Reminder: Let's think out of the box...

Once in a while, it's good to be reminded to think out of the box. The above wheel for electric car serve as a good example to me. Never take things for granted... there's always room for new innovation... just need to think harder...

Full article here

Human Nature in accepting change...

It's been a while since I note anything on this blog. The past few weeks have been a very hectic period for the company. Slowly, evidence are emerging that we are heading down the drain. Couple that with the economic and financial crisis, it looked like we are doomed.

We are now shifting into survival mode. However, few still refuse to acknowledge that we are in crisis and focus and attention need to be horned to get the best results. It is during this time that I realized another human behavior. At times, it is easier for us to accept criticism from a 3rd party rather than your own colleagues. Probably because of relationship that has been created over time.

This leads to another observation. Most turned-around companies were driven by a new person. New CEO most of the time. They come in with a focus agenda without any baggage. Do what needs to be done and not have to be bother with sensitivities and history.

Probably this is what this company need. Someone who will drive it as it should be driven. For now, I'm doing my part by ensuring that the supporting systems and process are polished so that we are ever ready to shift to higher gear.

It worked...!!!

Since my first day with this company, I have been voicing my thought rather than keeping it to myself. The only different is that I'm more careful on my choice of words and tone :-)

Yesterday, the head of company was having lunch with me and, out of the blue, he wanted me to play more active role in management and not necessarily confined to my area of responsibility, i.e., MIS. It was a welcome move. One for the fact that my contributions are appreciated and second for the fact that he has opened the door for more two-way discussions to take place in the company. Hopefully, all will result in better performance of the company and livelier work environment.

If it is to be, it is up to me...

Paradigm Paralysis...

Read this cartoon this morning... reminds me of paradigm paralysis... good laugh but good message too...

Resistance to Change

I was in the office on Saturday to discuss on way forward regarding the 'crisis state' of the company. It was an unfortunate session as nothing was achieved as most were just staring at the ceiling or the floor and not addressing the real issues at hand.

Denial is a very short word of 6 letters but the impact is so significant that it could bring a company down overnight. This is what happened in this company. The seniors, those who have been in the company for several years, are now in their comfort zone. They are seeing things ONLY from their own paradigm and refuse to budge to listen to alternate views and reality. As a result, nothing progressive could be achieved as they become the hinderence to real progress.

My task just got bigger. Apart from ensuring the completion of my other duties, I now have to take every opportunity to make the seniors realize the crisis the company is in and hope that they could join force to lead the company out of this predicament.

Miscommunications?

After completing the LOC session yesterday, we were advised that the learning blog must be at least 1,000 words per week... It's something that shocked almost 90% of the members... During the VoL training, this was not clearly stated. We were only told that a learning blog is required of about 1,000 words (silence on the weekly requirement). The facilitators at ULC are checking this matter up and to revert to us again.

The above just highlighted the importance on communication in any process, especially change. It may be better that all the MBL participants are called for a kick-off meeting before they actual start any of the courses. All the course requirement should have been clarified during that session.

Just completed the Leading Organizational Change (LOC) Session...

I've just completed the LOC training yesterday evening. I feel that this is the most valuable training I have ever attended my whole life. In the last 3-days, I've learnt why some changes worked and why some changes failed. While all the other training focused on the 'approaches' on what need to be done, the LOC closes the gap in ensuring that the plans can be deployed/implemented successfully.

All initiatives are changes... thus knowing how to design, deploy and manage change is extremely crucial...