Ikusa Otome Suvia Review

Cambiamento, questo sconosciuto.

I appeal to those in change is the main gear, he or she who must manage the new organization soon. Change is not consensus.

know how to react to your resources? Or rather, as the announcement of a coming change will react? Well avremmanno suffered a myriad of concerns that are generally of an informative nature to which you add questions like: What is this change? Why is it necessary? What is wrong with the current way of working? How and by when the organization needs to change? What role does cover you? I will be at risk?

Note, if there is a change taking place, there must have been decidedly ahead of the assessments on the current status quo that gave a poor outcome in some way and led to this new reality. But this is not the argument I want to be treated.

return to us ... Let's react, "reacted" very badly, as they say we are the last wheel of the wagon. And this makes us very "Incas ..." (Sorry) hoist. We are part of the system and not "fixed" is the result. Acceptable or not but it is.

solutions on this? Well more than one solution direzione da seguire. Uno dei mezzi più efficaci per conquistare il consenso del personale circa la necessità del cambiamento è il seguente: condividere le informazioni con tutti e poi chiedere ai dispendenti di ogni livello di spiegare le ragioni per cui ritengono che non si debba cambiare. Fatelo anche se pensate di conoscere già le risposte. In questo modo troveranno più convicente la vostra argomentazione e saranno più disposti ad accettarla.

Molte volte, il cambiamento è un'opportunità ma va condivisa non obbligata. Le attività del cambiamento devono astenersi dalla velocità di esecuzione, mi spiego meglio se è vero che coinvolgendo meno persone si accelera il processo decisionale, the execution is typically not quick decisions faster and better. Ignoring the difference between commitment and compliance with the rules is very dangerous.

The result: People can follow the new guidelines for a short time until, after the first impact will tend to sum up the old attitude. While the involvement and the opportunity to be part of the system generates a long-term commitment and sustainable.

remember and this goes for everyone: What decision are you most inclined to join, a decision that there is another tax or a decision you could help?

Pier Giorgio

How Do U Tie A Knot In A Balloon

Risorse in azienda

How important?

Think about it before, get your own opinion then ... and then read the following to taste.

If you want to build a ship, do not collect your men to pieces of wood, but transmit their nostalgia for the infinite sea.

Antoine de Saint-Exupéry

A sentence with a huge and great truth! How can you disagree with what they read. A large ship can be built at its best, can have the best and most advanced technological systems. But this does not alter the fact that without the right people will not go very far.

Given that history always teaches with sincerity, you believe that Columbus or Magellan would have done what history teaches us if they did not have the right human resources? Do you think that their success has been determined by the means employed? Questions have simple answers: The means were necessary but it is not conclusive, the resources have been guided by a "leader" to determine the success and not the reverse.

Pareto teaches us in his own way a winning formula "80% of the results obtained from 20% of the resources" to be recalled at any time but, in fact much too often, we forget the special meaning our time. Today it is found that companies invest only in systems, processes, structures, organizations are only bring 80% and 20% of the result. Strange but true.

era of large and rapid changes we can state that our organizations are over managed and under led. Why were formed companies organized as machines and their employees must behave as if their components. Everything has to run as a huge gear with standard rules. Woe to see things from another perspective, the system will let you and then sinks with "him."

Tell me then how can we address the changing nature of the changes if everything is so Standardiste cast? Is not able to cope with the changes with preconceived systems where everything is run by rules.

Remember that this should not lead to think that organized systems are wrong only that those who live in the system tends to flatten out and take steps accordingly. The problems are deflected and distorted generally avoided. This is the simple reality that the resources are not guided.

you ever feel to say .. you must not think! Nobody gave the delegation of ..! Well it hurts to hear it. Knowing that you want to be part of the solution not the problem but refuse to hear it makes you sink, but not for the fact of the sentence itself, but to see how the reasonableness of the presumption is confused. Remember that the organizations under the guidance will not be far away.

apply resources company! Guaranteed and proven, not only because you pay a salary at the end of the month, but because, as always support, you pay both hands free but you have a brain.

Congratulations to those who now choose the resources to lead and manage their organizations "organized". Thanks to those who invest resources in the solution as a springboard to success.

Now you can disagree with the opinion expressed above, moreover, what I write always wants to be my point of view and therefore questionable with the way you see things.

Pier Giorgio