TUNE IN TO LEARN:
What if I told you that laziness doesn't exist?
That what we think of as resistance—in ourselves and others—is actually just a lack of clarity?
This revelation turns conventional thinking about change on its head, offering a powerful new perspective for anyone struggling to make progress on important goals.
Drawing from classic change management wisdom and years of executive coaching experience, this episode introduces the transformative "3 P's of Clarity" framework that dissolves resistance by addressing its true causes.
Whether you're trying to adopt a personal habit or lead organizational transformation, these three elements make the difference between stagnation and momentum.
Through practical examples and actionable insights, you'll learn to diagnose which element is missing when you or others feel stuck.
The framework applies equally to personal goals like learning a language and organizational challenges like culture transformation. By trading judgment for curiosity about which "P" needs attention, you'll discover how clarity naturally generates momentum.
Ready to transform how you approach change?
Listen now, and never again mistake confusion for resistance.
Share this episode with someone who might benefit from knowing they're not lazy—they're just unclear about their next step toward meaningful change.
Text Me Your Thoughts and Ideas
Brought to you by Angela Shurina
EXECUTIVE & OPTIMAL PERFORMANCE COACH
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Hey guys, and welcome back to another episode of
Change Wired Podcast.
And today, right off the bat,we are starting new.
Yesterday, I wrote a blog aboutclarity Well, you see the title
of this podcast and today Iwanted to ask Chad GPT to create
a script for this podcast tomake it more.
(00:21):
To create a script for thispodcast to make it more
memorable, catchier, moreimpactful, helping you to change
and to lead better in a moreimpactful way.
And also today, chatgpt.
When I opened it up, there wasan announcement that ChatGPT
(00:42):
updated its memory and now itcan remember everything better,
everything that you say,everything that you work through
.
And it asked me would you liketo see what ChatGPT has to say
about you?
So I agreed and I read it andit was amazing.
It's like nobody understood methat well.
But also then ChatGPT askedwell, would you like to create a
version for your LinkedIn andyour podcast?
(01:04):
And I'm like, why not?
So today my co-host is truly AIand we're going to try a new
intro and also the script of thepodcast that is based on my
blog that I wrote yesterday,that ChatGPT helped me to create
.
Let me know how you like it.
So first we have theintroduction.
(01:25):
Welcome to Change Wired, thepodcast for bold leaders and
transformation rebels.
I'm Angela Sharina, executivecoach and culture strategist,
and every week we'll explore howto lead a change that lasts,
without the burnout, the fluffand corporate buzzwords.
(01:46):
Get ready for brain-based tools, strategy-backed systems and
real stories of humantransformation, because the
future belongs to those who canchange fast and lead better.
So that was the intro.
I'd say, pretty good, I mighttweak a few things, but I'm like
, yeah, that was the intro.
I'd say, pretty good, I mighttweak a few things, but I'm like
, yeah, that was damn good andtruly spoke to what I'm trying
(02:11):
to create here.
So now let's get to the script.
That, again, was also createdby ChuggyBT, based on the blog
that I wrote yesterday.
I think it also turned out tobe pretty damn good.
So let me find it and let'sstart.
So it's going to be acombination of me reading and
(02:34):
adding other talking points thatI think chat GPT have missed.
Hi there, and welcome back toChangeWired, where we make
personal and organizationaltransformation not just possible
but practical.
I'm your host, angela Sharina,and today we are talking about
something that might just changethe way you approach resistance
(02:57):
Resistance in your life, yourwork and your team.
The episode title says it all.
You are not lazy, you areunclear, so let's get into it.
We often say someone isresistant to change.
(03:17):
But what if that's not reallytrue?
What if what looks likeresistance is just like clarity?
And, by the way, guys, there isa quote from one of the
classics books on change Switchhow to Change when the Change is
Hard by Heath Brothers.
I highly recommend it.
If you want to get really goodat change, understanding it, how
it works, especially inpracticality, then pick up this
(03:40):
book.
It's amazing, based on a lot ofreal-life cases, personal and
organizational, and just anamazing read with also like
reading list that authors sharethat will take you on a journey.
But anyhow, what if?
What looks like resistance andthat is from that book this idea
is just a lack of clarity.
And yes, I've seen this withteams that I worked with,
(04:06):
one-on-one clients, that Iworked with hundreds of them,
and now I'm seeing the samerolling out on the
organizational level.
That resistance like is itreally resistance or is it just
a lack of clarity?
