Undoubtedly, it is the lazy nature of people and the natural attribute of being willing to follow the old calendar that consciously or unconsciously hinders us from modifying and improving rules and regulations. Once the cause is identified, there is a solution to the problem. The following is a summary of my experience in operating a business.
Unofficially raise a topic to prepare for institutional changes. Since people are accustomed to working in an environment constrained by the original rules and regulations, when the existing rules and regulations constrain the development of the enterprise and need to be changed, the introduction of the new system should not be a sudden attack, but should be gradual, seize the opportunity to bring up the topic, and discuss it lightly in a few sentences. At this point, thoughtful individuals will ponder the meaning of this sentence and continue to search for the root cause of the leader's need to modify rules and regulations. Sometimes, these employees, in order to demonstrate their foresight and wisdom, will privately discuss and discuss the meaning of the leader's speech among close colleagues, and even engage in tit for tat debates on this issue. In fact, there are always a few intelligent employees with intentions within any enterprise (even if not, the enterprise organization will still create them, which is the result of the joint action of the enterprise organization and human attributes). Their process of doing so is equivalent to doing ideological mobilization work for the leader. They not only tried to persuade themselves, but also convinced the people around them to adapt to the upcoming new system. So, experienced leaders, when they want to modify and supplement systems, often informally bring up topics in front of these thoughtful and intelligent subordinates, guide everyone to discuss a few words, and then move on to other topics. After repeating this process two or three times, the preheating process is basically completed.
How to introduce a new system?
Promote democracy, let everyone discuss and engage in debate. After the topic is raised and the preheating process is completed, it should be promptly included as one of the many topics in a certain range of member meetings, allowing attendees to participate widely in the discussion. Leaders can act as meeting hosts to formally address issues, or arrange for one person to make a statement in advance. They can then guide and not show any signs of coercion, expressing both positive and negative opinions on the system to be modified and improved. They can dialectically view and analyze the issues to be modified, and then allow attendees to fully engage in democratic discussions. Once everyone has finished discussing, let's summarize and make a speech.
The process of democratic discourse has three functions:
Before a formal decision is made to launch the system, let everyone discuss and discover that due to the perspective, knowledge, information asymmetry, and other reasons of individual leaders, they have not fully considered this issue, so that good opinions can be absorbed when formulating the system. This is called brainstorming, reflecting the democratic nature of formulating the system, and establishing a leadership democratic style.
Based on the discussions of the attendees, targeted discussions and analyses can be conducted, and sometimes these discussions and analyses may be carried out among the attendees. In this process, as a leader, one can promptly identify new problems, identify the underlying motivations of those who agree and those who disagree. This way, in the implementation process after the system is launched, targeted and focused operations can be strengthened, reducing blind spots and blind spots in the implementation process of the system;
Encouraging everyone to participate in the discussion process of the system is also a process of propaganda and implementation. During the process of discussion, discussion, and dispute, everyone has a deeper understanding and understanding of the system. Even those who hold opposing opinions will consciously and unconsciously accept the opinions of other parties in the debate, and then understand the necessity and importance of modifying the system. Even if they do not agree on the spot, they will listen to the opinions of all parties and engage in empathy, After further digestion and identification with the new system, at least one will not believe that their own views are correct. Those who hold opposing views, after repeated thinking, at least believe that modifying the system makes sense. Therefore, they will not blindly resist in the process of implementing the system in the future.
Without such a democratic process, the sudden introduction of a new system can easily lead to a wave of opposition due to factors such as individual perspectives, differences in ideas, levels of literacy, and urgency of character, as well as possible deviations and loopholes in the system itself. As a result, when the system is just launched, it becomes practically stalled, and the benefits cannot be discussed.
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