Upravljanje Promjenama Osnovne Bazične Glavne Važne Stvare “Gangnam THE ROCK Stil” – Dio 20
Christiano će s vremenom naučiti da se tijekom razdoblja promjene, bez Arbitražnog gledišta, stvori utjecajne stranke koji obično kompliciraju jednostavnosti; Zbuniju ravno naprijed; Bastardiraju čisto; Kontaminiraju zdravo; Stvoru kaos iz mira; I pucaju se u glavu i na stopalu.
In my opinion, organizations need to embrace the notion that during periods of change it is critical to maintain a formal list of problems/ issues; facts/ circumstances and possible solutions/ resolutions.
It is important for organizations to acknowledge problems/ issues objectively, directly and openly as opposed to attempting to bury them under the rug, due to fear hoping they will disappear, as opposed to confronting them head on without any con.
The best approach is to table the problem/ issue directly in an open forum that I call “dialogue” between all impacted Parties combined with what I call “arbitration”. It is critical to have all impacted Parties sharing information at the table and independent Parties filtering information at the same table.
Generally, such dialogue will result in opinions by impacted Parties that can best be filtered into facts/ circumstances by the Arbitrator. That is, impacted Parties by their nature are opinionated and biased whereby Arbitrators by their nature are independent and objective.
Therefore, Arbitrators are in the best position to convert biased, twisted or manipulated opinions into rational, logical and pragmatic facts and circumstances.
Solutions/ resolutions are only possible after a problem/ issue has been formally identified and subsequently analysed rationally, logically and pragmatically by an independent and objective Arbitrator to identify the actual facts and circumstances as opposed to opinions.
This is what I call “level-headed” problem or issue solution and resolution as it attempts to find rationality, logic and pragmatics from a spider like web or rat like maze of irrationality, confusion and chaos within a fire like blaze.
It is only with “level-headed” thinking that complex problems or issues can be solved with relative ease for value added Consulting fees. Otherwise, without an Arbitrator point-of-view, impacted Parties tend to complicate the simple; Confuse the straight-forward; Bastardize the pure; Contaminate the healthy; Create chaos from peace; and Shoot themselves both in the head and the foot while the foot is still stuck in the respective Parties’ mouths.
In summary, I refer to “Change Management Gangnam THE ROCK Style” as the belief that organizations need an Arbitrator point-of-view to avoid both a shot in the foot and mouth due to opinionated bouts.