Hi Harold

I have a few reactions to your post:

1. Change management types (I'm sure Jon can add his perspective here as well), might take the Kotter model and say that the first step has to be create a sense of urgency. If there is no urgency (problem) then your change will fail. They have to feel the urgency (as you put it, see the problem) or think the opportunity is so large that they can't ignore it. I think the problem/opportunity will be different for everyone.

2. It took me quite a while to get the value of Twitter, quite honestly and hearing someone explain it compared to doing it yourself is night/day. They need to learn by doing, just as we did and experience our own epiphanies.

3. All I ever needed to learn, I learned in Kindergarten - we are conditioned EARLY that this is the model that we use to participate in group conversations. Hard to erase decades (centuries?) of hierarchical conversations. I've been a presenter who has tried to start conversation and the participants almost force this (I've paid to hear you the expert...)

Anyway, those are my two/three bits,
Holly