Any progress that has ever been realized throughout history is the direct result of change. While this is an indisputable fact, many people say they just don’t like change. Here is how psychologist Dr. Heidi Grant Halvorson explains this human phenomenon: “It’s not just that people fear change, though they undoubtedly do. It’s also that they genuinely believe (often on an unconscious level) that when you’ve been doing something a particular way for some time, it must be a good way to do things. And the longer you’ve been doing it that way, the better it is.”

The fiscal cliff has come and gone, and the nation has survived. I’m sure many of you were up late on New Year’s Eve glued to the TV awaiting a decision from Congress on a plan that would save the country from financial ruin. When the negotiating and politicking was over and the dust settled, we ended up with exactly what we expected from our government: a short-term fix to a long-term problem.

Too many managers are trying to “teach hens to swim.” It’s a simple analogy that can refocus a business and give managers a new question to ask themselves, “Are we empowering potential in our workforce?” Motivating employees and investing in their strengths are the last things some managers think of on a dairy operation and, according to Declan Coyle of Andec Communications, empowering your team is one of the most important parts of a business.