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This weeks
Article....
Eating Sacred
Cows
Tools
to overcome fear of
change
In my last article,
Leaving $10,000
on the table, I gave an example
of how fear of change can control peoples
lives and cause them to not move
forward.
The question is how often do we
deal with this in business and our
personal lives?
I’ll give you a few ideas and
tools that just might work on overcoming
some of this resistance….
First let’s understand some
reasons why people cling to the current
situation even when it is not the best
choice.
Dr. Kevin Hogan
talks about the “Hamster Wheel”
that people go to everyday. They complain
about the wheel, they really do not like
the wheel, yet they go everyday and
perform the same behaviors.
His explanation of this is,
although the “Hamster Wheel” is disliked,
it is familiar and they
know what to expect,
even if it is negative. The
comfortableness of the
“Hamster Wheel” keeps most people from
making the changes. Even though it is
“painful” the familiarity is less
“painful” than any new changes. Even with
it being negative it is “secure” in their
mind, it is a known factor and therefore
secure.
Ok, I can either identify with
this myself or certainly know others that
fit this. What can I do to move these
people out of their “Hamster
Wheels”?
First of all we must understand
that many of these people will never make
the change. Getting out of the “Hamster
Wheel” will simply never happen. The fear
of change is far too great and too
overwhelming for them. They would die of
heart failure under the
stress!
We
need to realize this and move
on!
So that leaves us with that
smaller group that could and would be
willing to step out of their “Hamster
Wheel”.
Now that we have narrowed our
focus to this smaller percentage, what
are some tools we can apply to assist
them in making the move?
-
For them to move out of the
familiar to the unfamiliar most need
plenty of the following:
a.
Information, do they have an
understanding of the change, the factual
information, can they see the new picture
clearly.
b.
Some form of guarantee that
brings the risk down in their eyes. Is
the risk minimal, what if it does not
work are they are
protected?
c.
Time, some simply need time to
absorb the information and become
comfortable with it. These are not the
“jumpers” that grab new innovation and
run with it.
d.
“Trust me” is not what they want
to hear. They need assurance they can
hold onto in some form. The more tangible
you can make the change the
better.
-
Make many small changes over
time. Allow them to take a small
step, like a toe in the water, before
they dive in. Show them and lead them
through the steps and factually
reassure them this is the right thing
to do. This takes patience and a
“driver” or “jumper” just has to slow
down or they will scare the person
changing and back into the “Hamster
Wheel” they will go. Remember, the
“Hamster Wheel” is familiar even if
it is negative.
This has been one of my personal
challenges as a “driver” and “jumper” and
I see it in others. They try to overwhelm
the resistance with lots of enthusiasm
and fast talk. You can observe the other
person drawing back and skepticism and
mistrust grow with each word! Back into
the “Hamster Wheel” and never to come out
again!
-
Create a better “Future
Picture” from their values and
perceptions. In other words, create a
better “Hamster Wheel” for them to
run in based on their idea of
security and familiarity. This has to
come from them, so plenty of gentle
questioning and getting their
agreement (consistency statements) on
what is important to
them.
Once you have this, feed it back
in the form of a “Future Picture” that
uses their words and understandings. Once
they agree this is what they really want
and would be comfortable with, it becomes
the “New Hamster Wheel”, you can take it
away. This creates a strong fear of loss.
This pain of new loss can be greater than
the loss of their current “Hamster Wheel”
and they are motivated to make a
change!
This has to be done gently with
this type of person. They fear change
more than anything else. By the way, this
is some 80% of the population! The other
20% are already making the change or
looking for the change.
This will all take patience,
listening and leadership on your part.
These are “Sacred Cows” to these people
because they give them a feeling of
security and comfort even though there
are better choices!
If you approach this large group
of our population who are your
co-workers, family and business clients
with the understanding they may have to
do in their “Sacred Cows” to get out of
their “Hamster Wheel” you can lead them
more effectively.
Let’s do in a few “Sacred Cows”
because they do make the best
burgers!
Till next time, push that
comfort zone and get out of your “Hamster
Wheel”!
Harlan Goerger
National Director of Training
©
Harlan Goerger 7-2008
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