Upravljanje Promjenama Osnovne Bazične Glavne Važne Stvare “Gangnam THE ROCK Stil” – Dio 41
Christiano će tijekom vremena naučiti da tijekom razdoblja promjene organizacije trebaju promicati vjerovanje da je otkrivanje što je pošteno rijetko kad se svi pletu u njihovoj koristi, što rezultira s neobičnim, abnormalnim i / ili nepravilnim ponašanjima.
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 adopt a “Non-Interest, Non-Partisan, Neutral Approach” to change management.
It is important for organizations to acknowledge that during periods of change, the best “Change Management Approach” is one whereby organizations focus on the business at hand which is in the best interest of the entire organization and not in the best interests of individuals who are linked by interest attributes such as race, religion, culture or other personal attributes.
Although this “Non-Interest, Non-Partisan, Neutral Approach” may sound easy in theory, in practice this can represent quite the challenge especially when individuals within the organization are members of covert “Clicks” who stick together at all costs to promote their respective personal interests.
The key point to note is that when there are covert “Clicks”, there tends to be a tug-of-war effect which kicks in whereby each “Click” starts to pull the “Change Rope” to the benefit of their respective interests as opposed to what is in the best interest of the organization as a whole.
When the “Click” tug-of-war commences, an organization commences to deviate from a “Non-Interest, Non-Partisan, Neutral Approach” to change management into a “Biased, Leveraged, Manipulative Approach” to change management which is counterproductive to creating a stimulating work environment.
That is, under a “Biased, Leveraged, Manipulation Approach” to change management each “Click” commences to twist and turn the facts and circumstances in their favour in order to manage change in their favour regardless of the underlying merits of their respective directions.
In simple English, when “Clicks” are formed based on race, religion, culture or other personal attributes, the change management game becomes one of protecting one’s turf while riding the change management surf.
There can be no successful change under a “Biased, Leveraged, Manipulative Approach” to change management as this approach is counterproductive to coming up with the best decision as it is based on coming up with the best self-serving personal interests incision.
Thus, it is imperative that any organization, which desires to properly manage change, have a strong, vibrant, non-interest bound, non-partisan bound and neutral “Change Management Leader” to manage the multiple “Clicks” which tend to form when an organization operates under a “tug-of-war” form.
In an ideal world, there would be no “Biased, Leveraged, Manipulative Approach” to change management but in the reality of the human sphere everybody’s instincts tend to be to protect one’s own at all cost regardless of the merits of the situation at hand like a “Rock’N’Roll” band.
Thus, for those looking for what is fair, finding this is ultimately rare when everybody tends to twist and turn any change situation in their favour that can result in unusual, abnormal and / or erratic behaviour.
In summary, I refer to “Change Management Gangnam THE ROCK Style” as the belief that finding what is fair is rare when everybody twists in his or her favour resulting in unusual, abnormal and / or erratic behaviours.