Even though change initiatives can often fail, many forget the potential impacts of not changing at all..
For example:
- In 1876, the President of Western Union reported to his employees that “the telephone has too many shortcomings to be seriously considered as a means of communication. This device is inherently of no value to us.”
- In 1927, Harry Warner of Warner Brothers Pictures said “Who would ever want to hear actors talk during a movie?”
- In 1977, the CEO of Digital Equipment Company told shareholders that “there is no reason for any individual to have a computer in their home.”
These are, of course, extreme examples of missed opportunities resulting from fear of the unknown and uncertainty. We, however, are embracing change, harnessing the power of what can be, and embarking on a very ambitious organizational change agenda. In order to properly implement these changes, it is important that we become more skillful in leading our teams through this ongoing process.
In order to do so, let’s begin by taking a closer look at people’s reactions in response to change.
Next Section – Reactions to Change
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