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Why it is difficult to bring a change in society

A system is a conglomeration of elements, which mostly represent the status quo. System unless challenged remain stick to old rules and beliefs. All behaviors represent and express the same old beliefs and rules inherent in the system. The tradition which have evolved over decades of thoughts, actions beliefs and hierarchy will tend to preserve itself, no matter what the cost. Within a system, sub-systems develop which remain inter-connected to each other for mutual exploitation. That’s why systems are complex in their own way and are hard to break. I recall, in 2008, internet had started dominating media landscape, but newspapers were reluctant to publish colour pictures, etc. Online banking has yet to find its way in our daily lives. A system always makes choices that enable it to maintain itself with minimal disruption. Regardless of how others interpret the decisions or choices made by the system. Holders of system take all suggestions with antagonism considering it coming from outside. So primarily improvement in a system is subject to inside, outside approach. People within a given system tend to strengthen their identity by projecting existing culture or causes. Let us take fee examples: security of a state has been widened and it includes political, economic, military, social and climate hazards. Information is not the property of main media anymore, judiciary is liable to criticism, economy is all inclusive now, anyone can be rich in world of IT, money is not the dollar only, opinion is of anybody, love can be found online, so is food, work and school can be done from home, bank is in your mobile, so is music and movies.

  • All changes must be initiated, and adopted, at the belief level. When content or influencing procedures are used to drive change, it’s too often aimed at  changing behaviors, causing systemic resistance. Note: behaviors are merely the expression, the transaction, of a belief and are not the cause of change, but the response to it. Influencers can use their positions as Leaders to enable people, teams (i.e. human systems) to traverse their own unconscious steps to change. Systems are congruent human structures (people, teams, companies, families) and are based on every element within them agreeing to the same rules and beliefs that specify the operating rules for behaviors.
    All systems resist, and potentially misinterpret, anything from outside that threatens it. Until or unless there is a systemic understanding that there will be no/minimal disruption – certainly no change without buy-in from the elements – change will not occur.
    Each system (each family, each person) is unique and idiosyncratic, unknowable to an outsider due to its unconscious nature, history, patterns, and Hierarchy of Beliefs and rules.
    Ask a salesman who has to listen to so many ‘ no, thanks’ during his day’s work.
    Change doesn’t happen as a result of information, regardless of how critical it is, unless the system has already determined its willingness and ability to change congruently, with buy-in from all effected elements. Change only happens systemically, when the foundational beliefs are ready, willing, and able to change. Until or unless the system learns how to facilitate and incorporate new congruent choices, or re-prioritize the existing Hierarchy, change cannot occur.

Systems must change themselves from within. ‘Push’ doesn’t work. 
And this is why change appears to be so hard. By merely attempting to change behaviors, we actually cause the resistance we get, only capture those who are ‘ready’ (the low hanging fruit), and miss an opportunity to facilitate and enable those who CAN change.
A directive and action inducing, not information driven or biased) procedure that enable a system to discover its own route through to congruent change and its own brand of excellence, will be successful.