A630.6.4.RB_DiazBrian

Whenever I hear a colleague or someone I know say that they cannot do something it makes me think "Why do they feel this way?  Is there any validity to what is being said?  Is there anything I can do to help?"  Change is a true constant.  Everyday we are faced with change.  The true test of how we learn to adapt to new and unfamiliar experiences is to accept change, attempt to understand it, and use it as a learning tool.  Without change we would have the same experiences day in and day out.  In essence we would essentially be limiting our potential.  Having the same day over and over reminds me of the Bill Murray movie, Groundhog's Day where Bill's character wakes up each day and it is the same day.  All of the events remain the same.  He tries his best to alter these daily events but when he awakes each morning he is back to "square one".  Not only after embracing his circumstance does he realize that he can learn from this experience.  He learns to play the piano, sculpt ice, and how to speak French.  He makes the conscious decision to make the best of his situation and change himself to make the lives of others around him better, even though when he wakes up the next morning his day will be the same again and everything he did to effectuate change will be erased.

I have been guilty of using some of Dr. Watkins' 50 excuses of why I couldn't change.  Some have been: "That's someone else's responsibility.  It needs more thought. Maybe, maybe not?  What's in it for me?  It's not my job."  In my many years as a server I must have uttered some of these phrases a 1000 times!  But are they truly excuses?  Excuses can be defined as "an explanation offered as a reason for being excused; a plea offered in extenuation of a fault or for release from an obligation, promise, etc." Retrieved from http://dictionary.reference.com/browse/excuse  At my last experience as a server I worked at a very popular downtown Orlando destination.  The restaurant featured a wine tasting on Wednesday evenings.  This served as an opportunity for young professionals to gather after work, socialize, and network.  Who am I kidding... the place was packed with pretty women and for a single cover charge you could drink all the wine you wanted.  As you can imagine when there are 200 people drinking excessively in a short amount of time things are bound to happen.  Like someone getting sick in the men's or women's restrooms.  Who has to clean that up?  Well, "It's not my job!" may have been muttered on more than one occasion in that instance.  Or "That's someone else's responsibility."  Sure I could have rolled up my sleeves, "taken one for the team" but at $2.13 to me it was a little out of my realm of responsibility. 

I think the best way to approach and overcome the limitations we place on ourselves in order to denounce excuses is by looking at our situation, accessing it, and challenging ourselves to be part of a solution.  If my boss comes to me and says I need you to do X,Y, and Z and I need it done yesterday, yeah I could think of a few excuses why I couldn't do X,Y, and Z but I could also look at it as an opportunity.  I could take on that extra responsibility and use to prove that I can function efficiently under pressure and still maintain my other duties.  I could demonstrate my organizational skills and my critical thinking skills by completing such a project.  Recently at work we were notified that our yearly evaluations would be given soon.  Our manager emailed us our evaluation form and asked for our feedback.  One of the sections includes giving examples of accomplishments for the previous year.  This would serve as the perfect opportunity to include such a project on.  This way not only is my manager reminded of my accomplishments but it is noted for upper management and becomes part of my permanent file and distinguishes me from my peers.  It shows that I am committed and willing to work hard.  Positivity, a good attitude, and having a plan can go a long way to counteract making excuses as to why you can't do something. 

Our organization is looking at new software platforms moving towards the future that may enable us to do our jobs more efficiently and to ultimately give our students a better learning experience.  These platforms are night and day from the current system.  I took some time to look at the proposed platforms and I am going to be honest they look a bit intimidating.  I think I experienced some uncertainty because if one of these new systems were implemented it would be like "learning how to walk all over gain".  Brown (2011) wrote "Organization members may have a psychological resistance to change because they want to avoid uncertainty." (p.152).  I would agree with that assertion.  It is the fear of the unknown.  Brown (2011) also noted "Proposed changes that disturb habitual routines or patterns are likely to encounter resistance because human behavior is governed largely by habit and routine.  The familiar is preferred, and this is especially true when the established behavior has been successful until now." (p. 152).

Seth Godin contends that change is is driven by tribes.  He explains that tribes lead change and connect people and ideas making change possible.  He reveals that together a tribe can "create a movement" and he gives the example of the man that worked for the ASPCA and how his idea connected people and led a movement towards saving animals.  I find his choice of the word "tribe" an interesting choice of words to describe a group of people who have the same interests but it fits.  To me the the word "tribe" conjures images of Indians and teepees.  Never the less, it applies to his concept.  In order for there to be change the members of the "tribe" have to be active participants.  Brown (2011) wrote "Making sure that the individuals involved in a change are allowed to participate in the decision process rather than forced to go along with it is a basic technique for increasing the acceptance of change." (p.156).  In order for there to be change you have to believe in what you are doing, in the cause.  It is definitely possible for "tribes" to drive change.  Enough like minded, dedicated individuals, all working towards a common cause can effectuate change.

The biggest take away from this week's exercise that I can apply to my career immediately is that change is not a bad thing.  It should not be feared or given a chance.  In order to move forward we should all personally challenge ourselves and not make excuses for why something won't work and consider the benefits of  the change working to make our lives and the lives of the people our organizations serve better.  I will be more accepting of change in the future and work on being more accepting to future possibilities.

Brown, D. (2011). An Experiential Approach to Organization Development. (8th ed.). New Jersey: Pearson Education Inc.