Unfortunately, this happens over and over. The organization's desired future continues to closely mirror the organization's current reality. Armed with this understanding of the dynamics of commitment, our strategy becomes one of raising the comfort level of the organization with its desired future. The status quo becomes no longer acceptable. The movement of the organization towards the future changes from one of struggle to an exciting opportunity to grow and contribute.
People change their comfort zone by overcoming their fear of the future.
This is done in two ways. The first by making the future real, tangible and deeply understood in people's minds. The second by making the current situation completely unacceptable. Since organizations are a collection of individuals, we have learned that different people require different information to arrive at understanding and ultimately commitment. This endorsement can be accomplished by conducting the planning process in a participative and rigorous way that takes many perspectives, involves many people, and builds solid understanding.