How to change the world: Social entrepreneurs and the power of new ideas
They say that “” only few people can change the world””...is it correct?
I mean/say,- making the world a better place is an obligation. That same obligation that we have as citizens to vote, that same obligation we have as citizen to obey the law, that same obligation we have towards respecting what mother nature created. We live in times where there is no need for a revolution to take place, in order to bring substantial change. But, still there are much things to be done eventhough they may look simple or easy. But most of the people think is not me, or I cant do it, or it is too complicated...and we all know that without trying we never can reach anything in ourlives
So, it is us, the free citizens of the world that should exercise the right to change the world, for ourselves, for generations.
Anri
Monday, January 24, 2011
How to change the world
How to change the world: Social Entrepreneurs and the Power of New Ideas
GETTING STARTED…
There is only one thing which may help to change the world: if we will start from ourselves.
I will not start with the power of new ideas but will mention several ideas ("Simple Genius") how we can start to help the world to be changed. Actually all the successful social entrepreneurs started from such small things or similar ones as the followings:
- learn how to do first aid
- start to use safety bell
- don’t through away old things – there is always someone who fro whom it can be useful
- do mistakes and learn from them
- talk instead of sending messages through social network, IM or email
- don’t destroy ideas of your colleagues or employees by saying “it’ll not work”, instead try to inspire them
- support & collaborate with each other
- etc.
I’ve mentioned very less changes we may start to do by ourselves and be examples for others (someone gotta start to do it first!). In the end, all the big changes were born from the small things, done in collaboration with the others.
Let’s start now to change the things so we will be able to become bright spots of the tomorrow's world.
Sincerely,
Tatiana
GETTING STARTED…
There is only one thing which may help to change the world: if we will start from ourselves.
I will not start with the power of new ideas but will mention several ideas ("Simple Genius") how we can start to help the world to be changed. Actually all the successful social entrepreneurs started from such small things or similar ones as the followings:
- learn how to do first aid
- start to use safety bell
- don’t through away old things – there is always someone who fro whom it can be useful
- do mistakes and learn from them
- talk instead of sending messages through social network, IM or email
- don’t destroy ideas of your colleagues or employees by saying “it’ll not work”, instead try to inspire them
- support & collaborate with each other
- etc.
I’ve mentioned very less changes we may start to do by ourselves and be examples for others (someone gotta start to do it first!). In the end, all the big changes were born from the small things, done in collaboration with the others.
Let’s start now to change the things so we will be able to become bright spots of the tomorrow's world.
Sincerely,
Tatiana
Immunity to Change
Hi to everybody,
This book reminds me of the Evolution theory of Charles Darwin. The species that do not adopt to change , no longer adopt to life and then they get distinguished.
We humans have difficulties with change. We create streotypes and live upon them. We refuse to allow new generations and ideas to take place, as they threaten the very existence of those that can not adopt to change.
We see this phenomena in us, in our family , friends and work. We refuse change, we willingly accept routine. Once routine breaks we are scared, because at that very moment there is not security. Since when routine has come to equal the notion of security then there is a change in the chain of living with which the earlier we go to use to live with the better it is.
Anri
This book reminds me of the Evolution theory of Charles Darwin. The species that do not adopt to change , no longer adopt to life and then they get distinguished.
We humans have difficulties with change. We create streotypes and live upon them. We refuse to allow new generations and ideas to take place, as they threaten the very existence of those that can not adopt to change.
We see this phenomena in us, in our family , friends and work. We refuse change, we willingly accept routine. Once routine breaks we are scared, because at that very moment there is not security. Since when routine has come to equal the notion of security then there is a change in the chain of living with which the earlier we go to use to live with the better it is.
Anri
The Power of Positive Deviance
One of my favorite statement in the book is: "It's easier to act your way into a new way of thinking than to think your way into a new way of acting". From an innovation point of view, experimenting constantly and innovating regularly leads to new strategies and new processes.There are experiences that when deviating from the norm, from the traditional way, has positive outcomes
Specifically working in telecommunication company— now I realized how company like “Apple” became a success
This is the power of “Positive Deviants”....these people and organizations who do not fit a traditional model, the non conformists, pioneers and renegades- those people and companies who are creating needed new pathways for increasingly complex future with the highest intent and integrity to the whole-people and organizations who want to change the world for the better.
