Gestion des Changements Notions de Base “Gangnam THE ROCK Style” – Partie 49
Christiano apprendra avec le temps que, pendant les périodes de changement, les organisations devraient promouvoir la conviction qui pourrait nécessiter un processus de réhabilitation avant que la contamination des «Comportements Hasardeux Trop Zélés» se propage dans l’ensemble de la race humaine.
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 “Overzealous Hazardous Behaviours” 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 “Overzealous Hazardous Behaviours” whereby individuals personalize the significant change to the point that they feel like the change is a personal attack against them, their race, their religion or other personal attribute.
That is, if an individual either consciously or sub-consciously personalizes significant change, this can result in “Overzealous Hazardous Behaviours” whereby an individual focuses on being the last one standing as opposed to the best one sitting.
It is important to be apprised of the human psyche which commences to behave strangely, abnormally, incoherently, psychopathically or illogically during periods of significant change as generally this should be a sign that an individual is experiencing “Overzealous Hazardous Behaviours”.
Overzealousness can be a positive or negative depending upon whether an individual has personalized significant change or depersonalized significant change as a change of course, without any personal recourse, or any imposition of significant change by a dominant force.
That is, if an individual feels like the significant change is being imposed by a dominant force this can result in a psychological trigger whereby the individual reacts with brutal force, in perceived self-defence, when in reality the actual battle is being fought in one’s head, such that there is no need to fight with pipes of led.
Conversely, if an individual depersonalizes the significant change situation, the overzealousness can be a positive spirit in the sense that it pushes the individual to excel without slicing off the competitions’ heads and wishing they were dead.
It is important to also note that there are many other factors or life experiences that can trigger negative reactions due to overzealousness during periods of significant change.
For example, if an individual comes from a war torn country and experienced the art of war live and real, any perceived significant change threat can revert back to this past state of mind and trigger reactions beyond those warranted by the current significant change fate.
The key point to note is that every man, woman and transvestite is a product of their life experiences such that no two people will react the same way during any significant change situation.
However, it is important for Human Resources to be able to distinguish between those who are overzealous but working in line with the significant change impersonalized versus those who have personalized the significant change and as a by product are exercising “Overzealous Hazardous Behaviours”.
In those cases where overzealousness has created hazardous behaviours, there needs to be a rehabilitation process put into place before there is a contamination of “Overzealous Hazardous Behaviours” across the entire human race.
In summary, I refer to “Change Management Gangnam THE ROCK Style” as the belief that may need a rehabilitation process in place before contamination of “Overzealous Hazardous Behaviours” spreads across the entire human race.