Related to the topic of problem-or-solution-oriented change is the topic of participation. But this issue of participation is more delicate than the previous one. This is about the amount of space for negotiation around the proposition. The proposition however is something that also needs time to ripe; or has there already been prepared one? Is the path to which the developments will lead already entered or is your organization gathered at a square and considering a next move: in any of the directions that are accessible from the square? Indeed the question is: who are gathered at the square? Talking about space, there is not enough room for the whole organization to queue up there. Critical for the success is the decision taking process. Not everybody need to participate in the decision taking process. If there are many groups with different stakes you might negotiate and end up with a direction somewhere in the middle. Management should sound the opinions about the change to confront. But this will lead to the same dilemma as the problem-solutions dichotomy. If the opinions are very diverse what will you do? If you want to master this issue you should commit to politics. And the question is do we want this? Yet the solution to this participation issue is indeed about politics. But not the politics practiced when entering the election zone. The sounding of opinions, ideas and the like should be a continuous issue on the management board. If you are confronting a change and only then you connect to the employees, you are too late. What remains is to outline a clear strategy and hope the rest will buy it. 2006 Hans Bool |
