Change Management Fundamental Basics “Gangnam THE ROCK Style” – Part 55
Christiano will learn over time that during periods of change, organizations should promote the belief that Hyperboles best illustrate that nobody wants to be a “Thanksgiving Turkey” and thus will create their respective paradigms in order to protect their respective behinds with the risk of Barbarian, Neanderthal, Idiosyncratic and Self-Centered strikes from the blind side.
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 identify individuals contaminated with “Thanksgiving Turkey Syndrome” as a by product of significant change.
It is important for organizations to acknowledge that during periods of change, the greatest risk to successful change is posed by contamination of the mass with “Thanksgiving Turkey Syndrome” as opposed to “Thanksgiving Prayer Syndrome”.
In this New World Order (NWO) where there are persistent changes, be it through mergers and acquisitions or restructurings and reorganizations, the only constant which is assured over time is that of change. In order to be able to compete in this New World Order (NWO), there is one of two generic techniques.
The first technique which I refer to as “Thanksgiving Turkey Syndrome” is predicated on the notion that one must do everything and anything to not be the “Thanksgiving Turkey” that is sent home as a result of workforce reductions beyond one’s control.
It is this concept of doing everything and anything to survive which is the most dangerous during periods of change as this foundation of survival is equivalent to that seen in the movie “The Hunger Games” whereby one will kill before being killed with no rules to the game other than whatever it takes to be the last one standing.
It is this “Hunger Games” atmosphere that is very dangerous and explosive, as it tends to contaminate the mass whereby everyone starts to look for the easiest way to kick his or her competition’s ass.
In these situations of “No Holds Barred” where all morals, values, principals and ethics are thrown in the wind, chaos tends to prevail with the conversion of an organization into a terrorist state with no remorse to slice the competition’s throats as if everyone is some kind of wild Billy goat.
As is evident from my Hyperbole above, this type of approach is destructive, counterproductive and chaotic by its nature. For the record, Hyperbole is defined as the use of exaggeration as a rhetorical device or figure of speech. Hyperboles may be used to evoke strong feelings or to create strong impressions but they are not meant to be taken literally.
Now I would like to focus on the second technique which I refer to as “Thanksgiving Prayer Syndrome” which is predicated on the notion that if one operates with strong values, morals, principals and ethics, one will tend to thank God, Allah, Buddha, Messiah, Jehovah, Etc. each day for what they have and thus focus on doing their best without having to resort to a Barbarian, Neanderthal, Idiosyncratic, Self-Centered and Non-Democratic Hooligan course.
That is, if one has the four pillars of life: (1) God; (2) Work; (3) Family; and (4) Self, one will be able to survive if one looses one pillar of life, especially if that pillar is work, whereby one leaves with a severance package and/ or pension to weather the storm until the opening of the next door.
In summary, I refer to “Change Management Gangnam THE ROCK Style” as the belief that Hyperboles best illustrate that nobody wants to be a “Thanksgiving Turkey” and thus will create their respective paradigms in order to protect their respective behinds with the risk of Barbarian, Neanderthal, Idiosyncratic and Self-Centered strikes from the blind side.