Restrains to Change

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Restrains to Change

By Gonzalo GalloGonzález

Original title: "Frenos al Cambio".  This article was first published in the Magazine Portafolio, Bogotá, Colombia, South America.  February 28, 2003.
Original in Spanish, translation by Luis Prada.

To know to live is to know to change.  In other words, to know to conserve what is convenient, discard what is not useful and maintain creativity awaken.  But change is not easy and it is suitable to know six restrains to change and six values that move it:

   1.FEAR:Specially fear of failure and fear of the unknown.  We need a new attitude to learn from error, to withdraw lessons from failures and to know how to take risks.  Changing is easier if we believe with determination.  There is leadership where there is decision.

   2.HABIT: Nothing better than to enrich life with the "surprise factor".  The successful people are creative and know to innovate.  They know that routine is paralyzing and it is daring to conjure routine and monotony.  We live better with a value called creativity.  Creation is still going on.

   3.DOUBT: All change generates insecurity or uncertainty.  Thus the leaders have a firm faith and they awaken it in others.  When the incredulous asks:"Why?",they say:"Why not?"A firm confidence is the key to change and to carry out changes.

   4.DISCOMFORT: Change demands to move, learn and assume new behaviors.  All of that bothers or incommodes those it tends to install upon.  What many do not get is that, in the long run, nothing is so uncomfortable as to be closed down to change and to remain behind.  It may be true we value effort and avoid easiness.

   5.PESSIMISM: Negative people are always looking for reasons to change, and see all dark as prophets of ill omen, let’s accept changes with a positive mental and emotional attitude, seeing what we gain with them and what we lose if we stay stagnant.  Optimism is a marvelous investment.

   6.PRIDE: The proud isolates himself into an unreal world, and blinded by arrogance, believes that he does not need to change and that everything is well.  Only accepts change for the others, not for himself.  That proud can be individual or corporative.  That is why the "dinosaur syndrome" ends with great companies.  A leader always acts with humility.

Let’s remember that he who changes can be wrong, but he who does not lives wrongly.  So, "renew completely each day, do it again, then again and always again« (Chinese Proverb).

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