Recaptcha drives me nuts. It reminds me of the time when I would stand waving my hands furiously to trigger a faucet or hand drier about 10 years ago. In short, the tech is not there yet. About 75% of the time, I can’t seem to prove to Recaptcha that I’m a human. No, I can’t read that squiggle of a non-sensical word. And does the “car” image want me to include trucks? And what about the sliver of the car that crosses two boxes, do I check those too? Ugh, insanely crazy and frustrating. Which brings me to the point. Though Recaptcha intends to serve a purpose (to distinguish between bots, AI, and humans), it’s execution (it’s impact) is not good enough. New technology without a clear benefit is just a mandate. The benefits have to be there for people to embrace any change – especially if the technology works for it’s stated purpose. The intent has to be significantly closer to it’s impact.

But what do I know? According to Recaptcha, I’m at least 75% bot.

References and Resources

Verifying that you’re not a robot by Stevie Martin

Change Management is a tough job. On an individual level, every single person has a different relationship with Change. Some folks resist all change, and some embrace change like a new pair of underwear. Most folks, however, have a sliding scale that varies based on many factors. Those people may embrace one type of change and struggle with another. Familiarity has its benefits, as does evolving and changing. But each and every person likely has a different relationship with change – exploring your own relationship with Change is a great start.

Learning: We all have a different relationship with change, which is okay. This is not to be overly cliche, but change is constant. I embrace most changes, but walking a cat on a leash is where I draw the line.

What’s your relationship with change?

If you are trying to change the culture at your company, it starts with you first. Lasting change is not something that others are responsible for doing first. Actions, Beliefs, and Experiences all impact the culture, and if you want to make a dent in changing the culture, start with a self-inventory.

Learning: Everything starts with you (or me). Maybe it’s both. The point is that change of any kind starts with ourselves. To do that, we have to know what we are being asked to change and why we are changing, and we have to know the end goal. If you are a leader, modeling the correct behavior means being willing to raise your hand to go first.

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Does this resonate with you? How do you stay ahead of change and ensure others around you are supported? We’d love to hear from you.