{"id":96659,"date":"2013-07-01T15:24:17","date_gmt":"2013-07-01T19:24:17","guid":{"rendered":"http:\/\/dominicanewsonline.com\/news\/?p=96659"},"modified":"2013-07-01T15:25:34","modified_gmt":"2013-07-01T19:25:34","slug":"business-life-viruses-that-prevent-organisational-change","status":"publish","type":"post","link":"https:\/\/dominicanewsonline.com\/news\/homepage\/columns\/business-life-viruses-that-prevent-organisational-change\/","title":{"rendered":"BUSINESS & LIFE: Viruses that Prevent Organisational Change"},"content":{"rendered":"
\"Dr.
Dr. Valda Henry<\/figcaption><\/figure>\n

We are in the Graduation season, with graduations from preschool, primary, secondary and tertiary institutions of learning.\u00a0 I was at the Graduation ceremony of the North Eastern Comprehensive School last week Thursday.\u00a0 It was maybe the most emotional graduation ceremony I ever attended.\u00a0 On more than one occasion, I was moved to tears.\u00a0 Last Saturday, I was at the send-off of my Little Nathan from the Social Centre Pre-School, a happy occasion for me and all the parents, guardians and well-wishers of those little ones.\u00a0 And while many question the need for graduation or send-off ceremonies of these little ones, it is evidence that they are learning and growing!\u00a0 We also know of the importance of early childhood education and the preschool years are important in the educational foundation. I want to extend heartfelt congratulation to all the graduates as well as to their families and friends, on this milestone and to wish them God\u2019s continued grace and guidance as they continue their lives\u2019 paths.\u00a0 I also congratulate Ms. Leslassa Armour on being crowned Ms. Carival 2013, and wish her continued success in her other pageants.\u00a0<\/span><\/p>\n

This week we focus on viruses that, according to Ulrich et al, prevent\/hinder organizational change.\u00a0 He argues that every organisation has its sacred cows, norms and patterns of thinking and behavior that can hinder change and growth.\u00a0 They state, people often think of these things as normal, \u201cthe way we do things around here\u201d, in essence, part of the organisation\u2019s culture.\u00a0 They argue however, that they should not be regarded as part of the culture but as viruses, which can paralyse an organisation and prevent it from learning from the collective knowledge.\u00a0 They opine that these organisational viruses share some common features with computer viruses: they are dangerous to corporate culture as computer viruses are to corporate IT systems and they are at their most deadly when they are not recognized.\u00a0 They identified 32 such viruses, however in this article, we will examine eleven and examine the others in two other articles.<\/p>\n

