Keeping up with pressure for change

Purpose – This is an assessment for how well you and your organization are dealing with the continuous pressures for change.  Too often organizations think of change as an episodic event but that is only due to procrastination and delays in dealing with pressures for change until that pressure can no longer be ignored.  This results in reactive change that can be quite disruptive since the organization now has to deal with a backlog of change that could have been initiated earlier but was delayed.

 At your next staff meeting – consider using any of the questions below to kickstart a short 10 min. discussion on organization inefficiencies.  Roll the discussion forward to the next meeting or charter a team if you find a much deeper hole than expected. 

·      Are you finding that the pressures for change are more intense and situations more complex than in the past?

·      To what extent do you rely on a seat-of-the-pants approach for change based on what you have seen others do or what “feels right” to you?

·      Do you feel confident that your training and knowledge of organizational change theory & practice is sufficient for today’s work environment?

·      Are you finding sufficient time to keep up with the tsunami of management advice newsletters?

·      Do you feel you know enough to ask the right questions when searching for answers or when using AI tools? 

·      Do you sometimes feel alone when facing the need to lead change, afraid of showing any incompetence with superiors, peers, or those reporting to you?

·      Do you fear acting without specific authority or explicit budget approval?

·      Do you avoid making decisions for fear of what others will think (often better not to do anything)?

·      Do you have enough time to reflect on your situation?  Or are you too busy fighting fires to think about alternative courses of action?

·      Have you thought about how AI has the potential to reinvent leader & manager roles?  Do you know how to prepare for this evolving future?

 Note – if you get excessive pushback about devoting 10 min. of the agenda to this topic – you may have discovered the root cause of organization dysfunction.

You can also use the 10 questions above as an organizational assessment.  Rate each question from 0 (could not be any worse) to 10 (operating to perfection).  This provides a 0-100 score that you can benchmark over time as you work toward increased organizational effectiveness.  What would you like to see as your organization’s “passing” score?

 If you are discovering that “what worked in the past, no longer works” – join us at www.Futocracy.Network

Responding to disengaged employees and pressures for change.

Moving from change resistance to routine adaptation with engaged employees.