Showing posts with label conflict resolution. Show all posts
Showing posts with label conflict resolution. Show all posts

Thursday, 5 June 2014

Change Management Is Like The A4 London Road (Slough) by Paul Cook

If only the Britons had radar a few months before the Romans invaded.  Actually I’m not sure if radar works on wood, maybe a new app is needed?


As you exit the M4 junction 5 near Slough, Berkshire, you then enter a winding slip approach road which extends onto the A4 towards London.  This dual carriageway runs parallel to one of the biggest trading estates in Europe.  The slip is a few miles long and controlled by no fewer than 14 separate sets of traffic lights set at approximately 300 metre intervals.  Planning and speed are vital because it is a strange anomaly that if you meet the first of these light sets as they turn to red, you will then encounter every single one thereafter just as it turns to red; no amount of acceleration, revving, anger, handbrake turns or sat nav adjustment can alter it.  Conversely if you arrive at set one on green, then you sail majestically through to your business destination at a steady and comfortable passage casually observing the easy change of each.  It’s all about timing speed planning and patience.

Indulge me in suggesting that you cast your minds back to my previous blogs which reference emotional intelligence, emotional quotient and its link to self-management.  In her seminal book Emotionally Intelligent Living, Geetu Bharwaney explains, ‘The signal received by the brain from the heart is the most powerful signal in the body.  The electro-magnetic field produced by the heart is five thousand times greater in strength than the field generated by the brain’.  I recently experienced this surge in my own national grid whilst (under time constraints) attempting to operate my smart phone, pad, sky drive and search engine in unison, thereby conducting a speedy efficient completion of several business proposals:  It was at this point my information technology apps took on their own characters.  MS documents became known as ‘not responding’, Nokia 620 ‘signal unavailable’, cloud ‘not recognised at this time’ and google chrome advised me in a Dickensian accent (in my own mind) ‘Did you mean to spell it…?’  My verbalised descriptors of inanimate objects surprised even me as my frontal lobe was hijacked by the surge of heart sent electricity designed adjectives.

So there shouldn’t be any surprises really because after my dip in emotional control I quickly regained reality remembering that not so long ago these apps would have been regaled as nothing short of technological (or other) miracles; things change and so with that change aligns our human ability to rely on them and demand the best.  And if your competitors have something better then you must find a leveller.

It is acknowledged that the only constant is change, if you stand still you will stay there, a year from now you will wish you had started change today, failing to plan is…etc.

We just operate in a business world that is, and has access to, a lot of stuff that must be fast, efficient, reliable.  It would be an erroneous supposition on my part, if I suggested that any of you now should commence a business protocol linked to change, and I recognise that we are in a fast moving world beyond that of which our parents, grandparents and ancestors before them would find unimaginable.  If you explain to a teenager about written records, collecting pictures from the chemist, filing information in a wooden box and telephones that were used to make phone calls!, said young adult would display features of surprise and horror only matched equally if you then invited them to climb a tree for fun; actually this latter arboreal challenge was (over the years) completed regularly and successfully by my offspring particularly when I didn’t expect or want them to do it.

So recognising speed of market and technological change, transformation, drivers, benefits, urgency, vision strategy, communication, empowerment, leadership; this is change and it is constant.

The last traffic signal at Slough is adjacently positioned to the regally designed 19th century town hall and as you sit waiting at the last of your many red lights you have plenty of time to glance across and read the proudly displayed council logo ‘Mondays are rubbish days’          

“What if I told you that 10 years from now, your life would be exactly the same?  I doubt you would be happy.  So, why are you so afraid of change?” – Karen Salmansohn

Friday, 26 April 2013

Sex, drugs, terrorism, controversy, wealth and talent management by Paul Cook

Newsflash; epic, heroic, classic, transformational leadership. Oh and some important stuff about supermarkets in Oldham.
 
Now here is an oxymoron for you to consider; strong talented leadership is exactly what you need for your business. Straightforward, but in the same context, unlikely. Because it’s all a matter of taste, culture, belief, politics, religion, favour, economics, fear! 

Try our free on line test below. Hypothetically speaking which of the below, if taken in their prime, would you consider for your talent management scheme?  To help you decide, I have quoted recent news articles to support their application. 
 
Nelson Mandela's quiet magnificence has long masked his mortality.  Sunday news SA 
Britain had to change, Margaret Thatcher had the courage to make it happen. In 1979 industrial strife was tearing Britain apart. Then a grocer's daughter entered Downing Street, and began a social revolution. The Guardian UK 
 
David Cameron in Germany: Prime Minister and Angela Merkel call for urgent action to make EU 'competitive and flexible.' The Independent UK  

Jorge Mario Bergoglio Pope Francis new Pope's emphasis on simplicity also showing up elsewhere ABQ Journal US 

History will ultimately define Tiger Woods as the greatest closer that the game has ever seen. 
North Korean leader Kim Jong Un offers many faces, many threats. The Washington post US.
 
Also it is possible that these people may all apply for your impeccable, far reaching scheme designed to challenge talent, support growth and build the organisational competitive edge.  So now how do we frame the interview questions? “Tiger, how are you going to keep your focus?”  “Kim, what will you differently if we put you in charge of security?”  After all, these people are going to lift you into this magnificent arena (not the only thing Mr Un would like to lift off). And once employed which projects would you set them loose on; maybe Nelson Mandela change management, Margaret Thatcher conflict resolution, David Cameron/Angela Merkel (they come as a double act) fiscal reliance, Pope Francis everything everywhere.
 
Huge, small, public, private, global or local, the certainty is you will have talented people in your ranks; they will want to be challenged, to achieve, to progress and to compete for you on your behalf.  If you don’t know who they are, then someone else will. 
 
“Hide not your talents, they for use were made, What's a sundial in the shade?”  ― Benjamin Franklin     
    
Oh and if you haven’t got a talent management scheme…