Positive change is unlikely to occur Portuguese Timor Email List proactive action, and the law of entropy tells us that when nothing changes everything deteriorates. Confusedly, we all feel that the status quo is impossible. But we would often prefer others to change and not us. The 4 I’s or who is motivated for change? For someone to take the Initiative to change, they must be Dissatisfied. This dissatisfaction (this desire) arises from the perceived gap between a vision of the future (or for that matter of an idealized past) and present reality. It is this gap between present reality and fantasized reality that creates Interest. Without this gap, there is only

Indifference, even hostility, for change. This difference arises from: the ability of a leader or an influential group to invent and communicate a vision of a different future or the example of other individuals or groups who seem to function better and whose practices one wishes to adopt Change is disruption before it is progress Optimal performance is always born from routines, optimizations, standardization of practices, habits which mean that we no longer have to ask ourselves the question of how to do what we have to do. Top athletes often talk about the routines they need. Discipline is the perfection of the gesture that is

The 4 I’s Or Who Is Motivated For Change

acquired through repetition. It’s stability. An organization is a (more or less) stable state which makes it possible to achieve optimum performance. But when the parameters of the outside world have changed, this optimum becomes insufficient, and it is necessary to pass from a state A to a state B. The problem is that organizational or social change often temporarily lowers performance and / or morale before increasing it significantly. It is the famous “valley of death” . A change in operation necessarily goes through a phase of destructuring and then of restructuring. Between the two, a zone of turbulence, full of dangers but also of

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opportunities. The whole question for the actors of this change is to be convinced that state B will be really better than state A, and will justify the intermediate turbulence. Why would I accept to change? A consultant or manager has said that such a change is good for the business. Let’s say he’s right. But how is this change good for me? In order for me to accept to consume energy to change, this change must: brings added value for me in view of my current situation is compatible with my values ​​and my experience be simple and understandable not too engaging: experimental, with the possibility of going back, improving,

Change Is Disruption Before It Is Progress

adapting In summary, the waltz of change Permanent change is a trap. If all the parameters are moving all the time, there is no performance possible, there is only a feeling of loss of control which can lead to suffering. But stillness is entropy and death It is therefore necessary to change, in small steps, because it is more effective, like a breath, a 3-beat waltz: change, stabilize, perform, change, stabilize, performMrs. Michu. Conversely, Patients, who can make transfers from their smartphone or arrive at the hospital with a VTC fully managed via their smartphone, no longer understand why filing cabinets are needed to manage

their medical file. With the explosion of connected objects, first and foremost the smartphone, Patients, for example, come to their sports doctors with their Running application to explain or contextualize their symptoms. How, as a Practitioner, to integrate these societal and technical evolutions? One of the answers is teleconsultation, which has exploded since 2018, and which dematerializes the consultation by eliminating the need to move from home, at least until the moment when analyzes or auscultations become necessary to establish the diagnosis. The debate opposed two points of view: does teleconsultation promote medical

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