Even in my own life, you know,guys, I notice when I have
troubles with starting somethingor like, ah, I gotta work on
(04:28):
communication, or I gotta workon my offers, or I gotta work on
my sales, or I gotta uh, learnitalian, or I gotta get better
at reading.
You know, this gotta get better.
It's not clear enough, and soevery time I just have, I gotta
get work.
It's not clear enough, and soevery time I just have, I gotta
get work on something.
It never happened.
But as soon as I put together aplan and it's like what's my
(04:53):
goal here, and we're going totalk about three P's of clarity
that if you're resistant, youmost probably miss one of those,
and this work is based on thebest change methodologies, on
the best behavior changemethodologies and then leading
change, change leadership on theorganizational level.
So whenever I wanted to startsomething and I didn't, it was
(05:18):
usually because I didn't haveclarity and this kind of clarity
that we are talking about today.
Three Ps it's simple andpowerful framework and it has
three words, guys Purpose,picture, plan.
Let's break it down.
(05:39):
So, purpose Every time when Ijump into any sorts of, I got to
get better, I got to improvesomething, I learned that it has
to have a purpose, basicallyanswering the question why
bother Before we can lead changeor even start a new habit.
We need to ask why is thisimportant again?
(05:59):
Why not changing isn't anoption?
Why staying the same isn't anoption?
Why should I care enough to getuncomfortable?
That is your purpose.
Because if there is no purpose,like literally, why spend
energy?
Why spend time?
Why spend, like all the otherresources?
(06:20):
Why bother if it's not broken?
Why bother?
And that's the question thatactually your brain asks,
without you even noticing that.
It's the question on everyone'smind.
When you try to ask them tochange behavior, and until they
get on board with the reason whyit's crucial, people will
(06:40):
resist.
Their brain will literally notcooperate until they are fully
on board, they fully embrace andunderstand the idea why it's
important, why bother?
And often with my clients, Ilike to ask this question If
nothing changes in the next sixmonths about this goal, whether
that's losing weight, improvingyour business, improving your
(07:02):
relationship, improving yourconfidence if nothing changes in
the next six months or a year,what's at risk?
What's in it for you?
What's the skin in the game?
Paint the cost of inaction.
Paint the cost of inaction, notjust the dream of success,
because without a strong why,the how won't matter.
So this is step number onepurpose.
(07:24):
When I am struggling withgetting things done, with
starting things, it's probablynot a good enough reason to
start, and that's why my brainfinds other important things to
do or just easier things to do.
The next one so we have purpose.
The next one is picture, andthat is, by the way, based on
(07:45):
the book that I've just finished.
It's called Transitions and thesubtitle is something like how
to take advantage of change, howto manage it better.
It's all about organizationalcycle of change from the
perspective of human psychology,and so the second step is
picture.
What are you moving toward?
The second P is picture, andit's about showing people,
(08:08):
showing yourself, where we aregoing.
Change is scary because it'svague.
It feels like jumping off acliff into fog.
But what if, instead of fog,people saw you saw a clear,
detailed, exciting destination.
All of a sudden, it couldbecome like traveling on a train
(08:30):
in the beautiful Switzerlandtowards a mountain peak.
What does the future look likewhen the change is successful?
What will be different in agood way, whether you're
starting a new personal habit orleading a digital
transformation in yourorganization, or taking your
team, taking your family on somechange journey, this step is
(08:53):
critical.
People don't follow ideas, asJudge GPT suggests.
They follow pictures they cansee themselves in.
Just let this sink in.
People don't follow ideas, theyfollow pictures they can see
themselves in.
And that is very important.
Whoever it is you're trying toenroll on this journey whether
(09:14):
that's yourself, your team, yourfamily member, your partner,
your whole organization peopleneed to see themselves in that
picture.
So first, is the picture clearenough?
And number two, if you'reenrolling other people, can
people see themselves in thispicture?
They don't follow someone justfor the heck of it.
(09:35):
They need to see.
People need to see.
We need to see ourselves inthat picture.
So the first is purpose whybother?
The second is picture what arewe moving toward?
And also additional questionwhat is it for me there?
How am I going to benefit fromit?
And then the last P is planwhat do I do next?
(09:58):
The third P is the bridgebetween vision and action.
It's the plan.
And here is a very importantpoint, guys.
The plan doesn't have to becomplete or perfect or like
having a plan for the next fiveyears or even a month.
It just has to answer onequestion what's my next step?
What do we do on Monday Exactly.
