The
following article was not created by MateforMe.com and
is not in any way endorsed by MateforMe.com. It is reproduced
here for entertainment purposes only. Please remember
that if you make use of any of the information contained
in this article, you do so at your own risk.
Heal Thy Pain (by Patti Hathaway, CSP)
Category:
Business:Corporate
Authorized - NO NEED TO ASK PERMISSION BEFORE USING. Already
granted to Publisher's Toolbox Subscribers.
More Details at: http://www.thechangeagent.com
Let's
look at the final 2 phases in the Cycle of Resistance.
In
Phase 3: Heal the Pain, the focus is still on self and
how the changes will affect me. But now, at least we are
past "feeling" the pain and the focus on yesterday
and are now beginning to look to the future and challenge
for tomorrow. It is important to note that we are still
on the bottom of the cycle and we are still dealing with
pain.
One
of the main things people experience in the "healing"
phase is organizational chaos and indecisiveness. Indecisiveness
in many organizations is what they call committees or
task forces. The organization doesn't know exactly what
the game plan is so they assign a committee to help them
figure it out.
As
we discussed earlier, many people just want their boss
to tell them what "The Plan" is. In reality,
there is no specific, concrete, well-defined, set-in-stone
plan - particularly when it comes to defining the how-to's
of the change that is being introduced. Most game plans
are fluid in nature and may and will change as the needs
dictate.
"Time
is an issue. This "car" is being built as it's
moving along. Lack of preparation kills momentum. Staff
crave information and are frustrated due to the lack of
information." Vice President of Customer Relations
What
is critical in this phase is for you to give your input
and ideas into the plan and for the management team to
listen to your ideas and concerns about the plan. The
second critical aspect of this phase is to learn to forgive
those who have wronged you in the past so you can move
into your future.
It's
almost like a coach at half time giving the team information
and revising the game plan prior to the second half of
the game. Sometimes the strategy/game plan the coach originally
designed doesn't work out in the "real world."
Effective team players need the strength and ability to
give honest input from a front-line perspective. Why return
to the game with a plan that you know will not work? (On
my website is an article on how to provide feedback to
your boss by "whining with purpose").
Eventually,
people build enough trust in the leadership of their organization
to consider committing themselves to Phase 4: New Growth
for Tomorrow. It means making a commitment to a not-exactly,
non-specific, vague tomorrow. The best analogy for this
final phase is marriage. For those of us who are married,
how many of us really knew what marriage was going to
be like before we got married? Very few of us. Yet most
of us hopefully and willingly made our commitment to our
spouse -- even with all the unknowns. Does this mean that
every single day we absolutely love and adore our spouse?
Hardly.
I
once heard a well-known evangelist interviewed about his
50+ year marriage to his wife. He was asked the question
if he and his wife ever discussed divorce. Without hesitation,
he replied, "Divorce no, murder yes." I think
I'm in good company and so are you. Even though we love
our spouse, we may not absolutely like them all the time.
The
same is true with your organization. When you make the
commitment to New Growth for your organization and their
vision for tomorrow, it doesn't mean you will always like
what s going on in your organization or the direction
they are headed. But, it also doesn't mean you are any
less committed to the organization. I believe commitment
is a gift you give yourself because riding the fence and
wavering with your commitment only means you're prolonging
an inevitable fall in marriage and in your organizational
life!
"I
made complete job change. I can now see the plan come
together, we can advocate for our clients and make the
new planning system a true reality. Now when we see the
glass half-full, we can assist with filling it up. It
has opened our minds to new avenues." Primary Service
Coordinator
How
would our world be different if we were all 100% committed
to our marriages? How would your organization be different
if all its employees were all 100% committed to the success
of your organization? It would be much more difficult
to fail. When you only give part of yourself to success
in your job, you are asking for failure. It means constantly
updating your resume and looking for other options. Remember,
the grass is always greener on the other side of the fence,
but it still needs to be mowed over there. If you think
you're going to leave your current organization for a
less tumultuous organization, in most cases, you will
be in for a rude awakening. Change in organizations is
the norm, not the exception nowadays. Instead of leaving
your current organization, consider learning how to effectively
cope with change and you will learn skills that will last
you for a lifetime.
If
you want to learn more about the first 2 phases in the
Cycle of Resistance, please visit Patti's web site at:
http://www.thechangeagent.com.
Patti
Hathaway, CSP may be contacted at http://www.thechangeagent.com
patti@thechangeagent.com.
Click here to view more of their articles.
Patti Hathaway is a Certified Speaking Professional and
author of 4 books which have sold over 100,000 copies.
Known as The CHANGE AGENT , she can be at 1-800-339-0973
or at her web-site: http://www.thechangeagent.com
for information on her speaking services or to receive
her free e-mail newsletter.
Copyright
Usage:
There is a model of the Cycle of Resistance that is available
for your use when you reprint this article. It is available
on my website.
Don't forget to click on the banners and buttons above
to keep this site free.
Terms and Conditions
Copyright
© 2001 - 2002 MateforMe.com. All rights reserved.
