We have, all are or have at some point of time been a part of a squabble where we know for a fact that we have nothing to do with it yet we are pulled into it.
What to do in situations where even our silence would hurt us so would our word..!!! How to be diplomatic in getting our work done yet not hurt or get hurt by other, these are things which we generally learn through our experiences. We make mistakes and learn or sometimes learn from others mistakes, but in the end we realize that there is always a "Take Away" in every adverse situation and there is always a "Happy Factor" in good times.
At our work place or organization too it is the same..!! We meet different sorts of people coming in from different walks of life, so it goes without saying that each one of us would be different just like the fingers in our hands.
Politics in an organization be it small or big is normal, but being a silent spectator in situations where injustice or biasing of some form is used as a way to trample or cripple someone else's career or professional growth should not be tolerated.
We as human beings must know to stand up for ourselves and for others but for the right cause. It does matter how we say things in an organization by fighting for the right cause and at the same time not getting our throats sliced for not having a business oriented approach.
I would leave each and everyone of you to ponder about what I have written, as I am also trying to figure out how to be diplomatic as most of us I know are simple but we all know that straight trees are cut down first....!!! Please feel free to comment.!!!!!
Organisation has a personality, like individuals.
ReplyDeleteIndividuals have goals; so have organizations.
Individuals have agenda; so have organizations.
As an Individual, we can decide what is appropriate for our lives and act on that basis.
Though we can take a call for any situation, we also take advise from friends and well wishers on how they will respond faced with a similar situation as yours. After making some enquiries and thoughts, we take the call, and go forward. The call is ours. We cannot not blame others for so called “misguidance”.
Similarly, Leaders take the final call based on the situation and people involved may be consulted on how to resolve a situation. Leader takes the final call and organization takes the impact of the decision.
The Leader has the “overall” picture or “The Big Picture” to assess what will be good for the organization’s future and image in the eyes of customers, public, government etc.
While deciding on what is right to do. This decision may be in some individual’s interest but the organization needs to make the “sacrifice” to protect the viability of organization.
Manager “manages” the situation as per “Rules and Regulations” of enterprise.
“Leaders” take “futuristic” decisions for providing “directions” for the company
to build sustainability for organizations.
So,
Do not Concentrate on “individuals”
Focus on “issues” on hand.
Fix the “Problem”; Do not fix “Blame” (on individual)
Analyse the “situation”
Provide how to “resolve” to protect organization and provide
Lessons on how these situations can be avoided in future.
Make a “structured” presentation starting from
“problem definition” and ways to resolve without concentrating on
“who” aspect. (fixinf blame instead on assessing the issue on hand.
If you can “define” the problem, we can find solution.
Many times, we cannot define the problem itself
Cannot identify the root causes.
If there is an “integrity“ issue, it is generally not tolerated by organizations.
If there is “negligence” they can be “warned” not to repeat.
If there is “skill” deficiancy, they can be guided, trained,
provided assistance and groomed.
Organisation’s interest must be protected always.
Bad body part is removed in an operation; lest, it will kill the person.
Similarly, if there is chronic defect in organization, it needs to be
Cut out to protect the organization.
If organization appear unfair consistently, intelligent people will leave
and they will end up with duds who cannot run the organization and it will shut ultimately.
Can you “articulate” the “Problem Definition”
Can you find a lasting “Solution” explaining “issues” to address.
Root Cause – System requirement – work and info, flow –
checks and Balances to avoid repetition – etc.
Should never concentrate on “fixing Blame”
Can you make a presentation, Oral or Document / ppt.
You Are The Leader, if You Can Do It !!