It turns out that people don’t hate change at all. In many cases we actively seek out change. We move to a new city or country, we get married, we have children, we take a new job. These aren’t just changes – these are massive changes. And we often seek them out.
事实证明 人们都不讨厌改变。在许多情况下 我们都积极寻求改变。我们搬迁到一个新城市或新国家。我们结婚，生儿养女 我们寻找一份新的工作。这些不只是变化——而且这些是巨大的变化。我们通常千辛万苦地寻找他们。
People don’t resist change. At least, they don’t when they expect the change to make their lives better.
人们抵制的那类变化就是那类让他们生活更糟糕的变化。就像让10%的员工下岗，期待其他留下来的人以更少的人和资源做同样多的工作的那类变化。那不是好变化，也不是令人鼓舞的。
The kind of change that people resist is the kind that makes them worse off. Like letting 10% of your staff go, and expecting the rest to do the same amount of work with far fewer people and resources. That’s not good change, nor is it inspiring.
要是你想改变某些事情，这里是一些建议：
Sometimes in a crisis you do have to make that kind of change – it’s the only way for your organisation to survive.
解决一个实际问题。 如果你遇到一个真正的需要，就不会经常发现变化的阻力。嗯，你会发现来自失败的竞争者的阻力，不过情况就大不一样了。这是另一类人们寻求的变化。
But most of the time, people will embrace change – they just need to see what’s in it for them.
如果研发出脊髓灰质炎疫苗，人们就会排队去得到它——即使打一针没有一点乐趣可言，但它解决了一个实际问题。
If you’re trying to change things, here are some tips:
发掘共同目标。 在一个组织内，改革经常遇到阻力，因为这不清楚做这些事情的新方式如何让事情使事情变得更好。特别在该组织没有共同的目标时，就会发生这种情况。
Solve a real problem. If you meet a genuine need, you don’t often find resistance to change. Well, you will, from the competitors who lose out, but that’s different. This is another kind of change that people love. When the polio vaccine was developed, people lined up to get it – even though getting a shot is no fun at all. It solved a real need.
这是尼洛弗•麦钱特关于目标的重要性：
Turn up the purpose. Inside an organisation, change is often resisted because it is not clear how the new way of doing things will make things better. This is especially likely to happen when the organisation does not have a shared purpose
“ 我经常看到高管说，他们想要改变业务或赢得市场 但他们不能指出最终目标。当问他们时 我通常得到”别管我”这样的表情。但这里是约定。“转换业务”可能意味着任何事物，特别对那些不在讨论和争论发生地方的人来讲。这给大家都有份留下太多的解释。这是模棱两可，而这种模糊很无助。模糊意味着没有人可以帮你做，这完全是因为他们需要保持检查。模糊无法起动创造的火花来产生如何帮助你想法。模糊创造一个依赖 而不是允许每个人相互依存和行动。“
Here is Nilofer Merchant on the importance of vision:
她的解决方案吗? 阐明一个清晰的目标。
Connect. You can’t meet genuine needs if you don’t understand the people that will be affected by the change. Your best strategy is to connect with them, and build that understanding.
联系。 如果你不清楚受变化影响的人们，就无法满足实际需要。你是最佳策略就是跟他们联系 并构建理解。
But if you’re finding that people are resisting the change that you’re proposing, that’s a very strong sign that you don’t understand what they need, and you haven’t articulated a clear vision of the future.
可是，如果你发现，人们正在抵制你提议的变化，那就非常强烈地表明，你不了解他们的需要，没有说清楚一个明确的未来目标。
I’m not trying to oversimplify this. Innovation is hard – if it weren’t, everyone would do it. Change is hard – if it weren’t everyone would adapt easily.
我不是试图简化这个问题。创新是困难重重的——要是不是这样的话，人人都会做到。变化是艰难的——要是不是这样的话，人人都会容易适应。
Deep in their hearts, people love change. That’s why we actively seek it out when we want to make our lives better. If people are resisting your change, you’re not meeting their needs.
在人们的内心深处，他们都寻求变化。这就是在我们希望让自己的生活变得更好时，都积极地寻找。如果人们在抵制你的变化，你就无法满足他们的需要。
You should change that – it will make your life better.
你应该改变这种情况——它会让你的生活变得更美好。
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