Upravljanje Promjenama Osnovne Bazične Glavne Važne Stvare “Gangnam THE ROCK Stil” – Dio 39
Christiano će tijekom vremena naučiti da tijekom razdoblja promjene organizacije trebaju promicati uvjerenje da s implementacije «Holističkog Pristupa» inoviranje i promjene, organizacije ne smiju kažnjavati inovatore kao neke vrste protuzakonite otpadnike.
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 adopt a “Holistic Approach” to change management.
It is important for organizations to acknowledge that during periods of change, the best “Change Management Approach” is one whereby organizations develop a Holistic formal system for innovation because Companies with Holistic formal innovation systems are very likely to pursue breakthrough innovation and less likely to miss value added business development opportunities.
I define “Holistic Approach” as an approach predicated on honesty, integrity and respect, as any attempt to develop a superficial approach to innovation and change management will ultimately backfire.
For example, if an organization states in its mission statement on change management that it desires to promote innovation but then punishes individuals within the organization who are innovators and promote a “Holistic Approach” to change management, an organization will actually position itself in the sphere of change management as adopting a “Hypocritical Approach” as opposed to “Holistic Approach”.
Although this might sound absurd in theory, in practice an organization is dealing with the unique dynamics of people and culture whereby there is generally a difference between what is said in theory and what is actually done in practice.
This difference is generally attributable to poor communication combined with poor human resource management policies in the context of innovation and change management.
In terms of poor communication, the root of the problem tends to be with a lack of formalized training for those individuals required to adopt a “Holistic Approach” to innovation and change management.
That is, an individual who loves the “Status Quo” and everything about their historical past will tend to see a “Holistic Approach” to innovation as a form of an “Exorcism” such that rather than supporting the proposed change, the opposite is most likely to occur in practice whereby the change is resisted by an indirect approach as direct resistance is not an option when the mission statement of the organization is clear that it wishes to adopt a “Holistic Approach” to innovation and change management.
In terms of poor human resource management, in practice, an individual who is most adept to implementing a “Holistic Approach” to innovation and change management will tend to be least recognized and rewarded because innovators tend to be the minority amongst “Status Quo” majorities.
Therefore, if an organization wishes to pursue a “Holistic Approach” to innovation and change management, it needs to insure that everyone within an organization is formally trained on a new way of thinking, which likely differs from the current culture and style at hand, while rewarding the innovators who lead a “Holistic Approach” to innovation and change and not punish them like some sort of outlaw renegade.
In summary, I refer to “Change Management Gangnam THE ROCK Style” as the belief that to adopt a “Holistic Approach” to innovation and change, an organization must not punish Innovators like some sort of outlaw renegades.