In a world that changes slowly, you want people to do tomorrow what worked yesterday. You already know what has worked so you want to keep repeating it without significant deviation.

But in a world that is changing rapidly, where what worked yesterday either is inappropriate for today’s world or is actually detrimental to success in tomorrow’s world, you need constant innovation. In this type of environment the question changes from: What did we do yesterday that worked?—to: What do we need to create to be successful in this new environment?

As Peter Drucker wrote in Managing in a Time of Great Change, “It is the nature of knowledge that it changes fast and that today’s certainties always become tomorrow’s absurdities.” And, “The greatest danger in times of turbulence is not the turbulence; it is to act with yesterday’s logic


Drucker pointed out that the new knowledge jobs “require a different approach to work and a different mind set. Above all they require a habit of continuous learning. … At the very least, [workers] have to make a major change in their basic attitudes, values, and beliefs.” In other words, what’s needed are new beliefs, a different mindset, and constant innovation—not merely new rote behavior. New behavior has to be invented every day, not copied from the day before.

How likely are people to be innovative if they have the beliefs? If I make a mistake I’ll be rejected. I’m not good enough. People aren’t interested in what I have to say. I’ll get into trouble if I speak out.

The biggest barrier to being openness to change and a mindset of innovation is outdated, limiting beliefs, which we have the unique ability to help your managers and executives permanently eliminate in their weekly sessions with us.

Learning and using the Lefkoe Belief Process have resulted in better teamwork, increased delegation and empowerment throughout the company, and quicker resolution of problems. These improvements have been significant and they occurred quickly.
Russ Scott, President, Duratrack