IV session

The common thought all the speakers had was that you need to have a goal in order to start a change process. This is a very obvious claim however I think people tend to forget about this easily and start change processes without having a clear goal.
I think this is a great advise not only for the our professional lifes but for our personal life as well. If you don't have a goal making progress or achieving anything will be very hard and instead of making steps ahead you will be staying in the same place or even making steps backwards.

The second thing I found interesting is how to handle people who resist to change. Ernő had a very clear idea, he said this people have to be fired. I agree with this, however I think that this might be quite a dangerous strategy. There are often people in an organization who always like to challenge and question things. These people can be sometimes very annoying - as every time they have to be convinced that the decisons taken are right - but at the same time are an asset for the company as well. They are able to see things from a different perspective and make people aware of hidden risks. So how do you distinguish between resistans (who are definitively not assets for a company) and challenging people, who seem to resist as well. Sometimes the distinction is not that easy.

If a leader fires all the resistants sooner or later he/she will have subordinates who follow his vision without questioning anything and will act as robots. Thus I think Ernő's advice is very valid but shall be used with caution.