December 11, 2010

Remarkable Organizations = BE DiFFERENT People

You can’t build and successfully execute a BE DiFFERENT strategy for the organization if the people in the organization are living a ‘be same’ ethic; if they are not serving the organization in a BE DiFFERENT personal way. You simply cannot execute your responsibilities in a manner similar to the masses and expect to develop unique brilliant insights and ideas that will lift your organization to lofty levels of performance and guarantee its survival. It just won’t happen. Organizations need people who think differently; who try new things, make mistakes and then land on ideas that drive success.
The herd mentality guarantees mediocrity; brilliance demands BE DiFFERENT.

This is clearly a critical challenge for the human resources function of any organization, be it a large team charged with the people management responsibility, or the owner/operator of a small business. Go find BE DiFFERENT people who have the innate and demonstrated capability to lead, or be a member of a team of people engaged on this challenging journey of change.

Can you train people to BE DiFFERENT? Certainly you can provide the necessary knowledge, management skills and intellectual competencies that relate to the content of the job. This dimension of personal development relates to the basics that a person is expected to have. They are expected to be fluent in economic theory, for example, if they are in a Finance position; in sales they are expected to b able to demonstrate basic account management and sales skills. This level of development, however, does not define a Change Leader.

Change Leaders possess both the basic competencies of the job they are in PLUS the natural bent for loving change and promulgating it throughout the organization. You can’t train someone to love change and be a driver of it unless they have this characteristic embedded in their psyche. You either have to go externally and find these types of people OR you have to be able to spot them in your organization and use them as key resources to help facilitate change.

Train people to be Change Managers; recruit or spot them as Change Leaders

Cheers,
Roy

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Posted 12.11.10 at 05:52 am by Roy Osing | Read Comments (0) | Leave a Comment