It’s back to school once more, next week. Are you and your team properly set? Last week involved a discussion on challenges encountered during an international training engagement, which were successfully sorted out. Local training engagements are equally not safe from disruptions. By the way, does your Institution experience predominant organizational culture as well as performance challenges? If so, how are they sorted out?

Early this century, we realized that attitudes which are deeply rooted contributed substantially to organizational performance challenges. Long before writing Career Dynamics in the 21st Century,  as part of the solution for performance, we had formulated a highly effective 3 tier organizational culture change program, during the first decade of the century. Upon testing, the solution worked extremely well in 2008, for an insurance company that was under threats of deregistration, by the then commissioner of Insurance. The firm (name witheld) was undergoing the same serious performance and compliance challenges, as Blue Shield Insurance Company, which eventually closed shop for good.

Before sanctioning the business continuity of our client, who is still doing well upto now, the CEO had been summoned  by the Commissioner of Insurance. He needed to know the action taken to escape de-registration. After the CEO’s explanation especially with regard to the empowerment process, we continued gaining clients interested in organizational culture change, based on referrals.

In 2011, one quasi-government body expressed their interest on the same. They indicated that middle level management staff were extremely difficult employees, after most of them rising through the ranks. Their attitudes made them behave as if they were owners of the organization and could frustrate newly employed managers, until they gave up and  left for less hostile opportunities. “So, how can you help us on this?” Wondered the new Human Resource Manager, who perhaps feared exiting early, as others had done.

All they needed was our 3 tier organizational culture change program. Upon engagement, we successfully empowered the junior level staff for 2 days, to the satisfaction of senior management. The impact led to further engagement on empowerment of the middle level management staff, for 3 days.

During the introductory session on the first day,  Selina, one of the participants, stood up and wondered why she was to spend 3 days in a training program meant to improve her skills. ” I am a BCom graduate from University of Nairobi, who specialized in Accounting and Finance Management. I am also a Certified Public Accountant (CPA-K) for a while now. More still, I have an MBA Finance Degree from the same University. What new knowledge then am I going to acquire for a whole 3 days?” 
It was difficult to provide an answer to a person having such attitudes, at such an early stage, other than asking her to be patient.

Nevertheless, a stubborn training participant had already been earmarked. Not long after, the training session was interrupted by noice that was coming from University lecturers, who were on strike carrying placards and shouting slogans in the streets of Nairobi.  Immediately, I realized an opportunity of taming Selina and any others that she could have been capable of influencing. As such, I asked  a question directed to Selina.
Me: Could those have been your Lecturers Selina?
Selina: Please sympathize with my Lecturers. They only want to be compensated properly for the services rendered.
Me: No problem Selina. I fully understand their challenges, whose cause and solutions may not be discussed in this forum.
Selina: Thank you
Me: But, perhaps you can come here in front and let us all know something about what the Lecturers taught you. (Selina was to reveal on the white board or flip chat stand, Prof Michael Porter’s five forces that constantly bring change in business or organizations). She could recall a few of them, but still be unable to explain how they work.

Upon corrections, it became easy to conduct the training for the three days without any interruptions, even from Selina, who was now eager to continually acquire new ideas, regarding application of knowledge. Four days after the training program, Selina  made a call thanking me for the lessons learnt and how they had changed her attitude. She upto now works for the same organization.

Meanwhile, we are still in contact with the organization’s HR Manager, who is today a PhD holder and avid reader of not only my publications, but also occasional articles. Once more, could your Institution be experiencing behavioral or performance challenges occasioned by performers’ attitudes? Don’t any more allow them to be persistent, isn’t it?

Rgds

Mwangi Wanjumbi (MKIM)
Personal Empowerment Coach
Seasoned Speaker/Consultant/Trainer on Strategy, Performance, Change Management and Leadership.
Officially UNSUNG Architect of CBC
Author of 1. KICD approved Career Dynamics in the 21st Century, 2. Living Beyond Survival:No More Tiptoeing in Life
3. The 21st Century Student:Are You Creating The Future Today? Also, Retired 5 Year Monthly Strategy Columnist (2013 – 2018)  for The SME Today Magazine Phone 254772516210