{"id":1262,"date":"2015-01-05T13:41:12","date_gmt":"2015-01-05T13:41:12","guid":{"rendered":"https:\/\/caroli.org\/en\/?p=1262"},"modified":"2019-02-22T12:41:01","modified_gmt":"2019-02-22T15:41:01","slug":"transformation-results-behavior","status":"publish","type":"post","link":"https:\/\/caroli.org\/en\/transformation-results-behavior\/","title":{"rendered":"Transformation, beliefs, behavior and results"},"content":{"rendered":"<p>Our beliefs and mental model drive our behavior, which impulses our current way of acting and achieving results.<\/p>\n<p>An organizational transformation requires people to drop their current beliefs and mental models in order to truly behave differently, therefore acting differently and achieving different results.<\/p>\n<p>When achieving different results people will then question the new and the old beliefs and mental models. For this reason I strongly recommend that the initial focus for a successful transformation is the result, and not the new beliefs and mental models.<\/p>\n<p>Get a better result, and then clarify the different behavior, beliefs and mental model behind it. Do not bother people saying your beliefs are better than theirs. In fact you should be humble enough to accept new ways on achieving better results. Be careful not to tell people to change their beliefs, while you keep yours untouchable.<\/p>\n<p>And do not forget: the transformation is not yours; it is for every single individual going through a personal mental model crisis.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Our beliefs and mental model drive our behavior, which impulses our current way of acting and achieving results. An organizational transformation requires people to drop their current beliefs and mental models in order to truly behave differently, therefore acting differently and achieving different results. When achieving different results people will then question the new and [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":1269,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[1941],"tags":[694],"inception_activities":[],"colaboradores":[],"class_list":["post-1262","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-procuts-management","tag-organizational-transformation-en"],"_links":{"self":[{"href":"https:\/\/caroli.org\/en\/wp-json\/wp\/v2\/posts\/1262","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/caroli.org\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/caroli.org\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/caroli.org\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/caroli.org\/en\/wp-json\/wp\/v2\/comments?post=1262"}],"version-history":[{"count":0,"href":"https:\/\/caroli.org\/en\/wp-json\/wp\/v2\/posts\/1262\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/caroli.org\/en\/wp-json\/wp\/v2\/media\/1269"}],"wp:attachment":[{"href":"https:\/\/caroli.org\/en\/wp-json\/wp\/v2\/media?parent=1262"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/caroli.org\/en\/wp-json\/wp\/v2\/categories?post=1262"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/caroli.org\/en\/wp-json\/wp\/v2\/tags?post=1262"},{"taxonomy":"inception_activities","embeddable":true,"href":"https:\/\/caroli.org\/en\/wp-json\/wp\/v2\/inception_activities?post=1262"},{"taxonomy":"colaboradores","embeddable":true,"href":"https:\/\/caroli.org\/en\/wp-json\/wp\/v2\/colaboradores?post=1262"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}