked so hard to establish?

Another observation Perkins made on change management was, “Individuals must be willing to examine new information and adopt new behaviors and approaches. Since most people prefer the status quo, this can be difficult.”

Inertia

What is it about change management that is such a difficult process? As an inspirational speaker on the topic, I think I can sum it up in one word: inertia.

Many organizations undergoing a transformation quickly discover that prior to making changes, their employees are locked into a cycle of indifference, disengagement and fear. The fear, incidentally, often stems from an understanding that if employees were previously motivated to make changes at their initiative, they were often penalized for doing so. They may not have started out that way, they may have at one time been eager to make a difference, but over time they felt their initial motivation to contribute and participate was futile.

Change management, in all of its phases, requires employees to re-ignite and re-energize their vision. It is not so easy a task. In fact, it is a two-way street.

Overcoming inertia requires determination not only from individual employees but from the corporate or organizational entity itself. The organization that is undergoing change or has undergone change must reach out to their most valuable asset, their employees, to help. The employees must know that they are the difference; they are the change agents.

Neither is change management solely about organizational charts or the implementation of new technologies. It is personal. This personal investment does not happen by accident; it takes an individual vision on the part of the employee, the determination to make that vision happen, and the grit to work at it every day.

Overcoming inertia is the opposite of settling for so-so; it is the mindset of never being content with “good enough.” I know from both personal and business experience that there will be days when the change that is required will be difficult. I also know that overcoming inertia and never settling for apathy causes people and their organizations to soar. That is the true essence of where change management can take us.

 

Contact Scott Burrows, Inspirational Keynote Speaker on Change Management today, through this website or call us at: (520) 548-1169