Upravljanje Promjenama Osnovne Bazične Glavne Važne Stvare “Gangnam THE ROCK Stil” – Dio 37
Christiano će tijekom vremena naučiti da tijekom razdoblja promjene organizacije trebaju promicati uvjerenje da se samo promatrajući prema naprijed može doći istinska promjena bez eksplozije od prošlosti, dajući svima kronične trzajne udarace, budući da se svi usredotočuju na očuvanje njihovog rodovske guzice koji rezultiraju u sukobe poput Pijete.
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 “Rear Wheel Drive Syndrome” generally resulting from a strong desire to live in the past with a refusal to move forward like a rocket blast.
It is important for organizations to acknowledge that during periods of change everyone tends to feel a certain degree of hatred against the proposed change that in the extreme cases can feel like someone attempting to kidnap one’s next of kin.
Furthermore, the reaction of the ancestors from within can be abnormal, unusual and even deranged resulting in someone looking from the outside in scratching their head and wondering if everyone has somehow become internally brain dead.
That is, when everyone from within seems to be fighting against the proposed change to preserve their ancestral roots it can appear like a “Coq Fight”, from the outside in, with everyone cheering on their respective rooster to survive while pumping them up with political steroids like a career advancement booster.
Furthermore, what may appear absurd from the outside in tends to become normality from the inside out such that although “Coq Fighting” may appear Neanderthal, Barbaric and extreme, from the outside in, such behaviour may become common practice from within such that it may somehow become blessed like the ritual of going to first communion in a white dress.
The key point to note is that normality is often defined from within such that it is only from the outside in that one can notice that “Coq Fighting” is in reality a sin whereas from the inside out it tends to have become a method of operation to get ahead and win.
It is this phenomenon during periods of change that I refer to as the “Rear Wheel Drive Syndrome” as everybody commences to fight for their ancestral roots like an automobile driving backwards, the wrong way, down a one-way street, attempting to flee the winds of change like the attempt to flee outside of a tornado range.
It is imperative that such a “Rear Wheel Drive Syndrome” be remedied on a timely basis before everyone starts putting the pedal to the metal in rear wheel drive resulting in chaos and a massive “Coq Fight” disaster.
Generally, when an organization has entered into a battle from within with everyone protecting their ancestral roots, this is a sign that everyone seems to be pulling backwards like in a tug of war whereby the last woman, man or transvestite standing is the one who tends to be the least progressive to change but the most aggressive to protect one’s cage.
Hence, like roosters in a “Coq Fight” everyone commences focusing on their ancestral roots while jabbing their opposition in the head until everyone from within an organization commences to become severely brain dead.
Therefore, in order to reverse the negative energy created by “Rear Wheel Drive Syndrome”, an organization needs a strong “Change Management Leader” to get everyone on the same bus, with no rear wheel drive but only with a strong forward pedal placed down on the ground to the metal.
It is only with a strong forward looking mindset that successful change can occur as when everyone is looking backwards, the blasts from the past tend to give everybody severe chronic cases of whiplash.
In summary, I refer to “Change Management Gangnam THE ROCK Style” as the belief that only by looking forwards can true change occur without blasts from the past giving everybody chronic whiplash.