The words we use shape our thinking, and our thinking shapes our actions.  The way people talk about change, influences how they plan for a change, what they expect, and how they interact with the people they hope will make changes. What if the language we use makes it harder to bring about the differences we want to see? In this episode, I’ll talk about how metaphor can shape expectation for change.

I've just scratched the surface here. My understanding of  metaphors and cognition started with Metaphors We Live By  by George Lakoff and Mark Johnson.

 

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7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

I realized early in my career, that even when my job was writing code, it still involved change.  The programs I wrote changed the way people did their jobs, and sometimes how they felt about their jobs.

Four pain points in organizational change: 

People may not want to change. This is often called resistance.... but it can be a resource. 

Nothing really changes, in spite of extensive (and expensive) training and coaching. Deep change requires looking beneath the surface to "see" underlying structures and factors that hold the pattern in place.

One size fits none, and everyone wants an exception. It isn't possible to anticipate (or accommodate) every context and every variation. One size may fit some, but may be a mess in other parts of the organization..

People rely on positional power and persuasion. Systems influence behavior, but it takes humans to change systems. In this part, we'll explore how to build a network of influencers and find support. 

My most recent book: 7 Rules for Positive Productive Change: Micro Shifts, Macro Results.  Available on Amazon.com or where ever books are sold.

My website: estherderby.com.

Visit my website www.estherderby.com.

Sign up for my newsletter to receive information about workshops, online classes, and more.

7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher.