Gestion des Changements Notions de Base “Gangnam THE ROCK Style” – Partie 14
Christiano apprendra au fil du temps qu’il est toujours préférable d’assurer que les «décisions omnishamble» ne sont pas faites pendant les périodes de changement définies comme une situation qui a été globalement mal gérée, caractérisée par une série d’erreurs et de calculs erronés.
In my opinion, many organizations fail to insure that “omnishamble decisions” are not made during periods of change by being unable to distinguish between what is best for the organization as opposed to what is best for personal or “click” interests.
It is important for organizations to embrace the notion that “omnishamble decisions” are an inherent risk of change. Oxford dictionaries define “omnishamble” as “a situation that has been comprehensively mismanaged, characterized by a string of blunders and miscalculations”.
Mismanagement, blunders and miscalculations generally have their roots in poor communications that have their roots in pre-dispositions, assumptions and biases.
It is therefore critical during change situations to control pre-dispositions, assumptions and biases by having an independent third party manage the change.
Often time’s organizations fail to see that impartiality is directly related to independence because when one is dependent on an organization, one’s personal or “click” interests tend to obscure impartiality.
It is therefore imperative that during periods of change, personal or “click” interests are placed on the sidelines and facts and circumstances are placed on the front line.
In general, the most effective and efficient management during periods of change is an independent mindset which is able to clearly distinguish between what is best for the organization as opposed to what is best for personal or “click” interests.
In summary, I refer to “Change Management Gangnam THE ROCK Style” as the belief that one should focus on the big picture pure and avoid interests of a personal or “click” nature.