Upravljanje Promjenama Osnovne Bazične Glavne Važne Stvare “Gangnam THE ROCK Stil” – Dio 33
Christiano će tijekom vremena naučiti da tijekom razdoblja promjene organizacije trebaju promicati uvjerenje da kada se bavite s raznim emocijama, psihološkim šminkama i odgojima, ako se ne upravlja ispravno, postoji rizik da se nelogične, iracionalne i nekoherentne razmišljanje dogode.
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 “illogical, irrational and incoherent thinking” generally resulting from over analysis that tends to equal paralysis.
It is important for organizations to acknowledge that “illogical, irrational and incoherent thinking” can arise in the context of change management as an inadvertent by-product of change due to stress and/ or a lack of peaceful sleep and rest.
That is, during periods of change, there is normally a certain degree of discomfort, agitation, irritation and constipation that runs the risk of creating an “Anal Retentive Nation”.
It is important to note that an “Anal Retentive Nation” is an organization which has become plagued with “illogical, irrational and incoherent thinking” as a result of everyone scared for their jobs as if they are going to get maliciously robbed.
This state of mind is the most dangerous in an organization during periods of change because it tends to lead to everyone being on both the offence and defence like wild animals stuck in the same cage where the wildest animal will survive to the final stage.
In order to avoid such an unpleasant situation, an organization needs to put an immediate stop to any behaviour that appears to be a sign of protecting one’s ass as opposed to doing what is best for the mass.
The key point to note is that this problem generally arises when there is no impartial referee and free for all atmospheres break free.
That is, if there is no perceived equitable judge, everyone will tend to pursue his or her personal interests at the expense of others resulting in what I like to refer to as the “Change Grudge”.
The “Change Grudge” is a symptom where an individual feels under personal attack at which point survival instincts tend to kick-in with the need for a counter-offensive fight back.
Therefore, the key formula during periods of change is to have an impartial judge, arbitrator or referee to apply the same rules to all and not to apply favouritism, bias or preferences that will result in a self-fulfilling prophecy of spiral downfall.
It is important to note that once an organization deviates into the realm of favouritism, bias and preferences, the “Mob Syndrome” will tend to kick-in whereby there will be the formation of multiple clicks with everyone playing dirty psychological tricks.
Thus, although in theory a simple judge, arbitrator or referee approach might sound logical, rational and coherent, in practice, when you are dealing with emotions, various psychological make-ups and various upbringings, if not managed properly, there is the risk that “illogical, irrational and incoherent thinking” kicks in.
In summary, I refer to “Change Management Gangnam THE ROCK Style” as the belief that when you are dealing with emotions, various psychological make-ups and upbringings, if not managed properly, there is the risk that illogical, irrational and incoherent thinking kicks in.