Dear HR,
I have been plagued by this question for quite some time: How do I change mindsets in senior employees in the organization, especially those who have been there for more than 5 years and who are reluctant to change their way of working? They are also reluctant to accept new concepts and ways to do things.
Please let me know your suggestions.
Regards,
Praveen
From India
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14I have been plagued by this question for quite some time: How do I change mindsets in senior employees in the organization, especially those who have been there for more than 5 years and who are reluctant to change their way of working? They are also reluctant to accept new concepts and ways to do things.
Please let me know your suggestions.
Regards,
Praveen
From India
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The best way is to go in their way, find out the loopholes, and then make them realize that they are wrong. At that particular time, we can present our ideas, which are more effective. Definitely, they will change. This is how many conservative people in various industries operate.
VKR
From India, Hyderabad
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VKR
From India, Hyderabad
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Dear Praveen,
I maintain distance from even the pettiest politicians. The other day, one of my schoolmates rang me (he had come from Orissa). This is after some 20 years. He is a politician. He told me that now he is in such and such a party. Then I asked him, "To which party did you belong when you were chairman?" He told me the name of the opposite party. So I told him - to me, all politicians belong to one party.
In life, I have voted only once, that is at the age of 37. Now, officially I am going to be 60. But today my thread "Sabotaging in citehr" was removed by CHR on the plea that it was political. So I went on laughing within myself. Meaning thereby, why are you so serious about the mindset of your boss? If he does not change, then laugh and laugh. Laughter is the best medicine! 100 laughs a day keep doctors away.
Regards
From India, Delhi
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I maintain distance from even the pettiest politicians. The other day, one of my schoolmates rang me (he had come from Orissa). This is after some 20 years. He is a politician. He told me that now he is in such and such a party. Then I asked him, "To which party did you belong when you were chairman?" He told me the name of the opposite party. So I told him - to me, all politicians belong to one party.
In life, I have voted only once, that is at the age of 37. Now, officially I am going to be 60. But today my thread "Sabotaging in citehr" was removed by CHR on the plea that it was political. So I went on laughing within myself. Meaning thereby, why are you so serious about the mindset of your boss? If he does not change, then laugh and laugh. Laughter is the best medicine! 100 laughs a day keep doctors away.
Regards
From India, Delhi
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Thank you very much for the advice, Doctor. However, in today's professional environment, laughing, talking, giggling, and murmuring in front of senior people is highly prohibited. There are cases in my career where people have been sacked from the company because of that.
VKR
From India, Hyderabad
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VKR
From India, Hyderabad
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Dear VKR,
Thank you very much for the advice, Doctor. However, in today's professional environment, laughing, talking, giggling, and murmuring in front of senior people is highly prohibited. There have been cases in my career where people have been sacked from the company because of that.
I did not say to laugh before the seniors. Laugh elsewhere. Our Zero Pathology Ganga brothers laugh enough for about two hours in the park. I am not laughing before CHR. I am laughing with myself. Please be appropriate.
Regards
From India, Delhi
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Thank you very much for the advice, Doctor. However, in today's professional environment, laughing, talking, giggling, and murmuring in front of senior people is highly prohibited. There have been cases in my career where people have been sacked from the company because of that.
I did not say to laugh before the seniors. Laugh elsewhere. Our Zero Pathology Ganga brothers laugh enough for about two hours in the park. I am not laughing before CHR. I am laughing with myself. Please be appropriate.
Regards
From India, Delhi
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Thank you all for your inputs. Dr. I dont want to change the mindset of my boss but my peers all the other managers in the company. Any Suggestions? Regards Praveen
From India
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From India
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I have already replied dear: "Who can change whom? The boss thinks in the same way? regards" No body can change the world. Accept it as it is and learn to live/survive in it. regards
From India, Delhi
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From India, Delhi
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Dr.
I dare to disagree with you. I am of the belief that with the proper tools, you can, to a certain extent, change the way others think, at least in respect to the work environment. If we go by the philosophy that we cannot change others, or to put it correctly, make others accept changes, then we cannot grow to be successful leaders of the future.
