Are adults becoming rare to find in business?

As a coach and specialist in organizational transformation, I have seen first-hand the benefits and challenges that come with implementing changes within a team or organization.?

One tool that I often suggest for the process of organizational transformation is transitional analysis, which involves identifying the current quality of relationships in the organization, determining the desired future state, and developing a plan to bridge the gap between the two.

Transitional analysis is a powerful simplification of the roles we can take in communication and relationships. Most of the time, it allows people to quickly see what is happening in their organization on that specific topic. When roles (parent, adult or child) are used improperly, it can create a situation in which employees are treated like children who need to be told what to do, rather than as capable, intelligent adults who can contribute to the organization's success.

Infantilization can occur in a number of ways during the process of organizational transformation. For example, if employees are not included in the planning process or are not given a clear understanding of the rationale behind the changes being made, they may feel as though they are being told what to do without being given a voice in the process. This can lead to resentment and disengagement, which can ultimately derail the success of the transformation.

Another way that transitional analysis shows how an organization can lead to infantilization is by revealing a culture of dependency within the organization. If employees are constantly being told what to do and how to do it, they may begin to rely on their leaders to make decisions for them rather than taking ownership of their work and contributing their own ideas and solutions. This can ultimately limit the organization's potential for growth and innovation.

To avoid the dangers of infantilization during the process of organizational transformation, it is important to involve employees. This means not only including them in the planning process, but also giving them a clear understanding of the rationale behind the changes being made and empowering them to contribute their own ideas and solutions. By doing this, employees will feel valued and respected, and will be more likely to be fully engaged in the transformation process.

In conclusion, using transactional analyses to scan the current situation can be a powerful tool for driving organizational transformation.?

By involving employees at every step of the way and empowering them to contribute their own ideas and solutions, organizations can avoid the danger of infantilization and create a culture of engagement and innovation that is essential for long-term success.