DCI is giving away tools for the new Objective Focused People and Organizational Development System today.
You will get access to some resources that will help you identify improvement opportunities in your organization to transform your current Training Curriculum to an Objective Focused Organizational Development process, all within your current budgets.
Additionally, the first 8 people will have the opportunity to work with us to create your own Easily Implementable, Objective Focused, Total People and Organizational Development Plan.
And the first 50 people to visit the web resource site when it opens at 12pm (GMT +8) will get the newly released "Lessons from the Monkey King Video."
Go to [http://directivecommunication.com/revolution.php](http://directivecommunication.com/revolution.php)
If you find it useful or insightful, please do pass this link to others who can benefit.
From Indonesia, Denpasar
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24You will get access to some resources that will help you identify improvement opportunities in your organization to transform your current Training Curriculum to an Objective Focused Organizational Development process, all within your current budgets.
Additionally, the first 8 people will have the opportunity to work with us to create your own Easily Implementable, Objective Focused, Total People and Organizational Development Plan.
And the first 50 people to visit the web resource site when it opens at 12pm (GMT +8) will get the newly released "Lessons from the Monkey King Video."
Go to [http://directivecommunication.com/revolution.php](http://directivecommunication.com/revolution.php)
If you find it useful or insightful, please do pass this link to others who can benefit.
From Indonesia, Denpasar
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While I do agree this is a revolutionary concept and the benefits appear to be quite substantial, I must honestly comment that I do not believe it will be widely accepted. Most training managers or HR practitioners are quite set in their ways. They are doing the ad hoc training because it's easy. This concept would require the people in charge to get out of their comfort zones, and we all know how that works out.
Perhaps 5 to 8 years later, your concepts will be more accepted, but I do wish you luck.
From Indonesia, Denpasar
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Perhaps 5 to 8 years later, your concepts will be more accepted, but I do wish you luck.
From Indonesia, Denpasar
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Dear Marcieteo,
Please don't get me wrong, I am all for new advances. But understand I am a highly paid HR consultant, and seldom do I find managers that actually wish to create more work for themselves by delving into new territory. They almost always prefer to keep doing what they are doing and just look for an easier way to do it. Perhaps you are the exception, but I would like to see what happens at your meeting.
When I do projects, I am asked to solve problems. When my problem-solving solutions are outside of traditional methods, even if it is more cost-saving, I am usually asked for a different solution.
Sorry, but it is a fact that most people in HR are just not open to change, and unfortunately, most trainers perpetuate that mindset by delivering the same old content over and over.
RT
From Indonesia, Denpasar
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Please don't get me wrong, I am all for new advances. But understand I am a highly paid HR consultant, and seldom do I find managers that actually wish to create more work for themselves by delving into new territory. They almost always prefer to keep doing what they are doing and just look for an easier way to do it. Perhaps you are the exception, but I would like to see what happens at your meeting.
When I do projects, I am asked to solve problems. When my problem-solving solutions are outside of traditional methods, even if it is more cost-saving, I am usually asked for a different solution.
Sorry, but it is a fact that most people in HR are just not open to change, and unfortunately, most trainers perpetuate that mindset by delivering the same old content over and over.
RT
From Indonesia, Denpasar
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I'm with Marcieteo; the ideas are great, and if we really can do it within budget, I would be the first to make it happen. I believe most HR professionals take pride in their job and accomplishments. This actually seems easier to maintain, not harder. It's like a one-stop shop that gives you more value as a bundle. As long as they deliver, why should we go anywhere else.
From Indonesia
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From Indonesia
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Hi,
This is an excellent concept in training. We need to understand that any new concept would require some time to be accepted by people. Once the HR understands the concept and the process, they are able to see the benefits for the organization. They would then feel the time spent is worth it. Let's give them some time to absorb the concept.
Cheers.
From India, Bangalore
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This is an excellent concept in training. We need to understand that any new concept would require some time to be accepted by people. Once the HR understands the concept and the process, they are able to see the benefits for the organization. They would then feel the time spent is worth it. Let's give them some time to absorb the concept.
Cheers.
From India, Bangalore
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Thanks for all the comments. I can see you find the CCEE useful. Would appreciate some feedback on how easy the articles were to understand. Did the step-by-step DIY process help? Any other comments on how we can make the information more useful?
From Indonesia, Denpasar
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From Indonesia, Denpasar
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Dear Rutherford,
People resist change - that's common. And the challenge for a Training Manager is to break the resistance :-)
Please see my views on your response below in blue:
Please don't get me wrong, I am all for new advances. But understand I am a highly paid HR consultant, and seldom do I find managers that actually wish to create more work for themselves by delving into new territory.
Yes - the findings of your research are correct. Managers prefer being in the comfort zone and doing things the same way they want. But the research ends there, and what an HR consultant can offer as a niche area is "How to break the old customs and bring in simple, not complex, solutions to advance." If the solution offered is very complex - no one would want to adopt it. If the solution offered is not well explained - no one would be interested in listening to you.
They almost always prefer to keep doing what they are doing and just look for an easier way to do it. Perhaps you are the exception, but I would like to see what happens at your meeting.