(10:18):
So many people stop and resistand stall, not because they're
lazy not because you're lazy,guys, but because you're stuck
and overwhelmed.
You don't really understandwhat's the next step.
There are so many, sometimesit's like just pick one.
But this clarity has to bethere when you give someone a
clear, step-by-step instruction.
It's kind of like when you geta Lego box or a puzzle and you
(10:42):
have a picture and with thepuzzle, a little bit different.
But if you have a Lego, youknow step by step, and you're
like I just want to dive rightinto because I know how to
assemble it, or at least tostart to take the next step
towards that vision that wetalked about, even just the
first few moves.
Momentum builds.
The brain loves clarity andhates uncertainty.
(11:06):
And if you want change to stick, guys, you've got to make the
action pass.
So simple it's almost hard notto follow it.
So plan, plan, plan, plan.
Very often we ask people tochange, we ask ourselves to
change, like when I would tellmyself oh, you know, I need to
(11:26):
get better with Italian, oroffers or sales, or coaching, or
building consulting business,until I would get to a place
that I know this is the nextstep.
I'm going to show up twice aday and spend 10 minutes on my
Italian, one with Duolingo, onereading from ChatGPT, whatever
(11:49):
short text it will provide onthat day.
Until there is clarity alsowhen I'm going to do that, I'm
going to do that first thingbefore my writing.
I'm going to do that at thebeginning of my studying session
each night.
So the clarity has to be thereIf you want people to change.
People got to understand whatexactly I'm going to do,
(12:10):
starting on Monday, like exactlystep by step.
It has to be there.
Until it's there, people willresist Again.
It's like asking them to jumpinto some fog of the cliff, just
not going to happen.
And that's where a lot ofresistance comes from.
And I also noticed that when Iprocrastinate or when I work
with leaders who procrastinateon something, this is usually
(12:34):
the missing step.
It's like do we have clarity?
Do you actually know what itmeans to improve your health?
Do you actually know what itmeans to improve confidence and
how you're going to go aboutthat?
Do you actually know what it isto get better at feedback?
Until we have a very clear,step by step, even just again, a
few steps forward, we're notgoing to move into action.
(12:56):
So, from stuck to starting,from stuck to starting, from
stuck to starting.
Let's recap Next time you, yourfamily, your team, feel stuck
or unmotivated, like feelinglike procrastinating, don't
assume the problem is lazinessor resistance.
Ask instead do we have a strongenough purpose?
(13:18):
Why bother?
Can we see a compelling pictureof the future?
Is there a compelling picture?
Is there a clear picture of arewarding future?
And are the people I'm tryingto involve engage on this
journey?
Do they see themselves in it?
Is there a clear, simple planfor what to do next?
(13:40):
So, purpose picture plan.
I use this every time when Icoach myself, when I coach a CEO
, when I'm working with a teamor working on a culture change
strategy, helping companies tolaunch a new culture initiative,
purpose picture plan.
Now, I didn't always have thisstep-by-step or 3P plan, but we
(14:05):
would always work on this.
Three like why bother?
What's the vision?
What's the next step?
Even the most high-performingpeople get stuck when they don't
have the simple pieces in place.
But obviously, high-performingpeople usually at some point
learn that they have to havethem in order to move forward,
(14:27):
and usually high performingpeople, you know, guys, if you
consider yourself a highperformer or don't, or maybe you
consider someone a highperformer or don't.
Usually the whole difference isjust having good enough tools,
good enough systems to unlockyour high performance.
And let's recap again Purposepicture plan.
(14:49):
So next time again, you findyourself or you find other
people, your team, your family,the whole organization, stuck or
not, taking action towards somemeaningful, important, stuck or
not taking action towards somemeaningful, important from your
perspective goal.
(15:09):
Just ask yourself and askpeople Is this important?
Do you understand why it'simportant to do it right now?
Do you see the picture?
Do you understand the futurethat we are building?
Not like to judge, but inquire.
See where people are with theirthree P's, purpose picture plan
and do you know what to do?
Like here's the step that Iwould take right, give examples.
(15:33):
That usually disarms people andgives them ideas without
feeling judged.
So step-by-step is veryimportant, especially for
someone who've never done thatbefore.
But you never know like well,do people have clarity or not?
Sometimes we don't have clarityabout the simplest thing, like
how to make I don't know eggs.
Just because you know, maybebecause you've done it so many
(15:57):
times, doesn't mean that theother person you know.
