Ninety-nine percent of what we do, we in the models. This means that in love with our brains, if things remain the same ... because we understand how to respond and we felt comfortable and confident that we have the answer. He is very efficient. And we like the model, even if you must change the model for our health and success (overeating, drinking too much, sleeping too late, poor follow-up with customers, poorly motivated staff ... l ' list could continue). What should we fear inChange ... though we know that change has to do is for the good ... personally or professionally?

The answer is easy to understand - and better with what we know of what I do not know much ... although it is not good. How do I thought that we must change is to be feared?

My thesis is that the way to get rid of the fear of change, is confident in the face of change. This means that we must first look for a look at our gifts and abilities. One of the largestFear of change is that we think can not process something new, we do not know how to tackle a task or think in a particular way. Our brains, our ability to learn until the day they leave the planet. Then we have the ability to understand how a computer to books for the use of the line to care for our employees to communicate more effectively with our customers in a different, more relevant to the spouse, we must decide to try. But the debate must be a bit 'largest ... Indeedneed to start with a discussion on the difference between talent and skill.

Scientists and naturalists have documented that increases in most cases, the natural antidote to poison in a natural forest, jungle or a field that is located within a certain number of feet of the poison. We expect this knowledge to our solution ... as the solution for dealing with change is directly to us, it only takes a new perspective. Our solution is to change us ... s many reasons why we do notChange is easy to accept that change moves us into a realm where we have many talents.

Talent, as Marcus Buckingham and Donald Clifton "First, Break All the Rules" is an applicant patters of thoughts, feelings and behaviors that are applied in a constructive way - or to define the natural interest and ability in a particular area. I may be a talent for problem solving, analysis and because I am not very talented in dealing with clients (because it was not good) With social contacts or talks. And if you put in this situation, I know I'm not so good and so I begin to avoid it.

Now that is true, there is no way to change what you have the talent ... are with our genetic code.Either you are interested and, therefore, not good at socializing with others, or ... and education can not really do much better in education and training can show the skills of social engineering, but the ability to use anddirectly related to your attitude towards them ... If you do not like, are not so good. And that's ok ... Not everyone has talent in all things. The road to change in an area that requires your talents in order for you to find a partner and create a support system. Let me tell you what I mean.

In your department, you may be responsible for the creation of presentations of high and very professional. They can study and analysis of contentHis talent ... He writes clearly, can easily transmit important information in the language can understand each audience. But you have a little knowledge to make a presentation visually stimulating. Another employee in your department is a wizard with Adobe Photoshop or PowerPoint, and includes, therefore, the same dynamic visual presentation that you created intellectually. Both work correctly in their talents. Thus the tasks of the department is redistributedTake advantage of the talents. In other words, "transform talent into performance, you must pay for the item and what your employees are wired to do." Together, the team can handle a much larger number of things, and to accept more readily if aware of their talents and to assign tasks to those talents. To change the way it should not be a terrible event, and eliminate the fear of change, the first step to embrace it and use it to be the best.

Talents differSkills as ... Mechanical skills are steps we can all learn. We can train all the skills ... But passing the effectiveness of capacity if the capacity is combined talents. No talent, no interest. No interest, poor performance.

So the first step in managing change is the talent that brings your team aware of ... and there can be some form of redistribution (Revised) powers up the talent. This creates an environment in which employees spend a lot more confidence and aretherefore less afraid ... then change to be welcomed rather than avoided.

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