CHANGE

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                  Change
                                                       8 steps to successful change
Many of us at some point in our lives try to evaluate the way we have been living our lives and then we are not pleased, satisfied, or we just noticed things are not working as they should therefore we see a need for change.
         But the next big lie we tell ourselves is that change is not easy I don’t think I can stop this and that, I don’t think I can change, but you know everybody can change no matter what its left to you  
     Well while this post may look like it is meant for firms, organizations, industries and not for individuals, but you can as well apply it to your lives if you really want to change
These 8 steps are subdivided into 4 groups
­-set the stage
*create a sense of urgency
*pull together a driving team
-decide what to do
*develop the change vision and strategy
-make it happen
*communicate the vision
*empower others to act
*produce a short term win
*don’t let up
-make it stick
*create a new culture

Create a sense of urgency; once you have realize that there is a need for change, then you don’t have/need to wait any longer make it an urgent matter a hot cake that shouldn’t get cold because the longer we wait the weaker the zeal and passion to change becomes.
Put together a guiding team; talk to a few people about it, relate it with your friends, get feedbacks use them as guidelines, as individuals and as firms or groups or what have you as the leader of a person with a sense of responsibility, just pull a small team maybe your board of directors and relate the urgency or the need for change to them.
Develop a vision and strategy; after admitting the urgency for the need of change then the next big task of what to do appears, you now have to consider what made you feel the urgency for change, and then you can picture your vision and put necessary strategies in place.
Communicate the vision; now as a Boss, Chairman or C.E.O after generating a vision shear it with your small team and make them catch it and see it the way you have seen it to create a easy flow, and as individual, the place of having a mentor or someone we look up to comes in. you shear the vision with them make them understand why it is necessary and urgent for you to change, they can even give you clearer views  and better advice on how it will be easy for you to change.
Empower others to act; after relating your vision to your small team then you can now shear it with the whole company or with your staffs or to your workers as the case may be, and make them feel or see the urgency to act. And as individuals you challenge yourself to act towards this new vision you want to catch
Produce a short term win; once we set out and start to implement this change and it starts to work out, celebrate it as a victory no matter how little it may seem the more you celebrate these little victories the more encouraged you are and the greater chance it is for you to have bigger wins.
Not being complacent and letting up; don’t let up, don’t give up, it may not work as a quick fire or like a rocket being lunched, so you have to be determined because many a time we get frustrated but our passion keeps us and then we get our desired result.
Create a new culture; no matter how addicted we are to that past scheme, curriculum, attitude or way of life once we set out to start the new way never consider the old way again, ensure that the change would not be overcome by our stubborn hard to die traditions, i.e. the old attitude we want to change.
The role of thinking and feeling
*thinking differently can help change behavior and lead to better result.
*collect and analyze data
*logical presentation to change people’s thinking
*changed thinking can change behavior
*feeling differently can help change behavior more and lead to even better result
*create surprising ,compiling and visual experiences
*experiences changes how people feel about situations
*change in feeling lead to change in behavior
Partly extracted from our iceberg is melting by (John Kotter & Holger Rathgerber)

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