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Blog here for TUESDAY, Feb 6, 2007 class
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Insights, application, wisdom and inspiration from peer-to-peer learning in my Business and Communications Classes, Lectures, Seminars and Consulting Practice.
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Diablo Canyon Nuclear Power Plant
We did Change Management using the OCI (Organizational Culture Inventory)
7 comments:
Well, I didn't think today was as productive as it could have been. I came to class all ready to get in our groups and start planning stuff, but we ended up having only five minutes of group time. Then, we debated over blogging rights and who was gonna communicate with who and how. . .
I think we need group time to come up with ideas and then have our ONE communication person talk to the class about our ideas. That will keep the entire class from talking all at once and making things hectic. Everybody has an idea, and everybody has a good idea! We need to figure out the best ideas in our teams, and then present our best solution to the "firm." I think that will help us get started in the right direction.
I felt pretty good about today. However, we do need more time to work in groups. We, the technology group, needs some time to get all the blog confusion settled and solved. The ball is slowly moving on!!
Justin P
I wish that we had had more time on the Tuesday to work in our groups so that we could organize and plan. But I found Brother Adams lecture to be very helpful. It really helped me better understand what direction we need to be going in. I liked the comments about our thresh hold of dysfunction, how we swing back and forth between busy and lazy, and how one of the reasons we are here on earth is to progress our thresh hold so that we can manage more at a time. I think that we as humans are happiest when we find a happy medium. When we know how much we can handle and don’t over plan and when we are constantly working or all ways eagerly engaged with something.
Insights for 6 February 2007
I cannot emphasize how much the level of dysfunction graph impressed me. I believe that it is very relevant to any organization. I also liked the explanations of what dysfunctional behaviors are. Whenever I begin exhibiting some of those behaviors, I can look at what is building to my dysfunction and try to rectify the problems. Also, when I see others who have the same problems, I can show empathy instead of frustration with them and attempt to help them cope with the events that lead to their frustration.
I also realized during this class period that I need to worry less about being perfect all the time, especially when I am new to something. I like the levels of progression: forming, storming, norming, performing, and then adjourning. It made me realize that when I begin a project, I should not expect to master it straight away. By knowing this, I can reduce my stress levels and teach this same concept to others.
We also made a list of all the stressors that can affect BYU-Idaho students. The list was pretty long and comprehensive. I can make a similar list for myself. By doing this, I can identify specific issues that are elevating my stress and anxiety levels. Once the identification is made, I can begin to address the issues at hand. This principle has universal application.
I agree with Rick. The graph that talked about th dysfunctional behaviors was clear and gave me a level of empathy too. I think it helped me understand what not to do when I have personal problems-like not taking them to work, and for those who do, now I can recognize those problems and help them through it so they're performing great. I hope this makes sense. It was a good class, and I hope that things will continue to come together and get done.
Nicci! Good comment. There needs to be time to communicate with the class and get a firm foundation as to what direction we're going. Its difficult to do that when all the groups are going different ways trying to accomplish different things. Its a good idea to organize, and get one communication person to talk to the whole.
The Only Constant in This World is Change
Insights From Organizational Communication, February 6, 2007
1. The S-Curve
When any person or organization implements change, the performance of that person or organization will follow an S-Curve; meaning that production would at first be lower as learning takes place and would eventually increase as the individual or group becomes more accustomed to the changes. This concept is very beneficial to understand for a variety of reasons. It enables us to have faith that performance will increase as we struggle through the first stages of implementing the change. Being aware of the learning curve of change also helps us to learn ways to increase the effectiveness of the learning curve, hopefully being able to shallow out the learning curve.
2. Willingness is Key
The key to effective change is the willingness of the parties involved to endure lower productivity and effectiveness during the initial learning phase of change. With all changes, a person must learn the new way of doing things. During this learning period, you will not be as effective as you have previously been. The parties involved must be willing to take the jump from effectiveness to less-effectiveness in order to learn the new skills that will eventually lead to increased effectiveness.
3. See The Big Picture
When implementing change we have to undergo a period of being less effective. This can often be stressful and depressing for the parties involved. You may have been satisfied with the way things were going in the past and have become professionally complacent in performing whatever task or duties you have chosen to undertake. This less effective period after change implementation is applicable in all aspects of life, whether they be in regards to your careers, hobbies, sports, pastimes, or any skill you are trying to improve. While this period of inefficiency can be depressing, you have to allow yourself to see the big picture which will allow you to see the end goal and purpose of the change. During the initial period of inefficiency many people will often revert back to their previous habits seeking efficiency which leads to feelings of self-worth. However, if we can see the big picture we will be more likely to endure the painful period of change as we realize that, in the long run, the change will lead to even greater efficiency than was previously known or possible.
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