The challenge of change

Even the biggest change starts with something small.

You can't change other people... only the way you behave with them. The way you are makes a difference. Action elicits reaction.

Troje challenges people to play with their own behaviour, to become actors in their own lives. Not just to wait passively until something happens to them, but to take action, and to experience the results for themselves.

We ask managers to fulfil an exemplary role in this. If they duck the issue, there's little chance that their staff will be inspired to do any better.

Change is a constant - so learn how to change.

Organisations are constantly changing in order to stay in touch with a changing world (see this example ). So employees have to learn how to deal with change itself, rather than just coping with the latest development at work. They have to become capable change managers of their own. In other words, not learning a new script for every occasion, but writing their own. Making their own choices and having the courage to make mistakes. Successful improvisation makes change a pleasure!

There's no 'right' way to do it.

One man's meat is another man's poison. What works for one person need not work for another. If people can decide their own approach to a given change, they can better internalise that change; but sometimes they need to be tempted to depart from their usual ways, to see things anew, and to experience the results. It's a great way of encouraging people to actively learn from one another.