This is a great idea. now its pretty simple, but the change comes from the bottom up. So its no longer management pushing change to the bottom its the bottom pushing up. Now Olympic Brake (some might say) has had struggles implementing changes. (some might say) That there is resistance to change and a ragtag stronghold of resistance in middle management backed by lower management and a panic and turn the blind eye and do not enforce (some might say) from the top. Coupled by a false systemic belief that change means that everybody gets replaced by green mar shins that work twice as fast for cheaper(some might say) if you don't have the 15 min to watch the whole video go to 8min 40sec listen for 2 min. Now I'm not saying this would not evoke the green marsh shins but it would hit the resistance to change with a sledge hammer that the people up top have no pressure or responsibility for failure for . That last sentence just does not come out right but you get what i'm getting at.Your going to basically cold clock the usual resistors and when they come to there going to go to upper management to apply the usual force and that shit aint going to work. you hit them with the sledge hammer and while there asleep disarm them. Better get them up quick with smelling salts or something cause they got to clean up a lot of shit quick. Seems like the hard core fix to the dead hand of change. Its like a management atomic bomb for OBS but It will invoke change. Maybe used with caution. or if there becomes a power vacuum up top nobody going to notice they will all be looking down. OBS is unique that the bottom is the people we entrust to be the face of the company. The younger more adaptable. The ones who have not been taught the dead hand of change or the old guard of management templates. Now it would have to have some additional safeguards so there is no mar shins or hostage situations. But its fresh, it puts power in the persons hand in the trenches who can most clearly understand the obstacles. it takes focus of the top and if it works instill confidence that the employee can invoke change and can run OBS the top becomes more of what it is there for ideas, direction, innovation fun things like reporting, graphs, charts in the cloud. What the personality's currently at the top do so well. lite the fuse and run!
Agreed. I believe that upper management can get "out of touch" with the reality on the front lines. Don't ask for ideas if the plan is to poo-poo them if even a red cent has to be spent to do something about the issues. We hear our customers...do you?
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