In the world of physics, there is only one type of gravity. It’s the attraction between two bodies, and the biggest one wins. That’s why we all find it difficult to fly like Superman; the earth’s gravitational pull keeps us in place. It’s tough to bend the laws of physics.

Thankfully, the world of work isn’t quite as daunting. You have the power to adjust the mental mass of different objects. In essence, there are only two major objects at work: the status quo and efforts to change and improve upon the status quo.

Pull of the status quo

In most companies, the size of the mental mass associated with the status quo is truly gargantuan, rending the gravitational pull of change efforts useless. As a result, most change efforts underwhelm or fail. But it doesn’t have to be that way. You can reverse this reality and reshape the collective behavior of your team and organization.

The status quo has huge mental mass, which is built on known quantities. And your employees have learned to succumb to the status quo’s gravity--they have learned to give in. Employees were taught by their job descriptions, by watching the boss shoot down new ideas, and by company policies dictating every aspect of work-life.

Turning the tide will be tough, but it can be done. We used to think overcoming real gravity was impossible. Then we learned how to fly. Then we learned how to travel to space. Today, we know it takes immense work, huge costs, and significant risks, but we also know how to beat gravity.

The record for businesses is clear: long-term innovation and reinvention is tough but possible. The number one reason it’s so tough? Companies cling to the status-quo! Examples abound: IBM and the typewriter; RIM’s Blackberry; music producers selling albums. Indeed, the list is long.

The same goes for any organization. Change or become less relevant. Or, worst case, you cease to exist.

Shifting organizational gravity

You can shift the mental gravitational pull away from where we are today toward where we need to be tomorrow. Think about job descriptions, the company mission and vision, the goal setting process, evaluations and other feedback mechanisms, training and development resources, new product development, sales and marketing, and how you hire and promote individuals. Every single one of these areas must be scrutinized to determine ways to shift the focus to change and innovation.

You get what you ask for—and what you reward. It’s time to start asking for and genuinely rewarding people willing and capable to help your company be relevant five years from now and not just next quarter.

It all starts with how we promote and train managers. They must be honest stewards of current products, processes, and practices, and they have to support the always-brewing revolution of new things that will upset the current order. Great parents love and affirm their children, but they also push them hard to study, learn, and grow. The same goes for your growing your team.

Sometimes the path forward is clear but daunting. It feels as if a million things are holding you down, but now you know that truth. If you really want to, you can defy gravity.