Regards,
Praveen
From India
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I dare to disagree with you. I am of the belief that with the proper tools, you can, to a certain extent, change the way others think, at least in respect to the work environment. If we go by the philosophy that we cannot change others, or to put it correctly, make others accept changes, then we cannot grow to be successful leaders of the future.
Regards,
Praveen
From India
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Dear Praveen,
I agree with you that people can be changed, yes. You and I have changed over the years. We are not the same as we were five years back. There is an interesting Chinese saying that it is not the same river that flows across - it is a different river every second. If life is like a flowing river, then we are different every moment that passes because we have added one more moment of experience to our life, our memory, our personality.
Well, coming back to your initial query regarding changing people, I should say it is a highly complex task due to our own inherent resistance to change or 'homeostasis'. People cannot be changed using a magic wand or mantra but through the systematic application of behavioral processes. This is one of the core functions of OD (Organization Development), and the various OD interventions, as they are called, supplement these efforts. Sensitivity Training is one such intervention.
Regards,
Rajeev.V
From India
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I agree with you that people can be changed, yes. You and I have changed over the years. We are not the same as we were five years back. There is an interesting Chinese saying that it is not the same river that flows across - it is a different river every second. If life is like a flowing river, then we are different every moment that passes because we have added one more moment of experience to our life, our memory, our personality.
Well, coming back to your initial query regarding changing people, I should say it is a highly complex task due to our own inherent resistance to change or 'homeostasis'. People cannot be changed using a magic wand or mantra but through the systematic application of behavioral processes. This is one of the core functions of OD (Organization Development), and the various OD interventions, as they are called, supplement these efforts. Sensitivity Training is one such intervention.
Regards,
Rajeev.V
From India
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Hi Praveen,
I happened to see your post about changing the mindset of senior employees. I have also faced and am facing the same problem. It is better to align with their way of thinking to get the work done as per our requirements. Our ultimate goal is to accomplish the tasks. Simultaneously, step by step, we can introduce our methods of working to them without their direct knowledge. For instance, we can suggest, "Why don't you try this approach?" and help them find what works best for them.
Regards,
Umesh
From India, Bangalore
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I happened to see your post about changing the mindset of senior employees. I have also faced and am facing the same problem. It is better to align with their way of thinking to get the work done as per our requirements. Our ultimate goal is to accomplish the tasks. Simultaneously, step by step, we can introduce our methods of working to them without their direct knowledge. For instance, we can suggest, "Why don't you try this approach?" and help them find what works best for them.
Regards,
Umesh
From India, Bangalore
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Dear Rajeev,
I agree with you that people can be changed. You and I have changed over the years. We are not the same as we were five years back. There is an interesting Chinese saying that it is not the same river that flows across - it is a different river every second. If life is like a flowing river, then we are different every moment that passes because we have added one more moment of experience to our life, our memory, our personality.
Coming back to your initial query regarding changing people, I should say it is a highly complex task, due to our inherent resistance to change or 'homeostasis'. People cannot be changed using a magic wand or mantra, but through the systematic application of behavioral processes. This is one of the core functions of OD (Organisation Development), and the various OD interventions, as they are called, supplement these efforts. Sensitivity Training is one such intervention.
Regards,
Praveen
Dear Rajeev,
What Praveen says and what you say are entirely two different things. I agree with you, but I cannot help him more than what I have already said. What you say is that change is inevitable no matter whether we wish or not. This is a natural law. Again, nobody can change this law of change. This happens spontaneously. Praveen is talking about a change by a plan and design by someone else.
Regards,
From India, Delhi
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I agree with you that people can be changed. You and I have changed over the years. We are not the same as we were five years back. There is an interesting Chinese saying that it is not the same river that flows across - it is a different river every second. If life is like a flowing river, then we are different every moment that passes because we have added one more moment of experience to our life, our memory, our personality.
Coming back to your initial query regarding changing people, I should say it is a highly complex task, due to our inherent resistance to change or 'homeostasis'. People cannot be changed using a magic wand or mantra, but through the systematic application of behavioral processes. This is one of the core functions of OD (Organisation Development), and the various OD interventions, as they are called, supplement these efforts. Sensitivity Training is one such intervention.
