If you want to change (something) you will have to search first for constructions. A construction is something that is fixed, lasting and constant. A building is an example of such a construction. But there are more examples. The structure of your organization is also fixed. Then there is the juridical form of the company and most of all, but less visible are the contracts. If you would categorize the constructions in order of hardness the structure of the organization is softer than a (employee) contract. Under normal circumstances you are not aware of this, but it becomes clear with reorganizations and when you have to deal with resignations. When preparing for a change you should examine these constructions in order to find out where there is space to increase flexibility. You should ask what constructions can be modified or even torn down. With the constructions you will find the real information. It is like the DNA of our body. The real characteristics show up when you observe only the constructions. Much of the style depends on this form. You can ask the employees in a factory to be more client oriented, but their main focus remains to produce. It is in the characteristic. Changes against these characteristic will never survive. When this is clear and accepted you can use the next question. What should we change? And why? 2006 Hans Bool |
