Management – so many definitions u’ll find on the WWW. One of the most basic and fundamental definition of management what people come out very often is “The art of getting goals accomplished in organizations through others.” This is, I think, more goal/task oriented. This speaks about how to utilize/consume the talent of other people for getting work done.
The definition that I appreciate the most is what I learned in my early engineering days. I thought over that concept for about 2 days and then bought in. It said management is nothing but managing men tactfully. (Ladies, please take ‘men’ in general – u r also included in the definition)
The definition that I appreciate the most is what I learned in my early engineering days. I thought over that concept for about 2 days and then bought in. It said management is nothing but managing men tactfully. (Ladies, please take ‘men’ in general – u r also included in the definition)
Manage – men – t -:- managing people tactfully
This is more people oriented than task/goals. It says, manage your people – they will manage the work/task.
Actually one has to decide, ‘is the goal/task more important or the person doing that task?’ It is rather difficult to decide between the two options. So, one has to adopt a contingency approach to a particular situation. My take – the person.
But wat if the situation changes, or needs a change ??? Then, the art of management also needs to have a change. (you may disagree to that) But then, its all about managing the change. These days ‘change’ is the buzzword – “Be the change you want to see” – “Change is only constant” – “Change for better” - … And I agree, in this current dynamic recessive slow growing scenario, we need to change. We need to take it to the next level – above or below – have to be decided depending on the situation.
Actually one has to decide, ‘is the goal/task more important or the person doing that task?’ It is rather difficult to decide between the two options. So, one has to adopt a contingency approach to a particular situation. My take – the person.
But wat if the situation changes, or needs a change ??? Then, the art of management also needs to have a change. (you may disagree to that) But then, its all about managing the change. These days ‘change’ is the buzzword – “Be the change you want to see” – “Change is only constant” – “Change for better” - … And I agree, in this current dynamic recessive slow growing scenario, we need to change. We need to take it to the next level – above or below – have to be decided depending on the situation.
Two sayings about change…
“It is not the strongest species that survive, nor the most intelligent, but the ones who are most responsive to change” – Charles Darwin
“To cope with a changing world, an entity must develop the capacity of shifting and changing – of developing new skills and attitudes; in short, the capability of learning” – A De Gues, The Living Company
“It is not the strongest species that survive, nor the most intelligent, but the ones who are most responsive to change” – Charles Darwin
“To cope with a changing world, an entity must develop the capacity of shifting and changing – of developing new skills and attitudes; in short, the capability of learning” – A De Gues, The Living Company
Change management (CM). So, wat is this CM? CM is a ‘structured’ approach to transitioning individuals, teams, and organizations from a current state to a desired future state (WIKI definition). Wow… structured…approach…transition… Boss, easier said than done… This is not that easy as short as the definition is. I m working in the same profession as of now – and believe me, its damn difficult to structure the approach and approach the transition… and I am working at a organizational level (in the core team) and everyday, one way or other, have to face the heat (though v’ve been given the best of the best places to have our office in)… Managing the change at the individual level itself is hard way, at team level – more harder than individual…
So the first of the steps is to manage the change for an individual. And it doesn’t matter whether you are in the change management process or not, believe me, its important for every one of us to change. And what all the more matters is that this change should be ‘continual’ and not ‘continuous’.
My personal experiences in first (and only) 30 months of career have been good. Each year, there has been a new transition in my work and this has led to my ‘continual’ development – and I can vouch for it. The saying – ‘Rome was not built in a day.’ (so wat?? At least the idea of building a Rome certainly would have come in a day !!!) There has to be a process of learning-unlearning-learning… all the time (pls, forget not to keep the knowledge while unlearning).
So every individual has to go through the CM process.
Now, lets look CM this way. Change the management, i.e. change the people who are managing other people (I just looked it this way). This is the new strategy that’s been deployed in the corporate world. Non-performers, in today’s fiercely competitive businesses, have got no place. Either they will be moved out the business (sacked), or will be put in some roles that they won’t enjoy and leave the business.
There again, if those individuals had changed themselves earlier, they wouldn’t have been rogered royally and would have survived the survival.
So the first of the steps is to manage the change for an individual. And it doesn’t matter whether you are in the change management process or not, believe me, its important for every one of us to change. And what all the more matters is that this change should be ‘continual’ and not ‘continuous’.
My personal experiences in first (and only) 30 months of career have been good. Each year, there has been a new transition in my work and this has led to my ‘continual’ development – and I can vouch for it. The saying – ‘Rome was not built in a day.’ (so wat?? At least the idea of building a Rome certainly would have come in a day !!!) There has to be a process of learning-unlearning-learning… all the time (pls, forget not to keep the knowledge while unlearning).
So every individual has to go through the CM process.
Now, lets look CM this way. Change the management, i.e. change the people who are managing other people (I just looked it this way). This is the new strategy that’s been deployed in the corporate world. Non-performers, in today’s fiercely competitive businesses, have got no place. Either they will be moved out the business (sacked), or will be put in some roles that they won’t enjoy and leave the business.
There again, if those individuals had changed themselves earlier, they wouldn’t have been rogered royally and would have survived the survival.
So, wat to conclude, is that manage the change within yourself to manage the change in the change management.
I know, I know… its really difficult to manage the change in the change management process…
LoneWarrior…
LoneWarrior…