The meeting here, I believe, is to convince them to break old concepts. How better would an HR consultant be if he is not able to request the team to do something different and convince that the solution would work? I mean, "why would the firm hire a consultant if all they want is to do things the same way?"
When I do projects, I am asked to solve problems. When my problem-solving solutions are outside traditional methods, even if they are more cost-saving, I am usually asked for a different solution.
Requesting a different solution does not mean going back to old ways. Maybe they are looking at something complex broken into simple pieces for anyone to understand and incorporate.
Sorry, but it is a fact that most people in HR are just not open to change, and unfortunately, most trainers perpetuate that mindset by delivering the same old content over and over.
Yes, it's a fact - but not with HR people. People in more technical roles think that such training is a waste of time. But changing their mindset is where the challenge lies.
RT
Thank you!
From India, Madras
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People resist change - that's common. And the challenge for a Training Manager is to break the resistance :-)
Please see my views on your response below in blue:
Please don't get me wrong, I am all for new advances. But understand I am a highly paid HR consultant, and seldom do I find managers that actually wish to create more work for themselves by delving into new territory.
Yes - the findings of your research are correct. Managers prefer being in the comfort zone and doing things the same way they want. But the research ends there, and what an HR consultant can offer as a niche area is "How to break the old customs and bring in simple, not complex, solutions to advance." If the solution offered is very complex - no one would want to adopt it. If the solution offered is not well explained - no one would be interested in listening to you.
They almost always prefer to keep doing what they are doing and just look for an easier way to do it. Perhaps you are the exception, but I would like to see what happens at your meeting.
The meeting here, I believe, is to convince them to break old concepts. How better would an HR consultant be if he is not able to request the team to do something different and convince that the solution would work? I mean, "why would the firm hire a consultant if all they want is to do things the same way?"
When I do projects, I am asked to solve problems. When my problem-solving solutions are outside traditional methods, even if they are more cost-saving, I am usually asked for a different solution.
Requesting a different solution does not mean going back to old ways. Maybe they are looking at something complex broken into simple pieces for anyone to understand and incorporate.
Sorry, but it is a fact that most people in HR are just not open to change, and unfortunately, most trainers perpetuate that mindset by delivering the same old content over and over.
Yes, it's a fact - but not with HR people. People in more technical roles think that such training is a waste of time. But changing their mindset is where the challenge lies.
RT
Thank you!
From India, Madras
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The test was good, and the results were accurate. However, I feel you could check the following:
- Question No. 3 - you have given an option "other." How would you decide if the OTHER would be positive or negative?
- Question 7, 7a, and 7b could be asked randomly because there may be a tendency to choose options according to the previous response.
- Question No. 15:
Which emotions best describe what you feel most often at work? Rank 3 that apply: 1 being the most and 3 being the least
There is no option to choose the number-wise grading 1 / 2 / 3!!
At the end, please do a spell check so that a few words could be re-checked for any typos.
From India, Madras
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- Question No. 3 - you have given an option "other." How would you decide if the OTHER would be positive or negative?
- Question 7, 7a, and 7b could be asked randomly because there may be a tendency to choose options according to the previous response.
- Question No. 15:
Which emotions best describe what you feel most often at work? Rank 3 that apply: 1 being the most and 3 being the least
There is no option to choose the number-wise grading 1 / 2 / 3!!
At the end, please do a spell check so that a few words could be re-checked for any typos.
From India, Madras
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Dear Rutherford,
I agree with your candid observations, especially about HR and trainers. It's like experience speaking for itself. All the cynicism is well-founded. I've experienced it myself. But one should not rest contented in one's comfort zone again. We must resist this "resistance to change" as hard as possible.
Regarding the materials referenced in the post, I downloaded and examined them. I am not impressed. Greater initiatives have been taken in the past. Renaming "Personnel management" as "Human Resource Management" was to signal a paradigm shift; the evolution of "Strategic HRM" was another step in that direction. What happened? After all, we are dealing with humans. 😄
Best wishes as a fellow HR professional.
From India, Delhi
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I agree with your candid observations, especially about HR and trainers. It's like experience speaking for itself. All the cynicism is well-founded. I've experienced it myself. But one should not rest contented in one's comfort zone again. We must resist this "resistance to change" as hard as possible.
Regarding the materials referenced in the post, I downloaded and examined them. I am not impressed. Greater initiatives have been taken in the past. Renaming "Personnel management" as "Human Resource Management" was to signal a paradigm shift; the evolution of "Strategic HRM" was another step in that direction. What happened? After all, we are dealing with humans. 😄
Best wishes as a fellow HR professional.
From India, Delhi
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I do appreciate the comments from Asha and Raj.
I have been following the work of Directive Communication ever since they did some rather unbelievable work with the Emirates group in 2007. I honestly didn't believe the effects were sustainable, but was proved wrong after revisiting the effects in late 2008 (a 28% increase in organizational effectiveness over the initial commencement in an extreme multi-cultural environment). Although I do not believe that particular initiative was cheap.