Regards,
Praveen
Dear Rajeev,
What Praveen says and what you say are entirely two different things. I agree with you, but I cannot help him more than what I have already said. What you say is that change is inevitable no matter whether we wish or not. This is a natural law. Again, nobody can change this law of change. This happens spontaneously. Praveen is talking about a change by a plan and design by someone else.
Regards,
From India, Delhi
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Dear Praveen,
I dare to disagree with you. I am of the belief that with the proper tools, you can, to a certain extent, change the way others think, at least in respect to the work environment. If we go by the philosophy that we cannot change others, or to put it in a correct way, make others accept changes, then we cannot grow to be successful leaders of the future.
Regards,
Praveen
Dear Praveen,
It is interesting that your apparent disagreement is in agreement with me. I mentioned that you want to change your boss, and your boss wants to change you. Who can change whom? You initiated this thread as a subordinate self. But in this post, your boss-self is speaking. Right?
Regards
From India, Delhi
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I dare to disagree with you. I am of the belief that with the proper tools, you can, to a certain extent, change the way others think, at least in respect to the work environment. If we go by the philosophy that we cannot change others, or to put it in a correct way, make others accept changes, then we cannot grow to be successful leaders of the future.
Regards,
Praveen
Dear Praveen,
It is interesting that your apparent disagreement is in agreement with me. I mentioned that you want to change your boss, and your boss wants to change you. Who can change whom? You initiated this thread as a subordinate self. But in this post, your boss-self is speaking. Right?
Regards
From India, Delhi
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Hi Praveen,
I was just following the views of everybody on your posting. It is interesting. I agree and also disagree with Dr. Jogeshwar! Firstly, who are you to change the mindset of others, especially your senior employees? Do you think that you have the right mindset? In their view, your mindset is not alright! They are thinking about how to change the mindset of the juniors!! Is it not?
Secondly, changing the mindset of the seniors is not all that easy. You have to lose something to gain something, right! You only have to play with their ego! First, be bold and accommodative to accept their mindset. That will satisfy their ego! Then play your cards carefully so that they have no option but to change their mindset! They will because their ego is already satisfied!
-Srinaren
From India, Bangalore
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I was just following the views of everybody on your posting. It is interesting. I agree and also disagree with Dr. Jogeshwar! Firstly, who are you to change the mindset of others, especially your senior employees? Do you think that you have the right mindset? In their view, your mindset is not alright! They are thinking about how to change the mindset of the juniors!! Is it not?
Secondly, changing the mindset of the seniors is not all that easy. You have to lose something to gain something, right! You only have to play with their ego! First, be bold and accommodative to accept their mindset. That will satisfy their ego! Then play your cards carefully so that they have no option but to change their mindset! They will because their ego is already satisfied!
-Srinaren
From India, Bangalore
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It is better to go your way and get the work done as per our requirements. Our ultimate concern is to get the work done. Meanwhile, step by step, we can implement our way of working to them without their direct knowledge. For example, we can suggest, "Why don't you try this way."
Umesh, your comment is fine and practical. However, my friend, how will you get your work done if you let them remain as they are? Let's consider an example: some senior managers disagree with the format of employee appraisals and refuse to participate in filling them out for junior employees. How will you get your work done? This is just one example of a mindset shift. Yes, we are discussing changing mindsets.
Regards,
Praveen
From India
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Umesh, your comment is fine and practical. However, my friend, how will you get your work done if you let them remain as they are? Let's consider an example: some senior managers disagree with the format of employee appraisals and refuse to participate in filling them out for junior employees. How will you get your work done? This is just one example of a mindset shift. Yes, we are discussing changing mindsets.
Regards,
Praveen
From India
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Hi Praveen,
I was just following the views of everybody regarding your post. It is interesting. I both agree and disagree with Dr. Jogeshwar! Firstly, who are you to change the mindset of your senior employees? Do you think that you have the right mindset? In their view, your mindset is not right! They are considering how to change the mindset of the juniors!! Is it not? Then, secondly, changing the mindset of the seniors is not that easy. You have to lose something to gain something, right! You only have to play with their ego! First, be bold, be accommodative to accept their mindset. That will satisfy their ego! Then play your cards carefully so that they have no option but to change their mindset! They will because their ego is already satisfied! -Srinaren
You are absolutely right in your observation, Srinaren. Other managers try to get everyone else to follow their methodology of working, leading to a clash of egos.
