It’s uncanny how often that old saying of the “best helping hand” being at the “end of your arm” comes into play.
This applies not just on a personal level — but, more so, in business.
And no one from outside a business will be able to know the ins and outs of the job and challenges faced better than the employees themselves.
Outside consultants may give a long view, or pre-packaged solutions — and also charge a fortune.
But there's no guarantee they can be really effective in boosting your bottomline in today's challenging and ever-changing environment.
Change agents
And it’s fact that the “change agents” could be under the same roof as the owners. Just pay attention to them.
That was what was discussed at a recent event held by expatwoman.com.
Some of the points raised during the discussion were already being applied at a personal level, but it was interesting to hear it on how the same could bring about welcome change at the workplace
Paying attention to what counts
Quite often, businesses offer training for employees. Those taking the training sessions would be happy to be away from work, enjoy a snack and a meal, but without paying attention to any of the new information.
Even if they do, they face problems implementing them at the work environment because of cultural reasons.
Let us acknowledge it.
Most of us do not have any problem getting content from different fields.
The information, micro-details and full-scale results from recent studies are all available online.
So it is not a matter of making sense out these diverse bits and pieces.
The issue, it seems, is always about whether we can do it? Or do we really want to do it?
'Pain point': Determination
The key, say management gurus, is always the pain "point". Change needs determination. Adaptation needs that sense of spirit. And progress needs drive.
Every single culture has an expression to the fact that "the sky does not rain gold." In other words — "no pain, no gain".
Yet, even when there is a motivation to change, things will either go ahead, or sadly face troubles that make continuing a fruitless journey impossible.
If we choose to go ahead, the question that arises is who will lead the way. Some businesses opt for external expertise, either because its unavailability internally or because of the nature of the working atmosphere.
Positivity
This can be helpful. In certain working environments, it can inject positivity to internal politics or a toxic atmosphere prevail.
Such a condition eliminates any possibility of an internal change.
Some will be against the change because they are against the very people who are advocating one. In other instances, people resist changes because of being negative or are unconvinced, or feel unsuited to be part of the process.
Or they feel they do not want to give credit to the change factor.
A few years ago, a professional went to the west for training on her own initiative.
One of the coaches warned her that some people will look at her with a green eye — so she had better reveal the new ideas and skills she acquired one by one.
Where unhealthy competition exists in a workplace, external advice is sometimes seen as the ultimate answer. But, as already stated above, this doesn't have to be always so.
First off, looking within for change carries many advantages.
They have the ability to spot the weak and strong points, possession of the skills to know the culture and what works and what doesn’t, and the capacity to develop. They send a good example that it pays to be creative and one who can take the initiative.
The views on the change factor differs from one society to another. In some, it is more about looking within.
And for others, it is more looking to the outside. Human nature does not differ from one place to another ... professional maturity does. Maturity requires that all employees are on the same boat in taking any business forward. A hole anywhere would lead to its sinking.
One of the best metaphors is the music band. No matter how they feel towards each other, they need to give a sense of harmony ... at least as long as the music lasts.
This is how we should look at change factors and their adaptation in different work environments.
