switch how to change when change is hard chapter summary

To further explain this dichotomy, the authors refer to a book called The Happiness Hypothesis in which our emotional side is described as an Elephant and our rational side as the Rider. But the Rider’s control is precarious because the Rider is so small relative to the Elephant. Derek Sivers’ Switch book note. “What looks like resistance is often a lack of clarity”… Hero’s aren’t the ones who are the bravest, smartest, strongest, or best looking. This book summary and review of Switch: How To Change Things When Change Is Hard was prepared by Jennifer Marie Duplantis while a Business of Administration student in the College of Business at Southeastern Louisiana University. Chapter 1: Three Surprises About Change. It introduces this approach by outlining 3 “surprises” about change: To explain their model of change (and to make it memorable) Switch draws on an analogy drawn from Jonatham Haidt’s book, “The Happiness Hypothesis”: Haidt says that our emotional side is an Elephant and our rational side is its Rider. What are some effective strategies you've discovered? leadership. Shape the Path (change the environment) to make change more likely. Switch asks: “Why is it so hard to make lasting changes in our companies, in our communities, and in our own lives?”2 By the end of the book, I had a much clearer perspective on to make change. As the authors say, “A reluctant Elephant and a wheel-spinning Rider can both ensure that nothing changes.”The second surprise about change: “Change is hard because people wear themselves out.”Again, you can avoid wearing yourself, team members, or employees out by appealing to Rider and Elephant. On this topic Executive Summary This is a remarkable book about how to change things when change is hard. Shape and Direct (Clearly) the Path/Situation/Environment/Strategy. By Chip and Dan Heath (summary by Matt Weseloh) Blog. These are furthermore the things that connect us with other people and can make a compelling case for ourselves, company, brand, point-of-view etc. Your email address will not be published. We use cookies to ensure that we give you the best experience on our website. “What looks like a people problem is often a situation problem.” As an example, the authors cite a study where people at a movie theater ate more popcorn out of bigger containers than smaller ones. Learn more about our free Lunch & Learn Webinars. People’s behaviour is partially shaped by their environment. Sept. 11, 2020. Thanks, I appreciate your vote of confidence. The Elephant, meanwhile, has the power of emotions: love, compassion, loyalty, sympathy, ferocity—aspects that are going to commit and motivate ourselves toward lasting change. Anytime the six-ton Elephant and the Rider disagree about which direction to go, the Rider is going to lose. Design Thinking to Focus, Collaborate, Play! Provide crystal-clear direction to the rider. Each of the 3 aspects of this metaphor is used to explain one of each of the 3 surprises about change that were mentioned above, and corresponds to one the 3 parts of the model for change presented by the rest of the book. I just like the valuable info you provide in your articles. For more helpful articles and tips, join our Accomplishing More With Less groups on LinkedIn and Facebook. to get started right away and inject a healthy dose of accomplishments and happiness in your workday and beyond! The radish-eaters ran out of self-control. Chip and Dan Heath’s book, Switch is all about change. Follow People-OnTheGo Founder Pierre Khawand on Twitter. The people with larger buckets ate more than those with smaller buckets. Summary of Switch Chapter 1: Three Surprises About Change. Shrink the Change. For individuals' behavior to change, you must influence not only their environment and their hearts and minds.

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