don't destroy the passion

How many fantastic articles and books... about managing “organizational changes” in the new volatile and complex business environments have been written in the last years?. We have seen how “old methods” to manage the change are not enough to embrace the success; we need to add “collaborative methods”, “emotional intelligence”, “fresh styles of leadership”, “new channels of communication”, “BPM methods applying intelligence and automation”, “more creative financial business cases” and many other concepts to our own style and methods of management.

Gurus and experts are repeating the message, Coaches are giving us the tools and challenging us to learn and to adapt our skills and methods constantly.

Why are there so many teams that are managing “The change” in their organizations without paying attention to anything that is being written about it?. They continue being fully focused on “what was requested to be changed” without taking care of global environment, of engaging people, of understanding and managing emotions, ...

The result of continuing applying those old methods are not only “a poor and incomplete portfolio of possible solutions”; the result is that they are killing the passion of many employees that worked hardly to build their current companies and that are necessary to continue growing.

It can be a little more slower process at the beginning but it will be much more beneficial and quicker at the end. Stand up your head and learn about the reality of your business ecosystem where people, processes, cultures, systems interact. This global perspective of the business to be changed will show you many hidden secrets; many other ways of doing things will appear in front of you that you didn’t know and will help you to define a “richer and global” final solution scenario; you will understand the value that many employees that have been working hardly for the company because they did it with love and passion and should continue generating it for the company that they love.

How? Involve them on the process. Challenge questions can be framed in ways that help to get cultural, organizational and political barriers; old-fashion blockers, etc. Ask “why?” questions to know more from those “daily” experts and you will design properly the End2End Processes Maps; Ask them their opinion about “if we do …” scenarios and you will get the real information about how business works; empower them to describe their solution-proposals; challenge them to propose radical alternative scenarios and you will get the most creative solutions.

This detailed knowledge is the most important ingredient to define “affordable & radical” scenarios that will be supported by the people that are driving the real daily business. If there is a clear interest on producing creative solutions to define a smart and challenging objective, don’t forget the people that have the value of the “daily” knowledge.

Take care of the talent, don’t destroy it!!!