Hi All,
Need viewpoints /suggestions on something that i came across during a discussion.
The discussion was about changing people. which i said we cant change people rather we actually change their mindset. To change their mindset we need to work on the reason of resistance towards it. One of which is fear, fear of losing power/ authority or control over something. But how to overcome this fear as a consultant ?
My answer was to take out the resistance we need to remove the root which is the fear of losing Power. to accomplish this we need to consult in such a way which will lead them to believe that they won't lose anything rather will get empowered by accepting change. for example, digitalization in the process where any thing they may lose authority/power if work is done online. But by showing them the benefit of it , we can make them belief how they save lot of time and resource which they can utilize to develop themselves and empower themselves to sustain in the fast changing world.
Please let me know your views on this especially considering digitalization as example.
From India, Bhubaneswar
30Need viewpoints /suggestions on something that i came across during a discussion.
The discussion was about changing people. which i said we cant change people rather we actually change their mindset. To change their mindset we need to work on the reason of resistance towards it. One of which is fear, fear of losing power/ authority or control over something. But how to overcome this fear as a consultant ?
My answer was to take out the resistance we need to remove the root which is the fear of losing Power. to accomplish this we need to consult in such a way which will lead them to believe that they won't lose anything rather will get empowered by accepting change. for example, digitalization in the process where any thing they may lose authority/power if work is done online. But by showing them the benefit of it , we can make them belief how they save lot of time and resource which they can utilize to develop themselves and empower themselves to sustain in the fast changing world.
Please let me know your views on this especially considering digitalization as example.
From India, Bhubaneswar
Dear Sanjib,
There are three issues about change. One is because of organisation's culture, second is about technological changes and last about market changes.
As far as first change is concerned, it is better to decide first what kind of culture you need. Recruit the persons accordingly, train them and make them amenable to the culture. Those who are intractable, it is better to change them rather than wasting time in changing them. Removal of employees on the grounds of indiscipline or performance is example of this kind.
Technological changes keep on happening. In fact in 21st century, pace of change is rapidest. Against this backdrop, people need to be taught newer and newer technologies. If the leadership fails to embrace this change, or accepts the change lately, then it loses out to business rivals. In the personal capacity, those who learnt computers or mobile technology belatedly, they have lost on their careers. Software professionals, who did not learn new technologies are losing out in their careers.
Lastly, market is always in flux. Mere satisfying your customer is no longer sufficient. Competitors are always coming up with something new. Therefore, business leaders need to keep close watch on what's happening in the market and should be first mover in coming up with newer products or services. The change should be market oriented. Failure of Nokia to cope with the market changes resulted in their corporate decline.
Importance of change should be inculcated in the minds of the employees when they take up their first job. Many times, employees join branded companies and it develops smugness in them. However, occasionally it creates midlife career crisis. Against this backdrop, I would like to refer my following three replies. Hyperlink appears same as all the three replies are from same thread:
https://www.citehr.com/456368-use-th...ml#post2043466
https://www.citehr.com/456368-use-th...ml#post2043550
https://www.citehr.com/456368-use-th...ml#post2044505
Thanks,
Dinesh Divekar
From India, Bangalore
There are three issues about change. One is because of organisation's culture, second is about technological changes and last about market changes.
As far as first change is concerned, it is better to decide first what kind of culture you need. Recruit the persons accordingly, train them and make them amenable to the culture. Those who are intractable, it is better to change them rather than wasting time in changing them. Removal of employees on the grounds of indiscipline or performance is example of this kind.
Technological changes keep on happening. In fact in 21st century, pace of change is rapidest. Against this backdrop, people need to be taught newer and newer technologies. If the leadership fails to embrace this change, or accepts the change lately, then it loses out to business rivals. In the personal capacity, those who learnt computers or mobile technology belatedly, they have lost on their careers. Software professionals, who did not learn new technologies are losing out in their careers.
Lastly, market is always in flux. Mere satisfying your customer is no longer sufficient. Competitors are always coming up with something new. Therefore, business leaders need to keep close watch on what's happening in the market and should be first mover in coming up with newer products or services. The change should be market oriented. Failure of Nokia to cope with the market changes resulted in their corporate decline.
Importance of change should be inculcated in the minds of the employees when they take up their first job. Many times, employees join branded companies and it develops smugness in them. However, occasionally it creates midlife career crisis. Against this backdrop, I would like to refer my following three replies. Hyperlink appears same as all the three replies are from same thread:
https://www.citehr.com/456368-use-th...ml#post2043466
https://www.citehr.com/456368-use-th...ml#post2043550
https://www.citehr.com/456368-use-th...ml#post2044505
Thanks,
Dinesh Divekar
From India, Bangalore
Like it or not, change is inevitable in VUCA world.Initial resistance to change is expected as no body wants to move out of the comfort zone.However there is change in the mindset of even older generation, to accept and adapt to change because they are alive to the fact how technology is effecting change in their lives which they embraced without a murmur and also because they now share the work place with millennials who welcome change and adapt to it fast. They too want to be part of the stream. I do not visualize any rigid residence to change now as was seen in 1980s when computerization was introduced in the corporate world.However, changes to culture may still be met with some resistance as it involves beliefs and behaviours and so patience and perseverance are the key to bring it about.
B.Saikumar
From India, Mumbai
B.Saikumar
From India, Mumbai
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Managing tomorow's people.pdf
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