Followership
Hello Everybody,
The book "Followership" covers the inner details of an interesting relationship, the one between the leader and the followers. As in all human relationships this is not a one way communication.
I had watched in a documentary, the formation of a new queen-bee in a beehive. The eggs laid by the old Queen are not different for the worker bees and the new queen-bee(s) usually the hive converts some of the ordinary eggs into a queen bee egg by introducing additional nutiritients into their cells. This means the hive estimates the need for a leader for the next generation i.e. if they had a bad winter and the population is stable or decreased they don't produce additional Queen(s) for the hive. If the environment is suitable, they convert some of the eggs into prospect Queen or Queens. Then the hive sparates into two groups and the new Queen and old one makes a struggle to keep the hive. The loser takes some of the group and leaves the hive. Therofere it's not incorrect to say that the hive decides about their leaders according to their needs. I think this is true with most of the human societies. When there's an important decision or potential threat the new leaders do not pop out concidentally but they are created by followers for specific purposes. The bee example shows us that the followers not only impact the leaders, but also has an important role in creation of them.
Also it's not the will power of the leader which determine the way to go most of the time. I think the route is drawn by the group dynamics of people thinking and acting together. No matter how mighty, intelligent, brave and strong a leader is he can not equal the combined power of followers especially if they're in hundreds or thousands in number. The leader has small impacts of guiding the followers in some moments of decisions, which are limited in number and impact, but the general movement of the group is determined by the complex interactions between each individual. We may think of it as a dynamic hierarchy of leadership passing from one person to another in a chaotic way in each little bit of interaction. It depends on the capacity of the leader to be able to show empathy with the group, to show the willpower and judgement necessary to direct the followers. However from the followers' side the power does not depend on any single individual's specific opinions, it's the social mind that is formed by interactions of the followers which determine their impact on the leader and convert him or her into what is needed by the group.
Mehmet Zirek
The book "Followership" covers the inner details of an interesting relationship, the one between the leader and the followers. As in all human relationships this is not a one way communication.
I had watched in a documentary, the formation of a new queen-bee in a beehive. The eggs laid by the old Queen are not different for the worker bees and the new queen-bee(s) usually the hive converts some of the ordinary eggs into a queen bee egg by introducing additional nutiritients into their cells. This means the hive estimates the need for a leader for the next generation i.e. if they had a bad winter and the population is stable or decreased they don't produce additional Queen(s) for the hive. If the environment is suitable, they convert some of the eggs into prospect Queen or Queens. Then the hive sparates into two groups and the new Queen and old one makes a struggle to keep the hive. The loser takes some of the group and leaves the hive. Therofere it's not incorrect to say that the hive decides about their leaders according to their needs. I think this is true with most of the human societies. When there's an important decision or potential threat the new leaders do not pop out concidentally but they are created by followers for specific purposes. The bee example shows us that the followers not only impact the leaders, but also has an important role in creation of them.
Also it's not the will power of the leader which determine the way to go most of the time. I think the route is drawn by the group dynamics of people thinking and acting together. No matter how mighty, intelligent, brave and strong a leader is he can not equal the combined power of followers especially if they're in hundreds or thousands in number. The leader has small impacts of guiding the followers in some moments of decisions, which are limited in number and impact, but the general movement of the group is determined by the complex interactions between each individual. We may think of it as a dynamic hierarchy of leadership passing from one person to another in a chaotic way in each little bit of interaction. It depends on the capacity of the leader to be able to show empathy with the group, to show the willpower and judgement necessary to direct the followers. However from the followers' side the power does not depend on any single individual's specific opinions, it's the social mind that is formed by interactions of the followers which determine their impact on the leader and convert him or her into what is needed by the group.
