Q: “Organizational change often suffers from team mindset rigidity, fear of the unknown, and internal friction. Employees passively execute and lack the willingness to innovate and embrace change.”
A: “Let the team safely experience the ‘dividends of change’, and fear will turn into desire. What people resist is not ‘change’ itself, but ‘being changed’. When the team experiences the crisis of ‘stagnation means elimination’ through a business simulation, and shifts from ‘passive execution’ to ‘active creation’, change ceases to be ‘the boss’s demand’ and becomes ‘a necessity for survival’.”