When confronted with a new idea, do you:
- Consider the cost of switching before you consider the benefits?
- Highlight the pain to a few instead of the benefits for the many?
- Exaggerate how good things are now in order to reduce your fear of change?
- Undercut the credibility, authority or experience of people behind the change?
- Grab onto the rare thing that could go wrong instead of amplifying the likely thing that will go right?
- Focus on short-term costs instead of long-term benefits, because the short-term is more vivid for you?
- Fight to retain benefits and status earned only through tenure and longevity?
- Embrace an instinct to accept consistent ongoing costs instead of swallowing a one-time expense?
- Slow implementation and decision making down instead of speeding it up?
- Embrace sunk costs?
- Imagine that your competition is going to be as afraid of change as you are? Even the competition that hasn't entered the market yet and has nothing to lose…
- Emphasize emergency preparation at the expense of a chronic and degenerative condition?
- Compare the best of what you have now with the possible worst of what a change might bring?
Calling it out when you see it might give your team the strength to make a leap.