Your second point clearly implies that organizational politics stem from these factors. When we try to change someone, it involves a certain amount of manipulation, which I can term as Inter-Organizational Politics.
There seems to be no respite to this, and no organization, big or small, can escape this.
From my observation, I have understood that if you stick to your principles and ensure they are in place even with one small team, then in the long run, people do get to see the benefits of your work and come around to join you in your thinking.
I started this thread to explore better ways to handle these kinds of situations, which I am sure every organization is facing.
Your feedback is very important; please do let me know.
Regards,
Praveen
From India
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I was just following the views of everybody regarding your post. It is interesting. I both agree and disagree with Dr. Jogeshwar! Firstly, who are you to change the mindset of your senior employees? Do you think that you have the right mindset? In their view, your mindset is not right! They are considering how to change the mindset of the juniors!! Is it not? Then, secondly, changing the mindset of the seniors is not that easy. You have to lose something to gain something, right! You only have to play with their ego! First, be bold, be accommodative to accept their mindset. That will satisfy their ego! Then play your cards carefully so that they have no option but to change their mindset! They will because their ego is already satisfied! -Srinaren
You are absolutely right in your observation, Srinaren. Other managers try to get everyone else to follow their methodology of working, leading to a clash of egos.
Your second point clearly implies that organizational politics stem from these factors. When we try to change someone, it involves a certain amount of manipulation, which I can term as Inter-Organizational Politics.
There seems to be no respite to this, and no organization, big or small, can escape this.
From my observation, I have understood that if you stick to your principles and ensure they are in place even with one small team, then in the long run, people do get to see the benefits of your work and come around to join you in your thinking.
I started this thread to explore better ways to handle these kinds of situations, which I am sure every organization is facing.
Your feedback is very important; please do let me know.
Regards,
Praveen
From India
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I started this thread to explore better ways to handle these kinds of situations, which I am sure every organization is facing. Your feedback is very important; please do let me know.
Regards,
Praveen
Yes, now the focus of discussion has changed. It is now a search for harmony. Right?
Regards
From India, Delhi
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Regards,
Praveen
Yes, now the focus of discussion has changed. It is now a search for harmony. Right?
Regards
From India, Delhi
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Hi Praveen,
Srinaren,
You are absolutely right in your observation. Other managers try to get everyone else to follow their methodology of working. This leads to a clash of egos for all.
Your second point clearly states between the lines, Organizational Politics is due to these factors. When we try to change someone, it involves a certain amount of manipulation, which if I can term it, to be called Inter-Organizational Politics.
There seems to be no respite to this, and no Organization, either big or small, can escape this.
But I have, in my observation, understood that if you stick to your principles and make sure they are in place even with one small team, then in the long run, people do get to see the benefits of your work and come around to join you in your thinking.
I started this thread to explore better ways to handle these kinds of situations, which I am sure every Organization is facing.
Your feedback is very important; please do let me know.
Regards,
Praveen
You are right in saying that every organization is facing similar situations. There will definitely be two or more mindsets at work in a place of action. But let us accept one thing - whose mindset is good for the organization? Do you know? If you say, how to change the mindset of seniors, in not accepting something new by them has some valid reason. Being a senior person, his mindset is built upon so many factors including his age, experience, situations (both winning and losing), background, education, wisdom, etc. These people will always bank on their experience. But one thing they should understand, or rather we have to make them understand, is that they were right during those situations and the situations today demand something more. We have to take the initiative to make them understand by making some small changes in one's mindset, what good things can be achieved. But remember, you should never hurt their ego!
For a person who wants to change or attempts to change the mindset of others, should remember that he should always have a lot of patience, be clear in what he is talking about, have convincing ability rather than confronting, wisdom.
I agree with you, that you can have a small group with a changed mindset, work, and demonstrate to the seniors that by changing one's mindset, things will change for the better of the organization.
I am of the opinion, there should be brainstorming sessions organized and make everybody present their views and once your plan of changing the mindset garners the majority, you are halfway to winning the battle.
Cheers,
Srinaren
From India, Bangalore
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Srinaren,
You are absolutely right in your observation. Other managers try to get everyone else to follow their methodology of working. This leads to a clash of egos for all.
