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" ... An organization is simply a group of people, and people hate change. Whether it's due to fear, uncertainty, doubt, inherency or accretion, the reasons to avoid change are numerous. As leaders, we must find ways to incentivize change, to make it be the new default option. To do so, you must reward the change you want to see. The only way to see long-lasting culture change in an organization is to make change appealing. The question is not how to change, but how to convince your team they want to change. And the answer is simple: reward those who engage and drive change. Those who fight change or sit on the sidelines will ultimately see the results and choose appropriately.” ... "
" ... “The status quo has a way of holding on to itself,” Warner says, and replacing petrochemical processes with bio-based processes is the most difficult of the twelve pillars laid out in his groundbreaking 1998 book, “12 Principles for Green Chemistry”. But, he continues, “successful companies recognize the status quo, find a way of innovating, and they succeed in the future because of that balance of defeating the inherency of the status quo to move forward.” ... "