Altering DNA?
Last night, while my buddies and I were having “borassus flabellifer” oh yes google it up peeps, topics went from somewhere to DNA. We had a consensus that we all wanted to get our DNA’s tested. We all had different reasons on why we wanted it. Then the discussion went into whether we can change the way we are. DNA is supposed to make us the way we are taking account our historical data. From the little I know about the evolution theory, all of us evolved into what we are now.
Coming back to my ramblings about change management in corporate environment or in family run business. It’s the hardest thing to do. Take for an example on where I live. It’s a new housing estate built by a plantation company turned into a developer. Now the residents have taken over the daily running of the housing, with no guidance from the developer. Despite being a listed entity, this particular developer customer service is the worst. They have a non-functioning mobile application that act as the customer touch point, and once we make a complain they respond by sending a shoddy repair guy who will end up blaming the house owners.
When I spoke to the guys from the customer service division, they seemed to be helpless. Don’t get me wrong, those people are nice people, but they don’t have any clue on how they can help us. They were so afraid to speak to their superiors, they even refused to tell us whom we can connect to. In this scenario there is an obvious breakdown in communication within the organisation. I believe that the DNA of the plantation organisation that they are from is seeped so much into them, the term customer service is just a figure of speech. A mandatory requirement that they have to fulfil.
To do any changes in an organisation superficially is the easiest.
· Announce the change
· Launch the change
· Put a budget for it
· Make changes
· And life goes on
When people ask me to consult to implement change management in their organisation, I always tell them to run a cultural change program first to alter the DNA. And the rest will follow. What say you?
#change #DNA #cmvicks #umper #consult #consulting
Change and Transform to continually Succeed and Survive
4 年I take a different view of Change in that don't change for the sake of changing but first determine whether there is a need for change and in what area/s.? Sometimes the culture is fine but its the leadership or management, people, technology, processes or systems that is/are the root cause/s of the problem.? Once we know the root cause/s then you plan the appropriate change management programme which could include a culture change programme.? ?The majority of change management initiatives fail because it addresses only the symptoms of the problem and not the root cause/s.?
I partner leaders and organizations to create a psychologically safe work environment that promotes inclusion and drive people to achieve more!
4 年Hit Refresh by Satya Nadella?is a good book on organisational culture change.
I partner leaders and organizations to create a psychologically safe work environment that promotes inclusion and drive people to achieve more!
4 年@CM Vignaesvaran Jeyandran?culture change is a topic close to my heart. While I agree on a culture change programme, the HOW (execution) is critical. While the direction can be top down, there needs to be a bottom up involvement and engagement. A critical factor to consider is the criticality of the change. If it is a 180 turn, then you need to also look at moving out leaders who are not aligned to you, else you will have internal rebellion that will slow down your initiative. If the culture change is part of a continuous change journey, it is less drastic. A key to note, a culture change programme is beyond workshops. It requires a careful articulation of the strategy (a story why the change is needed in a way people can understand) by the senior leadership team, a review of the current processes that is aligned to the culture, milestone and checkpoint to see if the progress is in the right direction, a communication strategy to keep everyone in the loop at how things are progressing, motivational activities like teambuilding to keep the 'mood' up, workshop to equip the people with skills aligned to the culture and finally KPIs that are aligned to the new culture because what get measured, gets done.
On reflection, I must say that my previous successful change initiatives happen after a smooth Change Alignment Workshop. Through a series of this workshop, employees were engaged on the change journey especially on the purpose of the change, the challenges and their role in making it happen. Without the belief in the initiated change, it will generally be just lip service. It is a good reminder for me. Facing a client now who is having this issue at the highest level.
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4 年I've got to agree but quiet tough to implement and takes time most importantly the higher ups have to comply as well to Set the tone.