Saturday, 20 June 2009
What Does It Take To Change?
Yesterday, as I was sat discussing business plans with an advisor, I was asked, 'What do you think makes it possible to bring about change?' My mind was racing!
I won't go into the details of the discussions that followed but I will mention one or two observations that we both made and some thoughts that came to mind:
I won't go into the details of the discussions that followed but I will mention one or two observations that we both made and some thoughts that came to mind:
- Is change always necessary to achieve our goals? Too often we want change for the sake of change, not because it is the best way forward or the best way to achieve our objective. No! Change isn't always necessary.
- If do we need to change, is it easy? The answer here is No: Change is rarely easy. In order to change we need to disturb the status-quo, how it's always been done and bring a bout a shift that not only provides a plan of how to do it, but also the inspiration and motivation to achieve it. We need the right people to drive the process and bring about the changes, not with a whip of chords but by personal example and commitment.
- How do we bring about change? The person driving the process needs to believe that it will work and then persuade and take others with them through to completion. I was talking to a friend whose boss thought that a particular activity would be 'good for staff morale.' However, when asked if they would be taking part, the immediate answer was, 'On no! Not me.' At that point a great idea lost credibility, not because the person perceiving the idea wasn't taking part, but because they had no intention of taking part. Sometimes we have great ideas that we can give to others to execute because we don't have the necessary skills etc, but we believe in the idea and our passion motivates those who execute it on our behalf. Demonstrating that we have little or no personal belief in our idea a) is immediatelyperceived by those carrying it out and b) immediately raises doubts and drains energy. The plan may be executed, but by firing squad rather than enthusiasm. The result is negative not positive.
Too many books make change sound essential and easy.
I believe change is good when it's necessary and is easier when the people behind the change can champion it effectively and get the 'buy-in' from those who have to make the adjustments.
I think there's too much hype around the subject leading us to believe that unless we change we can't hope to be successful or even survive as businesses and as people. I also believe that many of the changes implemented relate less to what's needed and more to an individual or group of individuals who want to put their mark on something, what I would call 'ego-driven change' rather than 'purpose-driven change.'
Here is a very contemporary example of ego-driven change ...
This is the exam season here in the UK. One of the people responsible for setting-up exam rooms told me of a recent event where an exam was stopped by an invigilator, not because of an irregularity in the paper, or a fire alarm but because the sign outside the exam hall, asking passing students to 'Be Quiet Please, Exams in Progress' was written in red ink on a white background rather than black ink on a white background. The exam was suspended until the offending sign had been changed. Who instigated such mind-numbing stupidity? I suspect someone who was wanting to put their stamp on the education policy. Who benefitted from this? The students taking the exam? Definitely not! Their thought flow was disrupted and they were extremely hacked-off. The person making the sign or the college? No. Time and materials required to effect the change cost money. I'm very sure that such change did result in making a difference. However, I'm too polite to write down my views on exactly what difference the change made!!
I believe change is good when it's necessary and is easier when the people behind the change can champion it effectively and get the 'buy-in' from those who have to make the adjustments.
I think there's too much hype around the subject leading us to believe that unless we change we can't hope to be successful or even survive as businesses and as people. I also believe that many of the changes implemented relate less to what's needed and more to an individual or group of individuals who want to put their mark on something, what I would call 'ego-driven change' rather than 'purpose-driven change.'
Here is a very contemporary example of ego-driven change ...
This is the exam season here in the UK. One of the people responsible for setting-up exam rooms told me of a recent event where an exam was stopped by an invigilator, not because of an irregularity in the paper, or a fire alarm but because the sign outside the exam hall, asking passing students to 'Be Quiet Please, Exams in Progress' was written in red ink on a white background rather than black ink on a white background. The exam was suspended until the offending sign had been changed. Who instigated such mind-numbing stupidity? I suspect someone who was wanting to put their stamp on the education policy. Who benefitted from this? The students taking the exam? Definitely not! Their thought flow was disrupted and they were extremely hacked-off. The person making the sign or the college? No. Time and materials required to effect the change cost money. I'm very sure that such change did result in making a difference. However, I'm too polite to write down my views on exactly what difference the change made!!
Labels: change, change management, exam rules, integrity, making change happen, making change possible, meaningless change, motivation, positive change, stupid change, stupid rules, taking ownership, unnecessary change
Friday, 19 June 2009
False Economy
'Our biggest asset is Our people.'
So boasts many a company. But how much do they really engage with that statement. Is it just another trite cliche, there to impress those on the outside?