I personally deal in the more technical components of HR like performance measurement and performance management. In my own practice, I simply find it frustrating that there are real solutions, this being one, that people don't even take the time to understand. Perhaps I am using this blog to vent.
But that's not the point. What is the point is, what is the real role of HR or Training managers? Is it paint by the numbers? Or is it to improve on what currently exists? If the decision-makers choose to just maintain mediocrity, then anybody can do HR if they can read a manual.
Asha, I must say I find your "too simple, too complex" antidote spot on, and amusing in a rhetorical way.
I should stop now before I get pissed off again.
From Indonesia, Denpasar
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I have been following the work of Directive Communication ever since they did some rather unbelievable work with the Emirates group in 2007. I honestly didn't believe the effects were sustainable, but was proved wrong after revisiting the effects in late 2008 (a 28% increase in organizational effectiveness over the initial commencement in an extreme multi-cultural environment). Although I do not believe that particular initiative was cheap.
I personally deal in the more technical components of HR like performance measurement and performance management. In my own practice, I simply find it frustrating that there are real solutions, this being one, that people don't even take the time to understand. Perhaps I am using this blog to vent.
But that's not the point. What is the point is, what is the real role of HR or Training managers? Is it paint by the numbers? Or is it to improve on what currently exists? If the decision-makers choose to just maintain mediocrity, then anybody can do HR if they can read a manual.
Asha, I must say I find your "too simple, too complex" antidote spot on, and amusing in a rhetorical way.
I should stop now before I get pissed off again.
From Indonesia, Denpasar
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Dear Rutherford,
Performance measurement and Performance Management are core HR areas. That is the basic purpose of HR's existence. Everything from recruitment to the end will be covered with an objective outlook if we concentrate on "Performance Measurement and Management."
It is definitely not an easy task to convince people who have been so used to "old concepts" that can actually be improved. Despite the efforts we take to implement it, people prove us wrong just by not being open to change. And we tend to think that "hey, I should not have tried this."
"Pissed off" is the word I hear a couple of people use before they come up with the most creative solution. It has also been the word I heard from many people before they completely give up their hopes. I am sure you belong to the first one ;-)
I am surprised that you have so much to talk about me just because of one posting! ;-) Well, I am glad that you felt to put an end to it before you could be pissed off! Thanks for sparing me.
From India, Madras
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Performance measurement and Performance Management are core HR areas. That is the basic purpose of HR's existence. Everything from recruitment to the end will be covered with an objective outlook if we concentrate on "Performance Measurement and Management."
It is definitely not an easy task to convince people who have been so used to "old concepts" that can actually be improved. Despite the efforts we take to implement it, people prove us wrong just by not being open to change. And we tend to think that "hey, I should not have tried this."
"Pissed off" is the word I hear a couple of people use before they come up with the most creative solution. It has also been the word I heard from many people before they completely give up their hopes. I am sure you belong to the first one ;-)
I am surprised that you have so much to talk about me just because of one posting! ;-) Well, I am glad that you felt to put an end to it before you could be pissed off! Thanks for sparing me.
From India, Madras
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Hi Asha Mathew,
Thank you for your feedback and for your otherwise comments.
Rutherford,
We are grateful for your passion. It is people like you who make the biggest differences in the world.
Palacharla,
Are you a DC Psychology Certified Trainer/Consultant, or a client?
Svsankar,
Do let us know if you need some more information.
Raj,
We look forward to impressing you in the future. Meanwhile, we agree that the human psychology factor is the key.
From Indonesia, Jakarta
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Thank you for your feedback and for your otherwise comments.
Rutherford,
We are grateful for your passion. It is people like you who make the biggest differences in the world.
Palacharla,
Are you a DC Psychology Certified Trainer/Consultant, or a client?
Svsankar,
Do let us know if you need some more information.
Raj,
We look forward to impressing you in the future. Meanwhile, we agree that the human psychology factor is the key.
From Indonesia, Jakarta
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I appreciate the ideas and discussion. Just an update (Rutherford, you may be surprised), we received 7 invitations to submit proposals today. Our licensed Trainers in Singapore and Malaysia will be handling them. Additionally, 2 people have signed up for the program in Bali.
Marcie, I heard you made a presentation today. How did it go?
From Indonesia, Denpasar
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Marcie, I heard you made a presentation today. How did it go?
From Indonesia, Denpasar
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Had a chance to explain to my manager yesterday. It was the videos that made the difference.
If other service providers laid out their ideas so clearly in a visual format, our lives would be so much easier.
From Indonesia
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If other service providers laid out their ideas so clearly in a visual format, our lives would be so much easier.
From Indonesia
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I agree the videos assist in the explanation. How did you management accept the concept???
From Indonesia, Denpasar
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From Indonesia, Denpasar
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Here is the update from my presentation. "We need to study this further," and they did not seem nearly as enthusiastic as I was. Maybe you're right, Rutherford :( Is progress really so difficult to start?
From Indonesia, Jakarta
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From Indonesia, Jakarta
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Hey marcieteo, Don’t get disheartened man. Your work stands on firm, sound footings. Keep working on it. Regards.
From India, Delhi
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From India, Delhi
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Role of Change Agent in Organizational Development & Change.doc