Home > Change Management, Leadership, Management, People Management > Managing against the tide

Managing against the tide

A few years ago before leaving the States for Asia, which was after the dot-bomb mushroom cloud was settling down, my good friend was repeatedly telling me that Asia was nothing like what the papers was telling me. Specifically, no matter what I was reading about the advancement of India or the so-called “Tiger economies”, the people were different and different from the ones I knew in the US. So this leads to the saying attributed to a friend of a friend was my indoctrination to the world of the Asian workplace – “I expect excuses and failures”.

And he was right, in a way you simply cannot imagine until you are here. Even now, I am still taken aback at times with the full impact of this simple truth.

This, creates major issues for me due to my personality style and my management style. One of my favorite bloggers, RandinRepose, wrote about this example (of me). He told a little story about a boss/mentor that he termed “The Leaper”. I’ve no doubt that some of my team members get this treatment unintentionally. Sometimes though, I use this style purposefully because it’s a bit like my law school socratic method (check out this great story of it in practice) – an excellent teaching methodology IMO.

But anyways, readng Rand’s illustration of his Leaper boss was like looking at myself in the mirror in ways I was uncomfortable (because I don’t like being “aggressive” in this manner) with but there I am/was – “Hello there!” Hmmm. Yup, definitely a thinking moment…because it’s a point where some action or plan is just soo needed. Hmmm.

While it makes me uncomfortable with this, I’m a bit at a loss in terms of how else to move people who are content – fat, dumb, and happy. The easy answer is to replace them, but the pool of talent is from the same pond. So, fishing will only get more of the same. Thus, it seems that the answer is to breed new species.

So how do you deliver this change? Wendy Mason’s “change management blog” has some good reads and this one – DELIVER THE CHANGE – A CHECK LIST FOR BEING A GOOD CHANGE AGENT – was pretty inspired. And the man in the mirror looks back and says, “who”?

“If it is to be, it is up to me” sums up nicely then. Quoting Ralph Stayer, CEO of Johnsonville Foods and co-author of Flight of the Buffalo which goes like this:

If it is to be, it is up to me.
If it is up to me, it shall be.

On this note, theres many fantastic bloggers and writers out there that help those practicing management and leadership day-in-day-out can be better equipped. Some of them in my blogroll and RSS Feed. Here are two I’d like to share:

  • Ten Principles of Leadership from Sith Sigma Blog that I referenced HERE,
  • and

  • 5 Habits That Help Cultivate Greatness from The Daily Mind.
  • Seems the tide is getting bigger and bigger, nearly tsunami effect, threatening to wash away so much that’s been laid down. We’ll just have to prepare, hunker down, and dig just that much deeper inside. Still, the question remains in many people’s mind, when will these changes stop? As Bob Sutton says, change will never be over, but that begs the question I think which is, “Are the changes always necessary or need to be so interminably long? You can only remodel your home so much before you figure out that it’s time to just move out completely to a new home and stop with the tinkering! Change it and change it once and let the change take hold and bedded down. If you have to change so frequently, then I would say, that you probably screwed up.

    As the world turns

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    1. January 2, 2010 at 8:19 AM

      Lots of of guys talk about this matter but you wrote down really true words!!

    2. January 2, 2010 at 11:19 AM

      Thanks a lot for dropping by and commenting on my post. Wish you a Happy New Year!

    1. November 17, 2009 at 7:32 PM

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