One of the best indicators for how much a company really thinks about its people and how much it values them is how much it actually invests in them, demonstrated clearly by size of the budget assigned to continue their development, even when times are tough.
I have friends in a number of large, 'innovative', 'people-focussed' organisations whose first axed budget was for training and development. All too often I'm told, 'Stuart, there is no training budget this year. It's been cut in the current economic climate.'
To me that really says, 'As a company we don't really value our people.'
We talk much about investing in people, supporting our staff, being people-focussed when in fact we're anything but!
The most valuable commodities when times are hard are creative and innovative ideas which can only come from our people, not our products. Those creative ideas not only help a company survive and save money in the hard times, they are the gateway to future expansion and success. As one business author wrote, 'Those companies with a survival mentality will die.'
It is those companies that really invest in their people who will reap the rewards, survive and thrive.
Perhaps some of our companies would benefit more from a cut in management during hard times so that the money they save can be invested in those who can change fortunes.
And perhaps then they would actually believe that their biggest asset is their people.
Labels: business rhetoric, change, company assets, corporate business, creativity, human resources, innovation, personal development, recession, say what you mean, training budget
Sunday, 8 February 2009
The Power of Music to Change the Label
Don’t you just love the way we label people … loser, nobody, somebody, hero … etc.
But we make these decisions with very little supportive evidence .
We look at people, perhaps at what they’ve done (or not done) and then we decide on their value, which is incredibly subjective and can be based on such strong scientific principles as ‘How we feel’!!
I recently ran a drumming workshop with a group of people aged from 19 into their early 20’s. If you were to put labels on them, many would have opted for terms like 'nobodys'.
In fact if you asked them who they were, they’d probably tell you that they are nobodys (based on what society has told them) because they are a group who have struggled with school and come from backgrounds which have resulted in such low self esteem that they rate their value as zero.
BUT they are one of the BEST groups I have ever run workshops for! Period.
Sure, many were shy but they were great listeners, sensing changes in feel and rhythm, and when we stopped, everyone stopped on exactly the same beat. Some were prepared to try solos. They were willing to give it their best shot.
Here are some labels I would use for this group:
You are an inspiration and don’t let anyone ever tell you that you are a nobody.
You have more going for you than you may realise for some time. But once you can grasp how special you all are and what talents you have, then you will see yourselves very differently.
I just pray that the rest of us will give you chance to shine as you did in our workshop.
**************************
I was greatly encouraged to receive the following comments from one of the youth leaders after the event …
“I thought the session was tremendous. It was a great environment for our guys, many of whom have low self-esteem. The way they were able to join in with the session without feeling pressured worked really well. Overall, the evening was a memorable event for our guys and a very enjoyable one!” TS; Youth Leader
But we make these decisions with very little supportive evidence .
We look at people, perhaps at what they’ve done (or not done) and then we decide on their value, which is incredibly subjective and can be based on such strong scientific principles as ‘How we feel’!!
I recently ran a drumming workshop with a group of people aged from 19 into their early 20’s. If you were to put labels on them, many would have opted for terms like 'nobodys'.
In fact if you asked them who they were, they’d probably tell you that they are nobodys (based on what society has told them) because they are a group who have struggled with school and come from backgrounds which have resulted in such low self esteem that they rate their value as zero.
BUT they are one of the BEST groups I have ever run workshops for! Period.
Sure, many were shy but they were great listeners, sensing changes in feel and rhythm, and when we stopped, everyone stopped on exactly the same beat. Some were prepared to try solos. They were willing to give it their best shot.
Here are some labels I would use for this group:
- Winners
- Brave
- Enthusiastic
- Great learners
- Listeners
- Smilers
- Relaxed (eventually!)
- Contributors
- An inspiration to me
And if that is being a nobody then I want to be one too!
Thank you all for making it such a great session and teaching me what it takes to overcome personal barriers and uncertainties to make things rock!You are an inspiration and don’t let anyone ever tell you that you are a nobody.
You have more going for you than you may realise for some time. But once you can grasp how special you all are and what talents you have, then you will see yourselves very differently.
I just pray that the rest of us will give you chance to shine as you did in our workshop.
**************************
I was greatly encouraged to receive the following comments from one of the youth leaders after the event …
“I thought the session was tremendous. It was a great environment for our guys, many of whom have low self-esteem. The way they were able to join in with the session without feeling pressured worked really well. Overall, the evening was a memorable event for our guys and a very enjoyable one!” TS; Youth Leader
Labels: change, changing perception, creative drumming workshops, inspiration, labels, low self-image, music, power of music, self-confidence, self-esteem, self-image, youth work
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