In my last posting i mentioning about Lean Manufacturing Initiatives in my company, as usual some amount of resistance there in the team.I strongly feel this kind resistance only made HR initiatives more success .What i mean this help us to Team understand issues more deeply,that will help in Decision making process because of more data available
How we worked out on this resistance, We said we will work as Team and You only take factual Data using Observation.We done small briefing on Observation Skills.Ones the they come with Data,the Data charted as required by the Team.Since they only done entire activity we told them to narrate their Learnings and propose Solutions.They came with wonderfull Solutions and we proposed why we dont we experiment with new Ideas.Then the Team went to the floor and experimented new solutions.Its surprising and Learning for team.The Team has taken the new Change and taken action plan they will apply all over the plant.
This entire exercise is nothing but Change as three way Process modeled Kurt Lewin.I just like to share more about this.Kurt Lewin,founding father of Organization Development.The three Phase Change Management Process model is,
* Stage I -"Unfreezing". It involved overcoming inertia and dismantling the existing "mind set". Defense mechanisms have to be bypassed
* Stage II - In the second stage the change occurs. This is typically a period of confusion and transition. We are aware that the old ways are being challenged but we do not have a clear picture as to what we are replacing them with yet
* Stage III -"freezing". The new mindset is crystallizing and one's comfort level is returning to previous levels.
My experience in Sensitivity Training ( Its also called T Group Training ) with ISABS Human Lab helped me to understand this process more clearly.I will write about Lab experiences in coming posts
I'm big believer in OD initiatives,'cause they build organizations.In future postings you will see more information and my experiences in OD
Shiva
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