In this information age, many traditional ways of working are being replaced by new technologies and mindsets. However, this will inevitably touch some old power structures and interest patterns, especially in some old enterprises and institutions, and the reform is even more difficult. In the midst of this tide of change, there is such a professional who uses his experience and insight to try to make those stubborn colleagues accept new things and embrace change.
He, a veteran of 20 years in the system, has witnessed all the shortcomings and difficulties of change in this system. His colleagues, clinging to outdated knowledge and experience, are always skeptical and resistant to the new ideas and solutions he puts forward. He tried countless times to convince them and prove to them that new working methods, new management software, and new business processes can bring great changes and benefits, but the harvest is often indifference and disdain.
I remember a departmental reform, he took great pains to explain to his colleagues the science and necessity behind the new system, and they were obedient on the surface, but on the inside, they seemed to have already built a line of defense. When the reform really started, they stuck to their own perception and refused to accept new changes. He felt angry and helpless, because he knew that only by embracing change could he remain invincible in this era of rapid development.
Then there is the introduction of new management software in the unit, and he has invested great enthusiasm and energy in this. He first organized training sessions to gradually change the working habits of his colleagues by teaching them how to operate the new system. He has carefully designed a transition plan to help his colleagues adapt to the new way of working. But the result? Those old colleagues still cling to the old system, they are afraid of change, they are afraid of losing control of the old system.
The last one was business process optimization, which he led. He carefully designed a new workflow and had in-depth conversations with his colleagues beforehand. He invited them to participate in the trial operation of the new process, hoping that they would be able to experience the benefits of the new process firsthand. However, they remain stubborn, sticking to the old process and skeptical and repulsive about the new process.
After these changes, he gradually realized that no matter how hard he tried to explain and prove, there were always some people who were unwilling to accept new things, and their thinking was as rigid as fossils, and they were unwilling to make any changes. He began to understand that in this system, there was no point in enlightening those brainless colleagues. Their stubborn cognition has become a shield for their self-preservation, and no external force can shake it in the slightest.
He shook his head helplessly, deciding that instead of forcing them to accept new things, he chose to stay away from these stubborn old guards. He knows that in this era of rapid development, only by continuous learning and continuous progress can he not be abandoned by the times. He didn't want to become, like them, a stumbling block to progress.
In this struggle against the old forces, he did not win, but he did not lose either. He learned to accept the fact that not all people are open to change, and not all efforts will bear fruit. He chooses to focus on colleagues who are willing to listen to him and accept new things, and grow and progress with them.
It's a fight against old-fashioned thinking, and it's also an upgrade of self-awareness. He realized that in this era of rapid development, it is not only necessary to have the courage and wisdom to accept new things, but also to have the determination to persist in oneself and keep learning.
He left the office full of old thinking, but his heart was full of infinite possibilities and hopes for the future. He knows that only by making continuous progress can he gain a foothold in this ever-changing era and realize his own values and ideals.
His story may be just one of many stories of workplace change. But it tells us that no matter what the circumstances, we should not give up the pursuit of new knowledge and the desire for progress. Because in this era of rapid development, only change itself remains constant.