«Complex skills are developed by complex occupations…»
different levels, concerned with the struggle for spheres of influence and with
shadow interests, are resisting, as they know that "optimization" and
"changes" could mean the loss of their jobs. They understand that
with changes going on, there will be no need in their services in a year or two.
The fear of today's change is stronger than the fear of delayed total failure. The
sponsors of changing processes are tired, having met difficulties and
resistance, while new converts lose their enthusiasm and return to old methods.
There are no
two people, existing in absolutely the same circumstances, at the same time, in
the same place and having similar problems. The social
position, genetic heritage, family bonds, mental or physical abilities, the
purposes and missions, resources and assets will differ. Unequal living
conditions have a great influence on human relations. No two persons can
equally relive the same events. This can be related to any group of people or
to the company.
"…the change from what, to what?"
If you start
the new business, you need to find people who fit your psycho, experience,
beliefs, values and control systems, your qualification, your thoughtforms,
your business attitude, i.e. all models that are in your head. On the other
hand, if you repair or upgrade already existing object, the task is in
transforming the culture, the staff and all systems from the old to the new direction. Before trying to
initiate the transformation, i.e. the changes, you have to estimate firstly the
company and employees ability to change in the planned direction.
People think of
things in their life differently. Various parts
of the organization have their uniqueness too. Beware of
making the same mistake which 99,9% of people do – applying the change methods
which work for yourself to your clients. Pass through a mirror. Think the same way
as your client or the opponent thinks. It
is the first marketing law or, as you wish, the law of communication, necessary
to be used in all spheres of life, if, of course, your purpose is not to be the
"change" means too many different things for different people and it doesn’t
have one particular value for everyone.
that others understand what he means using this word «change».
Based on such
wrong assumptions the leaders can apply, unknowingly, the absolutely correct
"the decision to make the change", to the wrong "problem that
demands the change".
Adjust communications by means of identical
understanding of the meaning and the semantic contents of certain concepts.
especially of current interest in our reality, where concepts in English get
accustomed in fellow citizens lexicon, having wonderfully changed the initial meaning,
put by their founder (for example "workout", "startup",
"creative" and xerox, of course).
are as difficult to turn as a supertanker, while others are as flexible as a
boat. You have to know exactly what you manage
before deciding which option of change will suit best. When you try to
give your vision, you need to speak the opponent’s language (address to his
requirements, beliefs and views), but not on your own. Most of Chiefs/Heads
formulate the vision, mission and the purposes of the company in a way that is
clear only for them. If you
seriously treat the forthcoming work on introduction of changes, be ready to
overstep the bounds of manipulations, authorities, authoritative methods,
dogmas and even any processes on achievement of a compromise or consensus.
You have to
define where you are - before laying a course towards where you want to get.
trying to make the change. At the
beginning it is necessary to study the properties of corporate culture, the
system and method of the management and control technique, the professional
level and beliefs of employees and their reaction related to the answers for these
Then it is
necessary to assess resources and ability of people and of the company itself to
accept the changes.
And to evaluate
your own strength and supportive forces for the period of changes
implementation and saving.
Important - don't forget to evaluate the real requirement
and need for changes, because you are the only responsible for everything after
Performer is always the first in "the hit
list", and often the only one.
effective approach to make the strategic decisions for management, training or
help is very simple: read feedback. If you listen,
you’ll hear: what people constantly talk about, why they act this way, why they
believe this way, and how you can be the most effective in your relation and
methods towards them.
They will tell
you whether they are ready for the changes.
answers to this question will be the repetition of this statement or
superficial reasons to protect themselves.
If you agree,
you simply become the nice ally/associate. If you disagree, you will argue all
day round because you still don't know the real reasons of the point of view of
this person. Experts look
through mix of the contents and address directly to the source - to beliefs and
purposes. Be persistent.
have new ideas, which are ready for the people, at the same time it is
necessary to work in the different direction: to prepare the people for these ideas".
The correctly chosen
person will enjoy what he is doing because his work/business corresponds to who
he is himself.
approach is actually to choose the work for the specific person. The work that corresponds
to what the person does best. Let’s say, you’ve found very competent person. Instead of
asking him to match the work, find the tasks matching him (if it is possible
within the organization).
programs and initiatives in the field of development have to be chosen especially
to correspond the ways by which people are trained naturally. Different
people learn in different way.
Why waste money and time?
(Now you know
what most of the companies do).
energy on careful alignment of people with their work - functions, processes
and management styles. Get to the сore of each subject, which is involved in process of
changes - the prime cause, the views and
beliefs. Trying to
understand the changes in someone or in the company, always ask: "How the
person acts regarding to this or that question?"
During the work with values, purposes, views and
beliefs you have to know when "to continue", when "to skip"
and when "to leave". It is important for mastering art of the changes
introduction and for saving time and efforts – to avoid wasting time in the
hopeless disputes and projects that are initially doomed. Why to waste money,
time, energy and emotions?
necessary person to execute the necessary work with the necessary tools and
support. «Necessary» means suitable, synchronized, corresponding, in harmony «with»
and intended «for». In other words, doing what comes out naturally. The employee
will start enjoying the performed work, will feel more confident, his activity
will become more productive, and this will cause wide-scale positive
• the overall
performance of the company and quality of the provided services increases;
have more time and energy for creative approach and innovations – for the new
ideas on business development and its promotion in the perspective directions;
• work brings
more pleasure and less stress;
• health and
welfare of employees improve;
• the overall positive
is spread around – to colleagues and clients; that is very important!!!;
"What is correct" is always more important,
than "who is right".
change people, but people can change, and you can either support the process,
or release them. You will not
avoid dismissals. Those who aren't ready for the changes shouldn't
deprive the others of this opportunity and, especially, the company. Unsuitable people or unsuitable work - don't spend
time and money for nothing, trying to change the people, who perform the work,
not suitable for them from the very beginning. Chose the suitable work for them or
give them the compelled opportunity to find their own place.
The Professional-for- changes - who is he?
He has a bag full
of decision-making methods. Professional-for- changes carefully chooses from
them what is best suitable for the problem solution in each case, in specific
conditions, using a compromise in some cases, the contractual agreement where appropriate,
the authoritarian power, when necessary and other formats of solutions for complex
problems, requested by existing beliefs, attitudes and dogma.
resourceful and fearless, creative, tough, but playful people who are often
invisible as they quickly come and get out of the situations. Sometimes they
are prophets. Sometimes they are these low, quiet voices which are whispering
words of encouragement and accurately pointing the alternative ways and
decisions. With all this they are excellent psychologists (that follows from
three main skills for the good governance/management and effective leadership:
The leader is
sincere, clear, sharing, easy to access and having high emotional level.
interest in other people, shows original warmth to other people, satisfies the
assumption of liabilities and responsibility, readiness for risky actions and
tough decisions. Decisions are brought into life in autocratic way.
the main idea:
skills are developed from corresponding occupations. Therefore employ
professionals-for-changes – people, who are not only experienced enough in business
which demands changes, but also have skills in management and introduction of