A Quote by Nathan Rosenberg
Innovation often originates outside existing organizations, in part because successful organizations acquire a commitment to the status quo and a resistance to ideas that might change it
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Organizations that destroy the status quo win. Whatever the status quo is, changing it gives you the opportunity to be remarkable.
Collaboration is vital to sustain what we call profound or really deep change, because without it, organizations are just overwhelmed by the forces of the status quo.
Competition has never been more threatening than it is now. Innovative thinkers challenge the status quo in their organizations. They are often viewed as "troublemakers." They threaten the defenders of the status quo. So competition within an organization can also be brutal. The most effective leaders overcome "the ideology of comfort and the tyranny of custom" by being change agents themselves. They encourage and reward innovative thinking. I have observed that people only resist changes imposed on them by other people.
I find that it's almost essential to fall in love with an idea to invest the time it takes to make it good and worth sharing. And then, the hard part: deleting that idea when it's just not what it could be. Too often, organizations are good at the first part, but struggle with the second. And so we defend expired business models, support the status quo and have a knee-jerk inclination to preserve what we've got.
I walk into all these organizations, and I'm always puzzled when I realize that people still want to be there. Most people really want to love their organizations. We need that level of commitment ... Yet organizations have done very little to deserve that kind of staying-power.
If we want to change that status quo, we might have to work outside of those rules because the legal pathways available to us have been structured precisely to make sure we don’t make any substantial change.
As a black woman, I have no particular interest in maintaining the status quo. Why would I? The status quo is harmful; the status quo is significantly racist and sexist and a whole bunch of other things that I think need to change.
Major political parties have a role, but they are incapable of initiating fundamental change because they are fundamentally tied to the status quo. They are the status quo.
I'm fascinated by management and organizations: how organizations get things done and how successful organizations are built and maintained, how they evolve as they grow from start-ups to small companies to medium companies to big companies.
Efforts to reform are often met with resistance because the system always tries to fall back to the status quo and what is comfortable.
I am an innovator. This is a term of distinction, a term of honor, rather than something to hide or apologize for. Anyone who
has new or valuable ideas to offer stands outside the intellectual status quo. But the status quo is not a stream, let alone a 'mainstream'.
It is a stagnant swamp. It is the innovators who carry mankind forward.
Organizations have to come to grips with the fact that tests of adaptive capability aren't always pleasant. Learning can be a powerful emotional event, and organizations have to be cognizant of that. They must understand that those who complete high-quality executive education programs are going to see the organization with fresh eyes after they return. Those who re-enter the workplace filled with new enthusiasm and new ideas often find a chilly response on the part of their supervisors.
The organizations that will truly excel in the future will be the organizations that discover how to tap people's commitment and capacity to learn at all levels in an organization.
Great leaders understand that historical success tends to produce stable and inwardly focused organizations, and these outfits, in turn, reinforce a feeling of contentment with the status quo.
To be successful, it is imperative that you not only know the organizations you work with, but more specifically, you have to know the actual people you work with within these organizations, understand what their personal goals and motivations are. In short, to be successful, you need to humanize your clients.
Face the facts, all these environmental organizations are thirty, forty, fifty years old. They have big buildings, big obligations, big staffs. They may trade on their youthful dreams, but the truth is, they're now part of the establishment. And the establishment works to preserve the status quo. It just does.
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