Everything looks like a failure in the middle. In neary every change project, doubt is cast on the original vision because problems are mounting and the end is nowhere in sight.

Leaders is the new organisation do not lack motivational tools, but the tools are different from those of traditional corporate bureaucrats. The new rewards are based not on status but on contribution, and they consist not of regular promotion and automatic pay rises, but of excitement about the mission and a share of the glory of success.

Confidence makes you willing to try harder and attracts the kind of support from others that makes "winning" possible.

A self-reinforcing upward spiral: performance stimulating pride stimulating performance.

The very lack of opportunity the group faces creates a self-defeating cycle and puts pressure on members to limit their aspirations.

Competition has never been more threatening than it is now. Innovative thinkers challenge the status quo in their organizations. They are often viewed as "troublemakers." They threaten the defenders of the status quo. So competition within an organization can also be brutal. The most effective leaders overcome "the ideology of comfort and the tyranny of custom" by being change agents themselves. They encourage and reward innovative thinking. I have observed that people only resist changes imposed on them by other people.

Change is like putting lipstick on a bulldog. The bulldog's appearance hasn't improved, but now it's really angry.