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Change Management Fundamental Basics “Gangnam THE ROCK Style” – Part 35

 

 

Christiano will learn over time that during periods of change, organizations should promote the belief that when in doubt, there is a simple technique of asking questions with one’s mouth before one starts to ASSUME making an “ASS” out of “U” and “ME”.

In my opinion, organizations need to embrace the notion that during periods of change it is critical to insure that policies and procedures are in place to remedy early symptoms of “Communication Paradox Syndrome” generally resulting from a disconnect between what is seen and understood versus what is actually said, meant and done.

It is important for organizations to acknowledge that during periods of change everyone tends to feel like they are walking on a tight rope in the sense that if they loose their jobs they will come tumbling down.

Therefore, during periods of change, people will tend to see things and hear things subject to their personal interpretations that tend to be overdramatized, overanalyzed and over stigmatized in the context of a major change environment.

That is, under normal operating conditions of status quo, one would probably not think twice about what is seen or said but during periods of change human tendency tends to look for more than what is actually meant and done.

For example, if a colleague is rushing to the bathroom with a bad case of the runs and walks right by a fellow colleague without even saying hello, under a status quo environment, one would tend to attribute this gesture to the simple reality of the situation that the individual really has to go to the bathroom with no perception of any impending doom.

However, during a period of major change, one will tend to overanalyze and think “Oh my God; that person must know that I am the next to go” which can then lead to a string of panic; anxiety; fear; and other emotions beyond the reality of the existing seer.

Alternatively, if a colleague is focused on the task at hand due to time duress and thus talks very little as they are under the gun and thus have to run, under a status quo environment, one would tend to attribute this gesture to the simple reality of the situation that the individual really has a tight deadline and thus no time to waste and thus they are walking away in haste.

However, during a period of major change, one will tend to overanalyze and think “Oh my God; that person must hate me and is digging me a hole” which can then lead to a string of panic; anxiety; fear; and other emotions beyond the reality of the existing seer.

Alternatively, if a colleague is reading a newspaper on the train and trying to decompress after a hectic, chaotic and crazy day, under a status quo environment, one would tend to attribute this gesture to the simple reality of the situation that the individual is focused on his newspaper as a stress relieving technique and has tuned out to the world around including any sound.

However, during a period of major change, one will tend to overanalyze and think “Oh my God; that person must be plotting some sort of a terrorist act” which can then lead to a string of panic; anxiety; fear; and other emotions beyond the reality of the existing seer.

The key point to note is that during periods of change there can be a huge difference between what is seen and heard versus what was actually said and actually done such that one should always avoiding jumping the gun.

Furthermore, when in doubt, there is a simple technique of asking questions with one’s mouth for in situations when one starts to ASSUME, one tends to make an “ASS” out of “U” and “ME”.

In summary, I refer to “Change Management Gangnam THE ROCK Style” as the belief that when in doubt, there is a simple technique of asking questions with one’s mouth.

 

 

Christiano Says, “WHO Is Gangnam THE ROCK Style – Speak Up?”