iFive Alliances

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Recently I reviewed Maslow's hierarchy and was reminded of the the positioning of homeostasis.

 

It's important - it's on the physiological level with breathing and sleeping. We can hold our breath, stay up all night and sustain discomfort - but not for long.

 

We need physical "comfort" (think of the level 1 evaluations that ask us if the chair was comfortable and the room temperature was acceptable) and we also need emotional "comfort."

 

We can try to extend emotional "comfort" by ignoring the obvious or spending time and money to resist it. Eventually it becomes too uncomfortable and a disruptive change occurs. People lose jobs or quit. Companies go bankrupt or get acquired. Customers choose to go elsewhere or make "unreasonable" requests for concessions.

 

The most important question that the training organization can teach and respond to is - Why?

An important question to ask is - What should we stop doing?

 

What are the biggest challenges that your training organization faces as it tries to take the role of being a destabilizer?

 

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Replies to This Discussion

What might be an unintended consequence of our human nature that seeks homeostasis? Might it be complacency? Would we be likely to ignore information that would predict the external factors that would lead to disruptive change of our comfort zone because the information itself is uncomfortable.

How do you distinguish the topics needing attention from those that are not worth taking too seriously?

How do we avoid being so busy "in the moment" that we risk tomorrow?

The CEO's role is to listen to the internal and external world - gain a perspective - and then ensure that Sales, Marketing, Finance, Product Development and Operations are aligned to the perspective - and prepared to change.

How can the training organization help the CEO proactively?

I spoke with my dear friend Paula Smith today and she suggested to me that I be mindful of the fact that while many of us think of ourselves as innovators - innovation itself is not necessarily "comfortable." It has the potential to be disruptive - which may be discomforting to those who do not value the disruption, The resistance to the disruption may also be discomforting to those who are leading the innovation. How can this mindfulness be sincerely exhibited? (P.S. Happy Birthday Paula - February 10)

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