We have this bias that when wethink something is simple, we
think, well, it's supposed to besimple for everyone, but that's
not the case.
So, step-by-step, veryimportant as purpose and plan,
to recap, let's get back to ourthrough the ending of the
(16:17):
episode suggested by chat GPT.
If this episode sparkedsomething for you guys, share it
with a friend, a colleague oryour leadership team.
Let's help more people traderesistance for clarity and, most
importantly, action and change.
And remember you or otherpeople are not lazy.
(16:39):
Very often we are just missingone of the P's Purpose picture
plan and see you next time.
On Change Word, let me know howwe did with ChatGPT.
Hey guys, and welcome back to another episode of
Change Wired Podcast.
And today, right off the bat,we are starting new.
Yesterday, I wrote a blog aboutclarity Well, you see the title
of this podcast and today Iwanted to ask Chad GPT to create
a script for this podcast tomake it more.
(00:21):
To create a script for thispodcast to make it more
memorable, catchier, moreimpactful, helping you to change
and to lead better in a moreimpactful way.
And also today, chatgpt.
When I opened it up, there wasan announcement that ChatGPT
(00:42):
updated its memory and now itcan remember everything better,
everything that you say,everything that you work through
.
And it asked me would you liketo see what ChatGPT has to say
about you?
So I agreed and I read it andit was amazing.
It's like nobody understood methat well.
But also then ChatGPT askedwell, would you like to create a
version for your LinkedIn andyour podcast?
(01:04):
And I'm like, why not?
So today my co-host is truly AIand we're going to try a new
intro and also the script of thepodcast that is based on my
blog that I wrote yesterday,that ChatGPT helped me to create
.
Let me know how you like it.
So first we have theintroduction.
(01:25):
Welcome to Change Wired, thepodcast for bold leaders and
transformation rebels.
I'm Angela Sharina, executivecoach and culture strategist,
and every week we'll explore howto lead a change that lasts,
without the burnout, the fluffand corporate buzzwords.
(01:46):
Get ready for brain-based tools, strategy-backed systems and
real stories of humantransformation, because the
future belongs to those who canchange fast and lead better.
So that was the intro.
I'd say, pretty good, I mighttweak a few things, but I'm like
, yeah, that was the intro.
I'd say, pretty good, I mighttweak a few things, but I'm like
, yeah, that was damn good andtruly spoke to what I'm trying
(02:11):
to create here.
So now let's get to the script.
That, again, was also createdby ChuggyBT, based on the blog
that I wrote yesterday.
I think it also turned out tobe pretty damn good.
So let me find it and let'sstart.
So it's going to be acombination of me reading and
(02:34):
adding other talking points thatI think chat GPT have missed.
Hi there, and welcome back toChangeWired, where we make
personal and organizationaltransformation not just possible
but practical.
I'm your host, angela Sharina,and today we are talking about
something that might just changethe way you approach resistance
(02:57):
Resistance in your life, yourwork and your team.
The episode title says it all.
You are not lazy, you areunclear, so let's get into it.
We often say someone isresistant to change.
(03:17):
But what if that's not reallytrue?
What if what looks likeresistance is just like clarity?
And, by the way, guys, there isa quote from one of the
classics books on change Switchhow to Change when the Change is
Hard by Heath Brothers.
I highly recommend it.
If you want to get really goodat change, understanding it, how
it works, especially inpracticality, then pick up this
(03:40):
book.
It's amazing, based on a lot ofreal-life cases, personal and
organizational, and just anamazing read with also like
reading list that authors sharethat will take you on a journey.
But anyhow, what if?
What looks like resistance andthat is from that book this idea
is just a lack of clarity.
And yes, I've seen this withteams that I worked with,
(04:06):
one-on-one clients, that Iworked with hundreds of them,
and now I'm seeing the samerolling out on the
organizational level.
That resistance like is itreally resistance or is it just
a lack of clarity?
Even in my own life, you know,guys, I notice when I have
troubles with starting somethingor like, ah, I gotta work on
(04:28):
communication, or I gotta workon my offers, or I gotta work on
my sales, or I gotta uh, learnitalian, or I gotta get better
at reading.
You know, this gotta get better.
It's not clear enough, and soevery time I just have, I gotta
get work.
It's not clear enough, and soevery time I just have, I gotta
get work on something.
It never happened.
But as soon as I put together aplan and it's like what's my
(04:53):
goal here, and we're going totalk about three P's of clarity
that if you're resistant, youmost probably miss one of those,
and this work is based on thebest change methodologies, on
the best behavior changemethodologies and then leading
change, change leadership on theorganizational level.
