Change Management – Changing Risk and organizational Mind – 1


Of all aspects of the changes you need to understand and care, the response of employees and other stakeholders is paramount. Win the hearts and minds of people and the change is likely to succeed. As you no doubt already know, it is the resistance to change that buries most initiatives, often at enormous cost to the organization (and health management try to implement it). So what is it that creates so much resistance from stakeholders?

One of the biggest culprits is “unconscious” programming.

We are all programmed differently. Our unconscious mind registers every aspect of our lives and learn. It contains feelings, attitudes and values. That application all the great record information to control our behavior, thoughts and feelings on a daily basis. And it is all to provide us with the best survival mechanism and it can.

When it finds something has or is about to change in your life, it will create a thought, feelings and actions that will reduce the negative affects of you according to what it thinks is right for you. Unfortunately the answer it gives might not be the best solution for you if it does not have the knowledge and resources to make an informed decision. So in most cases will create behaviors and thoughts that will stop you doing anything. The force change scenarios behavior is often the creation of anxiety, depression and lack of participation in the process. When this happens on a broad part of the agency, a serious case of stress begin to appear.

To change implemented efficiently and successfully, you must have your people involved in the process. But to do that you have to deal with individuals, each with a different belief and value system, and the majority of them are either passive or active disconnect in the first place. So how do you do this? How do you get all these individual mind first of all involved in the process, and then convince the individual unconscious minds to decide the change is best for them?

New methods of changing the mind is very powerful. The same techniques that I use to prevent the devastating symptoms of PTSD, even after decades of suffering, can be used to change how the mind reacts to change. This applies to both individual and organizational mind mind. Organizational mind is the sum of all the individual mind, and with careful and proper negotiations it is possible to negotiate the adoption of a positive result for the organization and it is based on. In this case, the size does not matter! The methods are the same, no matter what size your organization is. All that changes is the time scale and / or shift staff requirements

What matters is :.

IF- How staff and other stakeholders are evaluated for level of participation. This should include an understanding of personal values ​​and how they relate to the organization as a whole and especially the performance.

IF- How their minds react to proposed amendment

IF- How you design change made to incorporate these factors, along with all the strategic impact of changes.

The balance of this series of articles I will explore the most important components and procedures required to achieve low risk implementation of changes, including the proposed preliminary test to identify potential problems before you start.


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