We do not want to change!

Do we follow people or strategies?

Perhaps a better title but the result is the same. Managers or / and business leaders upfront are excellent promoters of their own skills and responsibilities but when it comes to changes in their setting the interest suddenly drops.

It is like their strategy is cut off during a conversation or meeting. As long as it is in their own interest they are willing to cooperate. The interest does not depend on what is good for those who pay them.

In fact the following example is a good reflection of following people as a strategy:

Networking tools such as LinkedIn often ask you to respond to a discussion or survey set up by a direct contact or member of a similar group of interest (which is necessary to participate).

Recently here was asked to share in one word what kind of manager or business leader you are.

You will not be surprised 99.9% of the responses were positive and clearly overstating the reality of a person´s own objective reflection .

When all these people are really top managers and apply to their own positiveness the world nowadays would look different or at least better.

Sure, these responses come often from middle management while the real higher management is not active or hardly active at sites like LinkedIn. It also gives to these surveys a kind of Facebook image. I am nice, do you want to be my friend?

In fact they are doing all the same; calling for changes (after being criticized) but not making critical decisions to avoid personal damage (read less income or corporate power).

We already know that for centuries but the fact the middle management copies this behavior of not making changes is disturbing. You have nothing to win but all to loose?

All these managers are send to expensive trainings and courses but when it really matters they often do not decide or change the status quo.

They talk about budget cuts, restrictions, fusions, mergers, reorganizations and other excuses to postpone purchasing your services while sitting in the safety zone.

Why would I risk your service and make a more serious attempt?

I would say because it benefits you and your company but it seems they are not inspired (enough).

Inspiration normally leads to becoming an example to others, open minded, stronger, better informed, prepared and willing to contribute and overall to win.

When not being open for changes you will loose, not win. Still people have the tendency to claim a win while not changing anything. They even believe they can inspire others.

What is said or sad then is that it is too risky to make a change, so they prevented a loss. Really?

Often here is added that when changing for example an external provider of services the work to be done to complete this change is already seen as a loss (of time).

The administration, informing the involved employees, answering questions about the decision and the follow up to complete the new setting; it is all not worth it!

In my work I see this often. But unchanging does not contribute and it certainly not helps the one who takes care of your paycheck.

But look around! Where else do you see this happen besides the corporate arena?

Everywhere! In politics from government to city hall, in the media where news is dictated by a few global parents and even in your private setting where it is amazing how Facebook or Twitter influences your life.

Let´s face it. Change is personal and can be done very fast while changing a setting takes ages. Then it is time to change strategies and focus on other people!