Your second point clearly states between the lines, Organizational Politics is due to these factors. When we try to change someone, it involves a certain amount of manipulation, which if I can term it, to be called Inter-Organizational Politics.
There seems to be no respite to this, and no Organization, either big or small, can escape this.
But I have, in my observation, understood that if you stick to your principles and make sure they are in place even with one small team, then in the long run, people do get to see the benefits of your work and come around to join you in your thinking.
I started this thread to explore better ways to handle these kinds of situations, which I am sure every Organization is facing.
Your feedback is very important; please do let me know.
Regards,
Praveen
You are right in saying that every organization is facing similar situations. There will definitely be two or more mindsets at work in a place of action. But let us accept one thing - whose mindset is good for the organization? Do you know? If you say, how to change the mindset of seniors, in not accepting something new by them has some valid reason. Being a senior person, his mindset is built upon so many factors including his age, experience, situations (both winning and losing), background, education, wisdom, etc. These people will always bank on their experience. But one thing they should understand, or rather we have to make them understand, is that they were right during those situations and the situations today demand something more. We have to take the initiative to make them understand by making some small changes in one's mindset, what good things can be achieved. But remember, you should never hurt their ego!
For a person who wants to change or attempts to change the mindset of others, should remember that he should always have a lot of patience, be clear in what he is talking about, have convincing ability rather than confronting, wisdom.
I agree with you, that you can have a small group with a changed mindset, work, and demonstrate to the seniors that by changing one's mindset, things will change for the better of the organization.
I am of the opinion, there should be brainstorming sessions organized and make everybody present their views and once your plan of changing the mindset garners the majority, you are halfway to winning the battle.
Cheers,
Srinaren
From India, Bangalore
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"For a person who wants to change or attempts to change the mindset of others, they should remember that they should always have a lot of patience, be clear in what they are talking about, have convincing ability rather than being confrontational, and possess wisdom.
I think that person is to assume the nucleus position in the process of change - from disharmony to harmony around them.
Regards"
From India, Delhi
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I think that person is to assume the nucleus position in the process of change - from disharmony to harmony around them.
Regards"
From India, Delhi
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Dear Praveen,
I also encountered a similar situation to what you faced regarding the format of the appraisal. Some senior managers mentioned that certain aspects of this format are not acceptable as they may only be applicable to the IT industry. They also suggested that self-appraisal should not be done. I explained to them the necessity of self-appraisal and asked for their suggestions on the points they were objecting to. Naturally, they might not be able to provide any. Consequently, they will have to accept our format. In the event that they attempt to offer suggestions, if it is deemed acceptable, we can incorporate their views as well. This will ensure their satisfaction and the completion of our work. One of them mentioned their ego, stating that once it is satisfied, they will align themselves with our requirements.
Accept them as they are and assign the work accordingly, as they have more experience due to their seniority. Then propose changes by suggesting, "Why don't you try this approach as well, as it may be easier?" If they find it suitable, they can choose to follow this method or stick with the old one. Naturally, they will try and adapt.
Regards,
Umesh
From India, Bangalore
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I also encountered a similar situation to what you faced regarding the format of the appraisal. Some senior managers mentioned that certain aspects of this format are not acceptable as they may only be applicable to the IT industry. They also suggested that self-appraisal should not be done. I explained to them the necessity of self-appraisal and asked for their suggestions on the points they were objecting to. Naturally, they might not be able to provide any. Consequently, they will have to accept our format. In the event that they attempt to offer suggestions, if it is deemed acceptable, we can incorporate their views as well. This will ensure their satisfaction and the completion of our work. One of them mentioned their ego, stating that once it is satisfied, they will align themselves with our requirements.
Accept them as they are and assign the work accordingly, as they have more experience due to their seniority. Then propose changes by suggesting, "Why don't you try this approach as well, as it may be easier?" If they find it suitable, they can choose to follow this method or stick with the old one. Naturally, they will try and adapt.
Regards,
Umesh
From India, Bangalore
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It is good that more and more "mindset" harmony is being recognized as a general issue rather than specific to Praveen. Please keep in mind that you are a boss as well as a subordinate. Let us find out the best way forward.
