Upravljanje Promjenama Osnovne Bazične Glavne Važne Stvare “Gangnam THE ROCK Stil” – Dio 24
Christiano će tijekom vremena naučiti da tijekom razdoblja promjene organizacije moraju osigurati da preko razmišljanje ne dovodi do paranormalnog potonuća koji kulminira zagađenjem svih ljudi u organizaciji na temelju lijepljenje od sindroma otrovane od «Grupe Misle».
In my opinion, organizations need to embrace the notion that during periods of change it is critical to insure that over thinking does not lead to paranormal sinking.
It is important for organizations to acknowledge that employees generally tend to sweat the small stuff during periods of change because human nature tends to lead to anxiety when one is taken out of their respective comfort zone.
That is, when employees start to sweat the small stuff, they tend to get caught up in something that in their minds is enormous (micro view) whereas in the grand scheme of things it is actually manageable (macro view).
Thus, the risk during periods of change is that an employee over thinks and over analyzes any situation to the point whereby they create a huge problem, then explode the problem further by sharing it with others around them, to the point that it culminates with the contamination of everybody in the organization based on the “Group Think” syndrome.
That is, if one person over explodes a problem and then shares this over explosion with those around them, the “Group Think” syndrome tends to exacerbate the problem to the point that it grows from a bump on the ground into an erupting volcano.
The “Group Think” syndrome is a by product of systematic day-to-day routine over prolonged periods of time whereby everyone in an organization tends to think the same way to the point that they cannot handle any major change which is part of the transformation and reorganization game.
Therefore, it is important that employees be apprised that if they start to feel anxious about change, perhaps they are getting overly caught up in their own mind by over thinking the situation.
In my opinion, employees first need to step back and ponder whether they are stressed out about the underlying problem itself or whether they are stressed out because they have become intoxicated with a problem to the point that it’s encapsulated their mind.
In summary, I refer to “Change Management Gangnam THE ROCK Style” as the belief that organizations need to insure that over thinking does not lead to paranormal sinking.