Symptom: People are cynical about things getting any better.
People aren't born cynical. It comes from experience. In many organizations, management has tried a series of different approaches to organizational improvement. Each has done some good, but has not really improved things sufficiently to make a difference.
Management then gets discouraged, and staff accuse leaders of the "management flavor of the month." These are the results of piece-meal efforts, and lack of follow through.
The best answer has two components to it: First, a management commitment to comprehensive, systemic change. This is quite difference that another half-hearted response to a symptom or two.
Second, management must communicate the big picture, and progress every step of the way. The big picture explains that each change is not an isolated reaction, but part of a coherent plan. And continued communication about progress celebrates the successes, while noting the amount of work left to do. This keeps expectations in line with feasibility.
A commitment to systemic change and open communications is a big change for many management teams. While it requires time and investments, it is best categorized under the dimension of culture.
Root cause:Culture (open communications) copyright 2024 N. Dean Meyer and Associates Inc. All rights reserved.
