Do you want to change your life for the better? Do you want to improve your behavior in order to become a more successful and wealthy person?
Or perhaps you want to initiate a change process in order to improve your company’s and office’s performance. Going through a successful “organizational change” process?
Change has long been a popular topic in the management world, both in the personal and organizational spheres.
Unfortunately, many change management initiatives fail and crash in the middle of the road, eventually coming to a halt. Why is this the case?
FREE Download Now - Brilliant PPT Slides on Competency-based HR Management System and Human Capital Strategy
And what should we do to carry out a successful process of change, whether on a personal or organizational level?
According to a number of behavioral experts, the process of change is frequently ineffective because it begins with a weakness-based orientation approach or problem-based orientation.
The point is that change initiatives start with the assumption that something is “wrong” with us or our business, that we or our company have several flaws and problems
As a result, we adopt a series of actions to “cure” that weakness, as well as to “handle” the issues that so frequently develop in our organization/company.
This problem-based or weakness-based approach has become so prominent in management discourse. That’s how we learned about problem-solving skills, competency gap analysis, and numerous ways of analyzing the root cause of problems.
All of these approaches begin with the premise stated above: that there is a “flaw,” “illness,” or “problem” within us or our company that must be addressed.
And, aha, a number of studies suggest that such an approach is frequently ineffective in achieving a performance advantage. The reasoning is simple: this approach rapidly leads to a negative mentality and culture.
We waste so much energy, and it is exhausting to focus solely on flaws, weaknesses, and problems that never seem to end.
A problem-oriented and weakness-based approach will quickly create a culture of pessimism and dampen team members’ spirits.
We, or our team members, are turned pessimistic because it appears that we have numerous flaws and that our company is riddled with problems. In these situations, we quickly lose inspiration and enthusiasm.
As a result, there is now an approach that is vastly different from the one described above. This new approach is known as a strengths-based orientation.
The basic principle of this approach is that we will succesfully head in a better direction if the change initiative builds on our existing strengths. The idea is to concentrate on your positive qualities.
So, rather of concentrating on weaknesses (remember: competency gap analysis) or organizational problems, we should look for elements of strength that already exist in ourselves, or excellent qualities that have been present inside our company.
We should embrace the phrase “root cause of success” instead of “root cause of a poblem” to discover success that must have existed in our company or that we have achieved in our personal lives.
To put it another way, instead of always lamenting your flaws, consider your strengths and the positive experiences you’ve had. (Certainly, you have all of these.)
Similarly, when we want to take an action, our minds are generally more focused on the challenges, problems, and doubts that will prevent us from succeeding. It’s time to change our mind set and start to focus on the positive experiences we’ve had.
According to research, individual performance will improve if existing “positive points” are collected, duplicated, and extended towards an optimal point.
This is also true in an organizational setup. Instead of being concerned with analyzing and then resolving problems that already exist in the organization/company, our efforts should be focused on discovering the “positive experiences” or “strength qualities” that already exist in the organization.
Then, develop a set of actions to duplicate those “positive experiences” and keep developing existing strength qualities to their full potential.
The point of this approach is to emphasize your strengths and positive expectations. Find your positive areas and discover your bright spots.
And, shockingly, studies reveal that such a principle has led to the success of many individuals and organizations.
So, if you want to become a more successful person, remember this statement: always, and always focus on your bright spots. Not on problems, pessimism, or doubt.
FREE - Brilliant PPT Slides on HR Management x HR strategy. Download Free - NOW.