Ever thought about the results people get at work or business? Ever
thought about how these are linked to our ‘internal processes’? If not already,
it may be an august time to begin taking stock of such correlations.
Businesses are operated by individuals, owners/entrepreneurs or
executives/employees. Each individual has these set of internal processes
specific and unique to him/her, that determine the response to decisions,
perspectives and responses to the stimuli confronted on a regular basis. While
collective viewpoints filter anomalies in the organizational process, yet they
do not insulate people and organizations from the afflictions these can cause.
The bigger issue is that these remain silent killers in the system at both
levels and continue to slowly eat up the efficiencies and rationale. Here are few
key implications dysfunctional or unproductive behaviors can have on people
and organizations;
1. Conditioned responses: A chain of past behaviors and their
acceptability kills innovative thinking and prompt them to produce ‘like effort’,
therefore ‘like results’. Organizations get in vicious cycles and individuals
stray away from goals.
2. Inertia or homeostasis: It becomes increasingly difficult to break
comfort zones. These may grow so strong that organizations have to undergo OD
interventions to defreeze them.
3. Emergence of ‘Group think’: people tend to follow the ‘prevalent
beliefs’, as outlaws do not get accepted or appreciated. New thinking dies in
the organizations and even individuals resist thinking new ideas for careers
and get stuck in an arena they are in much longer they originally planned.
4. Perception driven culture: Rationale takes a back seat, as decision
makers tend to drive their areas with coloured/preconceived views. These begin
to harm organizations with attrition, insensitivity to customers and their
needs, and uncalled for responses to decisions they face. Individuals let go of
great opportunities and possibilities as they begin to apply filters.
5. People overpower processes: Personalities tend to dominate processes
irrespective of need. This may be a very silent occurrence in the beginning
with weak symptoms. System becomes people dependent making individuals
important over business. For individuals, emotions begin playing stronger role
that push them away from the pre-culled path.
By now, you may
have begun thinking of examples at your workplaces, and the perspective to recognize
and diagnose them, and rightly so as these are like ticking time bombs that may
have detrimental, and sometimes incurable implications on businesses and
careers. It is more than urgent to seek professional interventions to course
correct these dysfunctional behaviours at individual and organizational levels.
( www.thegrowthevangelist.com
)
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