The only constant they say in life is change, yet it seems to be the most difficult thing for people to do.
People at best are willing to modify their behavior under certain circumstances but not change completely. Some examples: you may have observed that someone you find rude and maybe brash, in the company of certain people become very polite and meek. Such people do know the better way to be is nice but they cannot be bothered with being polite around everyone. They change relative to current company. Another example is the use of seat belt…I have found that the motivation to use them is only borne out of weariness of law enforcement officers. Somehow, the point that it keeps people safe is lost on them. When they do wear seat belt, some believe it is only necessary for people seating in front (driver and front passenger) somehow there is no need for safety for back seat passengers.
So the major question is: What motivates a person to change? Who or What needs to change? Why would a person change their default behavior to adopt a new one? How can a person change those habits that come so easily to them? What steps can a person take that will enable them to change? When should change happen?
Who, What, Why, What, When, How: these are words that can be employed as tools if sustainable change has any chance of being achieved. They can be asked in any form and in any context but they provide the building blocks of information that will inform or guide any change initiative and its sustainability/social validation.
This is just the first step in change: asking the right questions and questioning existing assumptions. There are other tools to be employed through the change process for success.
Change is possible if it is planned, systematic, managed properly and led by the right change agent with demonstrated/evident leadership commitment to the change initiative.