This page contains a Flash digital edition of a book.
UNDERCOVERCOACH


DON’T ASK ME I TO DO THAT! -


As the aspirations and resolutions we had in the New Year twist and bend in their battle against the distractions and realities of life in 2011 the UnderCoverCoach turns his attention to those of our work colleagues who resist change in the workplace.


He suggests three options supervisors and managers might consider trying – in order to help people change their ways at work.


THESE PEOPLE ARE PRESENT AT ALL LEVELS IN ORGANISATIONS


Most organisations have employees who have been doing a reasonable job on a limited range of tasks over a period of years. These people are present at all levels in organisations. They are particularly dangerous when employed at the highest levels and may even be referred to as ‘old fogeys’ because they can often seem to be the older staff. They may also seem quite happy to do the same job, to the same standard, year in and year out. However, this is not exclusively an issue with older workers.


Some of the most radical, progressive and inspiring people I have ever met, particularly those in leadership positions, have been in their 60’s, 70’s and 80’s. But then, in stark contrast, we come across younger team members who appear quite happy to do a limited range of duties in order to get home on time at the end of the day.


CAN’T CHANGE NOW TROUBLEWITH A CAPITAL ‘T’


This is fine all round if it fits in with what the employer wants from his/her people. However, if your people resist changes in work methods, or decline some new duties that are seen as important, then you have a little problem.


For some of these changes might be a legal requirement e.g. new Health and Safety legislation may require a change and if your people resist the law then you will have trouble with a capital ‘T’ - to complicate your little problem.


A great guy I know (in a supervisory position) told me that he recently tried to get one of his older staff members to change his ways because it was a legal requirement to do so and the response came ‘Don’t even ask me to do that - I can’t change now’. The person may even have taken the view that he would never be held accountable in court for dangerous or hazardous work practices if his supervisor would get someone else to perform those duties in future.


YOU MAY NEED TO LISTEN FOR EVERY HINT AND NUANCE


My first reaction, as someone who has had to regularly take on new work practices, was to suggest that he could actually do what the person wanted and get others to do that particular task.


However, this could lead to more and more tasks being done by others until eventually, the resistant guy was essentially on ‘light duties’. Now a consequence of going on lighter duties is a lighter pay packet.


I resisted saying ‘see what he thinks of that idea’ when it suddenly occurred to me that the worker might actually want to go on light duties and might even accept, if not welcome, a calculated pay cut.


16 Wind Energy NETWORK


Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36  |  Page 37  |  Page 38  |  Page 39  |  Page 40  |  Page 41  |  Page 42  |  Page 43  |  Page 44  |  Page 45  |  Page 46  |  Page 47  |  Page 48  |  Page 49  |  Page 50  |  Page 51  |  Page 52  |  Page 53  |  Page 54  |  Page 55  |  Page 56  |  Page 57  |  Page 58  |  Page 59  |  Page 60  |  Page 61  |  Page 62  |  Page 63  |  Page 64  |  Page 65  |  Page 66  |  Page 67  |  Page 68  |  Page 69  |  Page 70  |  Page 71  |  Page 72  |  Page 73  |  Page 74  |  Page 75  |  Page 76  |  Page 77  |  Page 78  |  Page 79  |  Page 80  |  Page 81  |  Page 82  |  Page 83  |  Page 84  |  Page 85  |  Page 86  |  Page 87  |  Page 88  |  Page 89  |  Page 90  |  Page 91  |  Page 92