Silent Aggressors and Change Management

2008-04-18T22:35:00.001-07:00

Change Management gets a stiff opposition from these special species of individuals. These are tough nuts with soft hearts and fiery determination. The conflicts arising from these works-of art are very sticky affair. Change catalysts are not going to get around that easily in bringing them online to their views. The situation is like sand in a closed palm.

So, who are these individuals and how can we determine them in a group. Once determined how can we deal with them. What needs to be done to bring them to accept changes in this ever changing corporate jungle?

Some times we find ourselves dealing with very talented individuals struggling to settle down and focus on productivity in a new environment. Some can be guided, some commanded but some just are not that open to accepting the change in scene from their previous corporate surroundings.

Every individual has a certain trigger which propels them to move ahead and forget the nitty-gritty of the changes around them. New management strategies which seemed like shackles, all of a sudden becomes blurry and they start focusing on the goals in front of them. The sudden hunger for proving their skills, the sudden thirst for the kill and the chase knocks their wind from the guts and this mad inherent passion which drove them before engulfs them.

I for once experienced this both in me and others I have dealt with. For winners, there is nothing better than the smell of a fresh kill in the corporate arena in the form of performance. They suddenly transform into gladiators from the pages of history books eager to squash their opponent and prove their prowess.

So, what are these triggers? “Change catalysts” can’t put claim to this identity unless they can identify these triggers. In an individual’s persona are hidden attributes which make them feel vulnerable or feel invincible. It is very essential to identify these attributes in a star that has fallen into a rut and having trouble with change. We, who practice change management – the change catalysts, need to find these attributes and through positive encouragement in a very subtle manner trip these triggers which can help propel the individual forward. I have found it takes very less words to positively trigger them. The most important aspect is actively listening and understanding your subject/asset.

Change cannot be brought without patience and compassion, listening and understanding. The more I delve into the topic, the more it make me amazed by the kind of power humans hold over others. I try not to read on the topic as it will influence my views. I am trying to practice it and write about my personal findings.

- Siddharth Sen

Change Catalysts in Conflict Management

2008-04-03T15:41:00.000-07:00

In the proactive business world we live in, all ventures are subjected to a Business Plan. This game plan is the actual revenue delivery system of the process designed. Success or failure of this master blueprint is always pointed back to the flaws in the Business Plan or incapable executions by individuals or groups.

Lets take 2 scenarios -

1. Executions did not achieve the projected productivity/success.
We the so called mid level and top level managers start an endless loop of mud-slinging in the form of e-mails with CC and BCC and return receipts and what not. We shall call this "Fuzzy Facts" Syndrome.

2. Top management starts questioning the very business plans and the man behind the impetus.
The blue eyed boy suddenly turns lacklusture. "He didnt do proper research.", "His assessment wasnt concrete" - We hear such murmurs at corporate meets and at other gatherings. We shall call this the "Jerry McGuire" Syndrome.

Lets consider for a moment that in order to make a turn around and move ahead, instead of analysis only, if we could put our hands onto something mythical - like a "Magic Wand". If we got our hands onto a magic wand then we can fix all the problems at one go and achieve the end result effortlessly.

We dont have Harry Potter to help us with that, do we? But we need that magic wand - A catalyst that can bring about the desired effect. Who is this catalyst?

ITS YOU, MY DEAR FRIEND.

Now if you are going to be the element that possesses all the power to bring order, what would you do?

In reality, there is no magic wand and we live in a very competative corporate society.

Try some of these...I have got results personally.

Evaluate the premise on which the business process is based upon.
Find a different route to reach the same desination in ineffective sub-processes.
Change the outlook (try my dear) of the individual elements involved in the process.
Increase spending if required to overcome hurdles with professional consultancy.
Avoid cost cutting, it will only add to the turmoil.
Re - allocate the trouble makers, make them problem solvers instead of problem analyzers.
Never forget, the venture was undertaken due to some logical rationale. Hence dont conclude its doom. The bottlenecks can be overcome. Will take time and patience.

The most important concept - One can bring about a change if he/she applies the skills and mind. It starts with the mind of you and me and there are many success stories as a direct result of these brilliant minds.

Change - is the biggest constant we deal with in the modern world. Nature had this concept deeply ingrained into its genetic codes. But we Human's have just begun embracing the reality and hence trying to bring it into good logical business practices as well.

Many food chains open up but some have stood the test of time, as they never stopped their creative juices from flowing and were ready to change themselves and bring about a change in others associated at any given point of time.

Only change in approach, thought/plan and executions can bring success. But we cant change alone we need to show others how to change. I know I changed and passed on the torch and am better off now.

I keep changing myself and others- When will you?

By Siddharth Sen

Siddharth's creative approach for Change Catalysts in Conflict Management

Silent Aggressors and Change Management

Change Catalysts in Conflict Management