Mehmet Zirek
IMMUNITY TO CHANGE: How to overcome it and Unlock the Potential in Yourself and Your Organization
Everyday we receive a lot of information of all kinds, some relevant to us and some not. In order to be able to function as individuals, we must put some order to it; some inner way of organizing and doing things; so unconsciously we create some schemes about how we should classify information as important or not important to us and about what actions this information leads us to. From the moment this scheme is approved within us unconsciously, it becomes a way of life and it’s extremely difficult to change it and replace it with a new one. But situations/conditions may change and our current order of reacting and doing things may not be effective any more. This of course will cause stress, an unpleasant feeling of not being able to do things properly or of not knowing what to do. So what should we do? We should try to bring to our consciousness our inner scheme so that we see what we do and why we do it and then try to make small steps to where we want to be.
An example would be the behavior change of spontaneous or impulsive people who get frustrated under pressure and cause a negative impact on others. In this case these people first should try to identify the triggers that cause over-reacting and then search for techniques to diffuse emotions. This can be done by understanding the need to react differently under pressure, asking colleagues to describe how they experience their frustration and how they believe things could be improved.
SWITCH
Switch: How to Change Things when change is hard?
I have already mentioned the Switch book while talking about “Followership”: before proceeding with “the change”, it is important to understand why change is necessary.
On my previous working place we had implemented ERP System in the 7 branches of the DIY company all over Russia with about 1000 active users. Here I would like to mention that before this implementation most of the processes were manual and noone wanted to change anything, no matter how work efficiency could be increased. Even more: people were afraid that after this system implementation they will be under full control of the managers, and were afraid to lose their job as they thought that a new system will replace them. I am not mentioning the fact that computer literacy was very low.
“What looks like a people problem is often a situation problem”.
From our side “we don’t promise that we’re going to make change easy, but at least we can make it easier” with your help. We developed all business processes, performed trainings and exams. To emphasize the studying process we were giving Certificates to the ones who gave exam successfully with differentiated marks (“excellent”, “very good”, “good”).
On the first day of the system launch there were still people who hadn’t pass exam yet so as per our policies they were not allowed to work in the system.
“Now that you’ve defined your bright spot, you can try to clone it”
But there were no more manual job so they were out of job, without using the system they couldn’t be part of the working flow.
So were forced to learn (there were no second options, just to quit the job) and most of them became very successful, as soon as they stopped to resist: ”No matter what kind of person you are, you can always change substantially”
So they “SEE-FEEL-CHANGE” and “They’d have to practice it”.
Above experience helped me to believe that as per "Switch: “Big changes can happen”.
Have a nice day,
Tatiana
I have already mentioned the Switch book while talking about “Followership”: before proceeding with “the change”, it is important to understand why change is necessary.
On my previous working place we had implemented ERP System in the 7 branches of the DIY company all over Russia with about 1000 active users. Here I would like to mention that before this implementation most of the processes were manual and noone wanted to change anything, no matter how work efficiency could be increased. Even more: people were afraid that after this system implementation they will be under full control of the managers, and were afraid to lose their job as they thought that a new system will replace them. I am not mentioning the fact that computer literacy was very low.
“What looks like a people problem is often a situation problem”.
From our side “we don’t promise that we’re going to make change easy, but at least we can make it easier” with your help. We developed all business processes, performed trainings and exams. To emphasize the studying process we were giving Certificates to the ones who gave exam successfully with differentiated marks (“excellent”, “very good”, “good”).
On the first day of the system launch there were still people who hadn’t pass exam yet so as per our policies they were not allowed to work in the system.
“Now that you’ve defined your bright spot, you can try to clone it”
But there were no more manual job so they were out of job, without using the system they couldn’t be part of the working flow.
So were forced to learn (there were no second options, just to quit the job) and most of them became very successful, as soon as they stopped to resist: ”No matter what kind of person you are, you can always change substantially”
So they “SEE-FEEL-CHANGE” and “They’d have to practice it”.
Above experience helped me to believe that as per "Switch: “Big changes can happen”.
Have a nice day,
Tatiana
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