My family is an organization. Adoption of a new process or new technology within an organization involves change and people hate change! If the new process is big enough, say convincing an American family living in the suburbs to exist without a refrigerator, then we are talking culture change which is the hardest kind of change to effect.
An object at rest stays at rest and an object in motion stays in motion with the same speed and in the same direction unless acted upon by an unbalanced force. – Newton’s First Law
For any given change, each person within that organization has an imaginary value bar. Any value proposition that falls short of that bar will be outright rejected and fought until their last breath.
Usually for organizations the value proposition will satisfy the bar for one or two representatives. Perhaps the Chief Architect can be sold on a feature set or a CTO can be convinced of a price point or a wife can be pursuaded on the color of a car. Once a sale is made adoption of the shiny new change becomes an internal organizational problem for which the cost and outcomes can be devastating.
When it comes to the idea of living without a refrigerator I have the lowest bar in my organization. I am sold, hook line and sinker. However it would be foolish to enact this change and then fight the adoption curve internally. I would be better suited to carefully understand and consider the value bar for every member of my family and meet them each in a place that makes the change I seek attractive.
For the kids I expect this to be easy. For the wife we may need to break out some data science.
Check out all the posts in this series here.