    \n
  1. Over inform \u2013 We tell everyone and then call a meeting.\u00a0 This can be a time waster as we spend time at the meeting rehashing what we discussed and even agreed upon.<\/li>\n
  2. Have it my way \u2013 As we say, \u201cit\u2019s my way or the highway\u201d.\u00a0 If the idea does not come from me, it is not a good idea.\u00a0 This attitude oftentimes stifles creativity and innovation and destroys team spirit and teamwork.\u00a0 The organisation is the one, which suffers the most.<\/li>\n
  3. Saturday Morning Quarterback \u2013 Overly critical of everything, even before the event. These are the naysayers and pessimistic persons who can give you a million and one reason why an idea will fail, even before the idea has been executed.\u00a0 It is important to look at all sides of a situation, the pros and the cons and to think of strategies to overcome the cons.\u00a0 Many a good idea has not been implemented because the focus was only on the negatives.<\/li>\n
  4. False Positive \u2013 Speaking niceties and giving compliments even when we disagree, so persons get the impression that we agree.\u00a0 This can be a big problem for when one believes that there is agreement, there are often subtle objections to implementation.\u00a0 It is best to speak the truth and state your position respectfully, even if you are the lone voice of disagreement. This can also be useful as it provides another perspective which when taken into consideration may change the course of action taken.<\/li>\n
  5. Concealed Consensus \u2013 We confuse participation with consensus thinking that everyone has to agree before a decision can be acted upon, so we say we agree when we don\u2019t.\u00a0 This is similar to \u201cFalse Positive\u201d, and is like the \u201cherd follower\u201d.\u00a0 We are so afraid of being viewed as different, difficult and to stand up for what we truly believe, we are often cowed into agreement and silence.<\/li>\n
  6. Forward to our Past: Look into the Rearview Mirror – We are stuck in the past, unwilling and afraid to change; often making statements like \u201cthis is not how we do it\u201d,\u00a0 \u201cbefore, this is what we did.\u201d\u00a0 I often say that if our forefathers and the abolitionist kept saying, \u201cthis is how we always did\/do it,\u201d we would still be stuck in slavery.\u00a0 We are not to change for change sake however we should not get so stuck in our ways that we are unable\/unwilling to change, even when it is clearly in our best interest to change.\u00a0 Failure to seize the opportunities when they are presented and make the necessary changes, will lead to our demise.<\/li>\n
  7. Caste: Value by Grade \u2013 We judge people based on their title and rank rather than performance and competence.\u00a0 This is revealed clearly when people are promoted or given opportunities based solely on seniority and not on performance.\u00a0 We sometimes fail to maximise the talents of young, bright minds or experienced, bright minds based on their position in the organisation.\u00a0 We need to make the shift from \u201cwho\u2019s next?\u201d to who\u2019s best?\u201d<\/li>\n
  8. Turfism: My Business vs. \u201cOur\u201d Business – We all understand this, when we are so caught up in ourselves, we sacrifice the good of the organisation.\u00a0 We have to focus on what is best for the organisation first, for ultimately what is best for the organisation in the long term will redound to our good.<\/li>\n
  9. Command and Control \u2013 Relying on the top to make all decisions, even when the decision is clearly within our mandate, hereby eschewing responsibility.\u00a0 This is called \u201cpassing the buck\u201d.\u00a0 Instead of taking a decision, we hide behind the excuse, that it is not within our power to make that decision or the policy does not support that decision.<\/li>\n
  10. Activity Mania \u2013 We hide behind our \u201cbusy-ness\u201d rather than taking time to think or focus on results.\u00a0 I like to say, \u201cbusy doing nothing\u201d.\u00a0 This calls for us to prioritise and to spend most of our time on the most important things, which includes visioning, evaluating and strategizing.<\/li>\n
  11. Narcissistic Competitiveness \u2013 We like to win as individuals not as teams.\u00a0 The focus is on \u201cI\u201d rather than \u201cWe\u201d.\u00a0 This is similar to \u201cturfism\u201d.\u00a0 We must recognise that we are not islands; we can learn so much from sharing with others.\u00a0 When we hear stories of success, personal as well as organisational, while one person or company may get the glory, behind that success is an entire team working.\u00a0 A very present example is the recent success of Ms. Leslassa Armour, at being crowned Ms. Dominica 2013 and Ms. Carival 2013.\u00a0 \u00a0Leslassa is talented, beautiful, determined, disciplined and works really hard, however she also has an entire team working with her.\u00a0 She and her chaperone, Ms. Carla Armour make constant reference to Team Leslassa. \u201cTogether we can achieve greatness\u201d, and in organisations, it has to be a team approach for sustained and sustainable growth and success.<\/li>\n<\/ol>\n

    Until We Meet Again, May God Continue to Keep Us in the Palm of His Hands.<\/p>\n

    Valda Frederica Henry, VF Inc.\u2019s CEO and Principal Trainer is a Chartered Financial Analyst (CFA), Certified Global Professional in Human Resources (GPHR), Certified Myers Briggs Type Indicator (MBTI) Practitioner, holds a PhD in Industrial Relations & Business, a Masters in Business Administration and a BSc Management Studies.\u00a0<\/strong><\/em><\/p>\n

    VF Inc. is a Human Resource & Finance Consultancy firm with a Training and Recruitment arm, and the producer and host of a live TV program \u201cThe Cutting Edge of Business\u201d.<\/strong><\/em><\/p>\n","protected":false},"excerpt":{"rendered":"We are in the Graduation season, with graduations from preschool, primary, secondary and tertiary institutions of learning.\u00a0 I was at the Graduation ceremony of the North Eastern Comprehensive School last week Thursday.\u00a0 It was maybe the most emotional graduation ceremony…","protected":false},"author":15,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_cbd_carousel_blocks":"[]","footnotes":""},"categories":[89,30],"tags":[],"class_list":["post-96659","post","type-post","status-publish","format-standard","hentry","category-business-life","category-columns"],"acf":[],"yoast_head":"\nBUSINESS & LIFE: Viruses that Prevent Organisational Change - 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