Flexibility is very fashionable today: The Economy, the labor market, yes, all of our career prospects are in a state of constant change. What does that mean?


Rarely simple, almost always good!

Many therefore have to change whether they like it or not. Others really want to. And it usually happens when the hazard warning lights come on and we have to break out of the circle. Changes are rarely easy, but almost always good! Do not be afraid of change, but only of standstill - it is said.

What are the reasons or triggers for a change? Which circumstances make us want to bring about change - or have to? You can find numerous articles on the subject of change management under the keyword change management on Best of HR - Berufebilder.de®.

Feel like change

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You are not where you want to be and you want to change that: This can be your place of residence, your job (task, Income etc.) or relate to your state of health. Basically a simple target/actual comparison.

The realization of a setpoint / actual deviation, however, without the will to change something is just a realization. This means that a certain time can be lived very well - if the negative effects remain within the framework; the process of change is not going so well. It is only when the will is there that you can act and shape the process yourself.

Forced to change

Either your doctor recommends a change in behavior (appropriately, cardiovascular disease can be the impetus for change) or management demands an almost unrealistic one Turnover– and profit increase and your bonus depends on it.

You can ignore both. If you do, you can certainly reach one of the next escalation stages, which forces you to act. This means that you are always reactive and, in principle, in a poorer starting position than in the case of wanting.

Inclination gives the impetus

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Whether human or Organization, very often there is – let’s say – an imbalance decide Impetus for lasting change. When it comes to life and death or bankruptcy or continuation, where the scenarios only know two or a few outcomes, we develop amazing approaches and energies.

From an initial lethargy, a simple reaction finally leads to (creative) SALE. This often leads to a very positive situation.

The greater the need, the higher the acceptance

Few Alternatives facilitate and indeed accelerate, by the way, the decision. Or make it possible first. How often are you already out of one Shop gone without shopping because you are wondering if the selection couldn't decide?

Let's not fool ourselves: If we have to save jobs or lives, we will find more acceptance for a change than if everything is nicer on the outside Order is. The end justifies the means, one might say - or even approves or welcomes them.

So you are in the mood for change. Congratulations! Because change is rarely easy, but almost always good. But before we tackle them, we need to find out where the resistors, lurking, which we experience before and during the change process. And we need to figure out how to overcome or circumvent them.

Change - but what

However, one thing has to be said clearly: change for the sake of change, i.e. as an end in itself, is not a good thing Idea. Think of newly hired ones Executiveswho are under pressure to succeed and want or need to shine with action and quick results.

Short-term successes are maybe fast achieved - new brooms are known to sweep well. However, before long-term success can be achieved, the position in question may have been filled again and the change will begin again. A vicious circle.

Advice from external?

If the change is to exclude the will to change, one can in fact consider whether to get external advice. Without going into further detail:

What for the entrepreneur and that Company of Adviser is can for the private individual Training be. A neutral view from the outside and targeted Ask can reveal signs of change.

Why are there resistances?

The challenges faced by a process of change (here rather at the beginning), either professionally or privately, are very similar. This is due, in particular, to the various properties and peculiarities that a change entails.

For example change means a departure or modification of known, lived, beloved and internalized behaviors, rituals, processes. You give something (even if you do not really enjoy it) and get something new for some time, and has said nothing in between. This uncertainty is sometimes felt to be unpleasant.

The end is uncertain

Change does not mean that everything becomes good at once. The only thing we know is that something is changing. We do not know what else changes outside of our field of vision, what kind of collateral damage occurs.

And finally, we do not know whether the result (even if it is exactly as planned) really appeals to us. Perhaps everything was better before, or is the grass on the left side not greener than here?

Additional expense now, reward later

Change means an effort of a physical or psychological nature; this is usually called additional work. More effort now for a reward later. Because it's only human the short-term Success im Eye to keep. It's more tangible.

In economics we find the equivalent in the Orientation of quarterly results, which often runs counter to sustainable corporate development.

Only good arguments bring no change

Deselect about the necessary change does not lead to a change in behavior. The Head say yes, i know The clear However, a stronger subconscious is much more difficult to move.

That is also the reason why fact-loaded appeals for understanding and deeper Information, but do not lead to any lasting (behavioral) change. (There are actually doctors who will give you and her a smoke break during lung surgery Team insert).


And finally, others must go along too. Because often you can not or do not want to do everything alone. So you are standing in front of a door and have a possibly vague idea of ​​what it looks like. Nobody wants to go through the door.

Change. Insecure, destabilizes a previously supposedly stable structure and throws inconvenient questions about their own situation in those who are on the safe side. Change is therefore uncomfortable, unpredictable, has an uncertain outcome and usually means considerable efforts.

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