So whenever I wanted to startsomething and I didn't, it was
(05:18):
usually because I didn't haveclarity and this kind of clarity
that we are talking about today.
Three Ps it's simple andpowerful framework and it has
three words, guys Purpose,picture, plan.
Let's break it down.
(05:39):
So, purpose Every time when Ijump into any sorts of, I got to
get better, I got to improvesomething, I learned that it has
to have a purpose, basicallyanswering the question why
bother Before we can lead changeor even start a new habit.
We need to ask why is thisimportant again?
(05:59):
Why not changing isn't anoption?
Why staying the same isn't anoption?
Why should I care enough to getuncomfortable?
That is your purpose.
Because if there is no purpose,like literally, why spend
energy?
Why spend time?
Why spend, like all the otherresources?
(06:20):
Why bother if it's not broken?
Why bother?
And that's the question thatactually your brain asks,
without you even noticing that.
It's the question on everyone'smind.
When you try to ask them tochange behavior, and until they
get on board with the reason whyit's crucial, people will
(06:40):
resist.
Their brain will literally notcooperate until they are fully
on board, they fully embrace andunderstand the idea why it's
important, why bother?
And often with my clients, Ilike to ask this question If
nothing changes in the next sixmonths about this goal, whether
that's losing weight, improvingyour business, improving your
(07:02):
relationship, improving yourconfidence if nothing changes in
the next six months or a year,what's at risk?
What's in it for you?
What's the skin in the game?
Paint the cost of inaction.
Paint the cost of inaction, notjust the dream of success,
because without a strong why,the how won't matter.
So this is step number onepurpose.
(07:24):
When I am struggling withgetting things done, with
starting things, it's probablynot a good enough reason to
start, and that's why my brainfinds other important things to
do or just easier things to do.
The next one so we have purpose.
The next one is picture, andthat is, by the way, based on
(07:45):
the book that I've just finished.
It's called Transitions and thesubtitle is something like how
to take advantage of change, howto manage it better.
It's all about organizationalcycle of change from the
perspective of human psychology,and so the second step is
picture.
What are you moving toward?
The second P is picture, andit's about showing people,
(08:08):
showing yourself, where we aregoing.
Change is scary because it'svague.
It feels like jumping off acliff into fog.
But what if, instead of fog,people saw you saw a clear,
detailed, exciting destination.
All of a sudden, it couldbecome like traveling on a train
(08:30):
in the beautiful Switzerlandtowards a mountain peak.
What does the future look likewhen the change is successful?
What will be different in agood way, whether you're
starting a new personal habit orleading a digital
transformation in yourorganization, or taking your
team, taking your family on somechange journey, this step is
(08:53):
critical.
People don't follow ideas, asJudge GPT suggests.
They follow pictures they cansee themselves in.
Just let this sink in.
People don't follow ideas, theyfollow pictures they can see
themselves in.
And that is very important.
Whoever it is you're trying toenroll on this journey whether
(09:14):
that's yourself, your team, yourfamily member, your partner,
your whole organization peopleneed to see themselves in that
picture.
So first, is the picture clearenough?
And number two, if you'reenrolling other people, can
people see themselves in thispicture?
They don't follow someone justfor the heck of it.
(09:35):
They need to see.
People need to see.
We need to see ourselves inthat picture.
So the first is purpose whybother?
The second is picture what arewe moving toward?
And also additional questionwhat is it for me there?
How am I going to benefit fromit?
And then the last P is planwhat do I do next?
(09:58):
The third P is the bridgebetween vision and action.
It's the plan.
And here is a very importantpoint, guys.
The plan doesn't have to becomplete or perfect or like
having a plan for the next fiveyears or even a month.
It just has to answer onequestion what's my next step?
What do we do on Monday Exactly.
(10:18):
So many people stop and resistand stall, not because they're
lazy not because you're lazy,guys, but because you're stuck
and overwhelmed.
You don't really understandwhat's the next step.
There are so many, sometimesit's like just pick one.
But this clarity has to bethere when you give someone a
clear, step-by-step instruction.
It's kind of like when you geta Lego box or a puzzle and you
(10:42):
have a picture and with thepuzzle, a little bit different.
But if you have a Lego, youknow step by step, and you're
like I just want to dive rightinto because I know how to
assemble it, or at least tostart to take the next step
towards that vision that wetalked about, even just the
first few moves.
