Produced By Poltrona Frau

We like to think some things are worth the wait. Maranello, 7 aprile 2017 - Ferrari and Poltrona Frau present 鈥淐ockpit鈥? the first office chair ever designed by Ferrari Design Centre. Produced by Poltrona Frau, that has upholstered the interiors of Ferrari cars since the 80鈥檚, it is neither a car seat nor a pure piece of furniture or design. It is a contemporary hybrid that brings together two brands, a blend of automotive know-how and the culture of living that celebrate the 70thanniversary of the Maranello carmaker. An office chair that captures the excitement, the speed of the driver鈥檚 seat, as well as the passion for racing. The Cockpit is a place where concentration, quick reflexes and intuition join with a will to win. It is a space where the contact between the body and the seat creates dynamic sensations that help the driver to control the car as efficiently as possible. The armchair has an architectural and modular structure, and offers expansion possibilities. Chevrolet is commemorating the 65th anniversary of the Corvette with a new Corvette Carbon 65 Edition offered on 2018 Grand Sport 3LT and Z06 3LZ models. 鈥淐orvette is one of the most storied names in Chevrolet and sports car history, with a heritage few can match,鈥?said Paul Edwards, U.S. 2018 Dodge Challenger SRT Demon. NYIAS in New York.

Trust is an important element in driving any change. Employees will not completely trust you unless and until you, as a driver of the change, is transparent in your dealings. Transparency helps create that culture for change. A mention from the book- The Starfish and the Spider: The Unstoppable Power of Leaderless Organizations . Any small idea can create an ocean of change and enable a company to enter an entirely new performance zone, no matter what the current situation may be. These ideas, practices or people who originate them are called as blue ocean droplets after the book Blue Ocean Strategy . A change initiative can鈥檛 be termed as successful if affected people are not onboard. It is generally not possible to have everyone Onboard right from the day the change was introduced. Transformers: Transformers are the people who were just waiting for someone to initiate the change and they join the bandwagon almost immediately.

They are the ones who are usually aware of shortcomings in the current environment but probably were not the influential enough to drive the change themselves earlier on. They are the people who not only embrace change but also are ready with suggestions, ideas and raise their hand to implement some to completion. Lost Souls: They are the people who would never support any kind of change. They always have this negativity surrounding them and they somehow are never able to lift themselves from their hopeless state. They somehow believe that every new initiative is an eye wash from the management or the organization. Whenever the new idea is suggested they would simply go ahead and dismiss that not only in their minds but also knowingly and unknowingly try to spread their negativity by airing their views. Fence sitters: These are the third bunch of people, who generally are reluctant to share their views, rarely would ask the questions and would rather play a wait and watch game. They may not openly criticize the change but won鈥檛 either embrace it with wholeheartedness. When asked their opinions, they are likely to say nice things rather than be upfront honest.

They would closely watch "Transformers" and the "Lost Souls" and may even change their opinions in short time. In any change initiatives, such people are usually in the majority. They get easily influenced in either direction. In my dealing with change, i find this classification just apt and it is very useful in understanding the dynamics and even the acceptance of change. One example from the past that comes to mind was around the time when the IT automation of Indian Railways was being introduced, that was indeed the massive way in which the Indian Railways operated. Being the largest employers in the world, driving any changes to work processes was never easy. I remember there were technocrats and visionaries who were favoring the idea, then there were employee unions who were fearing the attrition due to automation of Railway operations who were vocal about criticizing the initiative, they were the "Lost Souls". Then there were many people who were lured by potential benefits of new changes to the customers as well as the employees (Learning new job skills etc.) but at the same time distracted by Lost Souls. These were "Fence Sitters". It was good for the customers and eventually the country that such a change was made. And this change was possible because a lot of "Fence Sitters" and eventually "Lost Souls" joined the "Transformers". What do you want to become this new year- "a Transform", "a Lost Soul" or "a Fence Sitter" ?