Regards
From India, Delhi
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Regards
From India, Delhi
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This thread begins with seeking ways and means to change the mindset of the seniors. Several proposals came up. Some are ideas but not feasible. I have proposed harmony to serve the purpose. I think it is incomprehensive to the group.
However, those who are believers in changing mindset may like to go through the thread "Job-based horoscope". My last remark is - logic or no logic, no one wants to be dispossessed of their belief.
Regards
From India, Delhi
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However, those who are believers in changing mindset may like to go through the thread "Job-based horoscope". My last remark is - logic or no logic, no one wants to be dispossessed of their belief.
Regards
From India, Delhi
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Dr.
Your mentioning of Harmony seems interesting to achieve the changes required. Do you have any typical real-life situations to achieve this? It would help me to better understand this concept.
Regards,
Praveen
From India
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Your mentioning of Harmony seems interesting to achieve the changes required. Do you have any typical real-life situations to achieve this? It would help me to better understand this concept.
Regards,
Praveen
From India
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Accept them as they are and give the work as it is; they know better than others because of their seniority. Then suggest the change, saying, "Why don't you try this also, as it may be easy?" If it is comfortable for you, then you can follow this method or continue the old method. Naturally, they try to change themselves.
It is a good suggestion, Umesh. Maybe this will work out, but as all of us have previously mentioned, it will be difficult to change things fast. Like Srinaren mentioned, we need to have a lot of patience and perseverance to achieve this.
Regards,
Praveen
From India
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It is a good suggestion, Umesh. Maybe this will work out, but as all of us have previously mentioned, it will be difficult to change things fast. Like Srinaren mentioned, we need to have a lot of patience and perseverance to achieve this.
Regards,
Praveen
From India
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To my course participants (who happen to be very big guns), the first concept I introduce is: Change is inevitable no matter whether we wish or not. So why not towards better? Then the whole 10-day program revolves around change from within and harmony within and without. Regards
From India, Delhi
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From India, Delhi
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Hi All,
"Change according to the Changes, otherwise the Changes will Change you".
It is an insignificant topic, as it is common, solvable, or unsolvable in every organization. It makes no difference.
Every hour, human beings tend to change.
I really disagree with Dr. that changes are not possible. Change is possible in every human being.
From the infancy stage till old age, people change at each and every stage.
So, it is concluded that people tend to change.
Factors for changes are many.
Anybody can change anyone provided time.
Exceptions are also there, where expected changes in them may be 10%. Even 1% is considered a change.
It cannot be agreed that a person has 0% change attitude.
"When animals change, why not human beings".
Change management is a tool used in every organization to achieve their predetermined goals. Resistance to change is common but it should be tackled meticulously.
Changing Superiors:
This seems to be a herculean task to many, but it is a child's play. All that you need to do is to put your efforts by contracting and expanding the time limit, patience limit, endurance limit, and hope, whenever required.
Many times situations are the best teachers. They teach us a better lesson.
Thank you.
M. Felix. C.
From India, Bangalore
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"Change according to the Changes, otherwise the Changes will Change you".
It is an insignificant topic, as it is common, solvable, or unsolvable in every organization. It makes no difference.
Every hour, human beings tend to change.
I really disagree with Dr. that changes are not possible. Change is possible in every human being.
From the infancy stage till old age, people change at each and every stage.
So, it is concluded that people tend to change.
Factors for changes are many.
Anybody can change anyone provided time.
Exceptions are also there, where expected changes in them may be 10%. Even 1% is considered a change.
It cannot be agreed that a person has 0% change attitude.
"When animals change, why not human beings".
Change management is a tool used in every organization to achieve their predetermined goals. Resistance to change is common but it should be tackled meticulously.
Changing Superiors:
This seems to be a herculean task to many, but it is a child's play. All that you need to do is to put your efforts by contracting and expanding the time limit, patience limit, endurance limit, and hope, whenever required.
Many times situations are the best teachers. They teach us a better lesson.
Thank you.
M. Felix. C.
From India, Bangalore
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Five Ways To ... Toughen up Employees to Handle Change Management Crises at Workplace.pdf
Pf name & dob change letter format.doc