Momentum builds.
The brain loves clarity andhates uncertainty.
(11:06):
And if you want change to stick, guys, you've got to make the
action pass.
So simple it's almost hard notto follow it.
So plan, plan, plan, plan.
Very often we ask people tochange, we ask ourselves to
change, like when I would tellmyself oh, you know, I need to
(11:26):
get better with Italian, oroffers or sales, or coaching, or
building consulting business,until I would get to a place
that I know this is the nextstep.
I'm going to show up twice aday and spend 10 minutes on my
Italian, one with Duolingo, onereading from ChatGPT, whatever
(11:49):
short text it will provide onthat day.
Until there is clarity alsowhen I'm going to do that, I'm
going to do that first thingbefore my writing.
I'm going to do that at thebeginning of my studying session
each night.
So the clarity has to be thereIf you want people to change.
People got to understand whatexactly I'm going to do,
(12:10):
starting on Monday, like exactlystep by step.
It has to be there.
Until it's there, people willresist Again.
It's like asking them to jumpinto some fog of the cliff, just
not going to happen.
And that's where a lot ofresistance comes from.
And I also noticed that when Iprocrastinate or when I work
with leaders who procrastinateon something, this is usually
(12:34):
the missing step.
It's like do we have clarity?
Do you actually know what itmeans to improve your health?
Do you actually know what itmeans to improve confidence and
how you're going to go aboutthat?
Do you actually know what it isto get better at feedback?
Until we have a very clear,step by step, even just again, a
few steps forward, we're notgoing to move into action.
(12:56):
So, from stuck to starting,from stuck to starting, from
stuck to starting.
Let's recap Next time you, yourfamily, your team, feel stuck
or unmotivated, like feelinglike procrastinating, don't
assume the problem is lazinessor resistance.
Ask instead do we have a strongenough purpose?
(13:18):
Why bother?
Can we see a compelling pictureof the future?
Is there a compelling picture?
Is there a clear picture of arewarding future?
And are the people I'm tryingto involve engage on this
journey?
Do they see themselves in it?
Is there a clear, simple planfor what to do next?
(13:40):
So, purpose picture plan.
I use this every time when Icoach myself, when I coach a CEO
, when I'm working with a teamor working on a culture change
strategy, helping companies tolaunch a new culture initiative,
purpose picture plan.
Now, I didn't always have thisstep-by-step or 3P plan, but we
(14:05):
would always work on this.
Three like why bother?
What's the vision?
What's the next step?
Even the most high-performingpeople get stuck when they don't
have the simple pieces in place.
But obviously, high-performingpeople usually at some point
learn that they have to havethem in order to move forward,
(14:27):
and usually high performingpeople, you know, guys, if you
consider yourself a highperformer or don't, or maybe you
consider someone a highperformer or don't.
Usually the whole difference isjust having good enough tools,
good enough systems to unlockyour high performance.
And let's recap again Purposepicture plan.
(14:49):
So next time again, you findyourself or you find other
people, your team, your family,the whole organization, stuck or
not, taking action towards somemeaningful, important, stuck or
not taking action towards somemeaningful, important from your
perspective goal.
(15:09):
Just ask yourself and askpeople Is this important?
Do you understand why it'simportant to do it right now?
Do you see the picture?
Do you understand the futurethat we are building?
Not like to judge, but inquire.
See where people are with theirthree P's, purpose picture plan
and do you know what to do?
Like here's the step that Iwould take right, give examples.
(15:33):
That usually disarms people andgives them ideas without
feeling judged.
So step-by-step is veryimportant, especially for
someone who've never done thatbefore.
But you never know like well,do people have clarity or not?
Sometimes we don't have clarityabout the simplest thing, like
how to make I don't know eggs.
Just because you know, maybebecause you've done it so many
(15:57):
times, doesn't mean that theother person you know.
We have this bias that when wethink something is simple, we
think, well, it's supposed to besimple for everyone, but that's
not the case.
So, step-by-step, veryimportant as purpose and plan,
to recap, let's get back to ourthrough the ending of the
(16:17):
episode suggested by chat GPT.
If this episode sparkedsomething for you guys, share it
with a friend, a colleague oryour leadership team.
Let's help more people traderesistance for clarity and, most
importantly, action and change.
And remember you or otherpeople are not lazy.
(16:39):
Very often we are just missingone of the P's Purpose picture
plan and see you next time.
On Change Word, let me know howwe did with ChatGPT.
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