Changing the Way We Change

The article tackles about the problems that may encounter when management will have a new concept, vision or program for the future directions and improvement of the company. In which, commonly only few people were involved or want to be involved for he change that the management will want to happen. To foster their proactive effort and imaginative thinking, the three examples companies – Sears, Shell and US Army – engage more employees and engage them fully on the operation and decision making by the use of these three approaches: incorporating employees, leading from different places and instilling discipline. And with these three approaches, top management will get various reactions, interactions and involvement of their human force.

When a company will incorporate the vision and challenges to its employees, these employees will make a way to solve and be involved. As they now know the directions and problems of their company, they will either resign or be motivated to do more based on the new task given to them. Leaders will think new ways and ideas on the focus for challenges solution. They might change and it will their automatic and mindless actions on doing their task given the challenges condition but still following the company policies and standards.

In our workplace, it’s feasible since each of us were all aware what the other officers were doing through their accomplishments report during our monthly meeting. We are all given the chance to make decisions and be catalyst on changing the community we are serving but still keeping in mind the values of our foundation whenever we are dealing with our beneficiaries, partners, and co-workers.

The article talks about inclusion of each employees to the business of the organization they are working which is very agreeable since no matter which level or position you are, you must be knowledgeable as it will guide you if it same or against with your values in life. For me, it’s very important that I am fully aware and updated with the status of our projects may it be administrative, operational, or financial concern as I can feel that I belong with the team and even I only can contribute minimal contribution to the project still I know and proud to say that I am one of the team members.

Challenges and situations were really different from each other that will make us not to compare or decide based on what had happened in the past or on that specific person rather we can learn from it but there’s no point of comparing or finger-pointing. Leading from a different places ignites us in the team the challenge to comments on the situations and share ideas how can we solve it and we’ll agree with the best possible solution we had thought of.

But instilling a discipline may conflict with one’s attitude as I have experienced that there were team members that today its really okay and had moved with the issue yet the next day, week or month we will again encounter such attitude problem or the same situation with the same person in spite of all the talks, effort, understanding and support given to that person. Or the person may just act what was expected but will act differently to others or when someone is not watching.

Thus, though the change may be given through directives from the management, still the decision to change and be part of the change must begin with a decision of that person. Change is not being ordered and someone will just follow. Change is you. You begin the change, not the management.