Thursday, August 14, 2008

The Yin-Yang of it

Alot of organisational change and focus is centred in Changing the Culture in a so-called positive way. I put to you the traditional change management principles of conversion through enthusiastic souls. By this I mean identifying Change Champions, and influencing Opinion Leaders and so forth. When the process is called out in this way, it sounds kind of sinister... In fact it reminds me of an atheist tale.

So then what of the counter-culture (I am looking for a better name for it)? We kind of know about this, I mean our anxiety must on average be correct some of the time when we suspect that everything is not fine... That sometimes the attitude at the proverbial watercooler is a little different to the 'Everything is awesome, Boss'... So what of this counter culture?

The current approach is to first try to convert them, picking off the weaker resistors, then claim the remaining Neutral ones and cry VICTORY in the name of Goodness!

I pose that the counterculture is equal in importance and represent some different views, are you so sure that your plan can withstand the critique? If not, then allow the plan to be improved... If so put it to the test... How? Encourage the questions...

To what end? We seem to be comfortable that things find their equilibrium, yet for some reason in organisations we engage in change that is out of balance...

Equilibrium does not mean stagnation, I think if we look around everything is changing and rebalancing thus why should an organisation be different? At any given time a thing may be in balance but over time it responds to its environment, thus change is inevitable...

So my thoughts are to embrace this so-thought darker side, otherwise an equal and opposite force will meet you in a less favourable way.

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