| Topic : Leading Organizational Change |
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Activity:
11 comments
481 views
last activity : 07 06 2010 20:18:04 +0000
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I deny being a Manager.
Two reasons – I’m still learning to manage myself; and, each person working around me is capable of managing himself. A traveler across geographies, career and friends, I always looked forward to lead myself, team, family and mentee-turned-friends across change. Changes comes across all sizes and shapes – huge and fast – the most dreaded and yet manageable ones like a broken knee that needs surgical correction, and, the subtle but difficult ones like receding hairlines. The opportunity phase is driven by crisis while the latter provides insight. Managing business is a hygiene factor while managing change is the real business.
Here, I’m scribbling down what I believe and try following in my role of Change Leadership during the opportunity phase.
Share the light at the tunnel end! I need to analyze, stop exaggerating the obstacles and visualize the target. Keep reminding myself and those around of the opportunities that is around & on the way and the escape potentials. High opportunity changes often have a chaotic front-end.
Pushback uncertainty, be ready with information! Even if it’s just “I don’t know”, the answers should be ready. Honest and guided information unspoiled by rumors and overt self analysis helps the people to find answers themselves.
Wear the Studds, cover with wind cheater and accelerate fast! Challenge others to drive fast, and in focus with the brake in his grip. Mistakes are expensive – sometimes at the first one, definitely at the second. Organizational and Team mission should be the only focus, the leader needs to recognize the individual needs.
Skydiving should be a choice, not a mandate! When the direction is set and the velocity is known, the momentum should be sustained too. Those who dare not to choose the path, respect their exit.
The Message is not a laundry list! Message to the team should be clear, short and repetitive and in sync with the vision. It should change only at a hit or miss of a milestone. Discussions not pertaining to the message or its influences should parked outside the forum.
Praising is not that painful! Ample public praises, but only where it is deserved, not only boosts the individual contributors but also defines the expected performance and benchmarks through achievable examples.
Being Myself! Opinions may vary – but that is the best self and professional balance I can maintain even at crisis!
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