Which framework emphasizes creating a sense of urgency among team members to drive change?

Which framework emphasizes creating a sense of urgency among team members to drive change?

• A. Direct approach
• B. See-feel-change paradigm
• C. De-emphasis
• D. Retreat

Answer: (B)

Creating a sense of urgency to drive change is what this framework emphasizes. The See-Feel-Change paradigm guides that urgency by first showing the reality of the situation (see), then connecting with people on an emotional level about what that reality means for them (feel), and finally moving into concrete actions to implement change (change). This sequence builds momentum: clear evidence of a problem motivates, the emotional link makes it personal and compelling, and the resulting action converts that motivation into real steps. It’s especially effective for overcoming complacency and resistance because it pairs factual awareness with emotional buy-in, turning concern into commitment and momentum. Other approaches that push for change without building that sense of urgency—either by skipping the emotional engagement or by downplaying the urgency—don’t generate the same immediate drive to act. They can leave teams passive or slow to respond, which is the opposite of what this framework is designed to achieve.

Creating a sense of urgency to drive change is what this framework emphasizes. The See-Feel-Change paradigm guides that urgency by first showing the reality of the situation (see), then connecting with people on an emotional level about what that reality means for them (feel), and finally moving into concrete actions to implement change (change). This sequence builds momentum: clear evidence of a problem motivates, the emotional link makes it personal and compelling, and the resulting action converts that motivation into real steps. It’s especially effective for overcoming complacency and resistance because it pairs factual awareness with emotional buy-in, turning concern into commitment and momentum.

Other approaches that push for change without building that sense of urgency—either by skipping the emotional engagement or by downplaying the urgency—don’t generate the same immediate drive to act. They can leave teams passive or slow to respond, which is the opposite of what this framework is designed to achieve.