This image popped up today

It reminded me of when I was reorganising a government department in the 1990s

All the staff were asked to attend one of my interactive workshops called ‘teaching the elephant to dance.’

This was based on how a circus would tame elephants. The elephant would be chained to a stake so it couldn’t move away.

Later the chain would be removed but due to ‘learned behaviour’ the elephant wouldn’t move away, as if the chain was still there.

Of course, I’m not condoning this treatment of elephants but it’s a useful analogy.

In organisations we develop a narrow ‘world view’ and institutional way of doing things. This can stop us being innovative, creative and lead to insensitivity . Which means we are less likely to learn and adapt.

Both collectively and individually we’re like the elephant that doesn’t move away from the stake, yet we’re not physically restrained.

I’d read this book…

Forty years ago it was very exciting time as we created an organisation to better serve disabled people.

That perspective is also appropriate for today.

We can liberate ourselves from our own narrow perspectives and unhelpful traditions.

Check this link for an uncanny coincidence.

And Giraffes can dance.

We’re always on the lookout for delicious new things to share with our guests.

The latest discoveries … are …

Prasukh jams

Check them out

There an interesting range with an unexpected twist

My own favourites are the one’s with chilli and especially the mango, chia and chilli.

mmmmm

They’re very much appreciated by the guests of Mysore Bed and Breakfast

….

They’re also a modern quality company in other ways.

The last delivery was damaged in transit. A third of the jams were lost but the company replaced them

Fab.

Thank you Prasukh

And organisations

whim ….

comes from whimsical, I quite like the energy and pace involved but it isn’t necessarily the best way of making decisions or implementing change 

I thought it might be useful to consider the difference between well thought through and ‘on the spur of the moment’ decisions. Here’s a dictionary definition. 

..

Quick decisions, not well thought through and rapidly changed can create unnecessary uncertainty and centralisation as the members of the team or community don’t know what might happen next. Unpredictably is the nature of our life but this approach can result in even more. 

It might create an unhelpful organisational culture, that’s capricious.

The effect might be to create worry and uncertainty yet by contrast it can motivate some people through increased stimulation (and extra adrenaline) and quickly changing action. 

It’s like the rushing fire engine dousing fires rather than thought through and planned.

So what’s not management via whim? 

In the late 80s and early 90s when working for a (local) government , in England, I was given responsibility to consult the users and managers of a ‘welfare’ (social services) section and to review its services: was it meeting people’s needs? Could it be organised more efficiently and effectively?

A team of government officers and members of the community used this to devise a plan to reorganise the service. I together with my colleagues implemented that change. 

All my workshops with businesses since then have been based on engaging people’s active participation. ie gaining ‘ownership’ of the various ‘stakeholders.’ (Ie those with interest and influence).

That approach is not management through whim, as people were consulted, a plan devised and adopted. It involved changing the jobs, buildings, shifting the budget. It took a long time to plan and implement. Continuous evaluation was built into how it worked.

The non-whimsical approach is likely to be more long-lasting and sustainable, and better suited to meeting the needs of the individuals and communities the organisation exists for. 

BUT however we manage—it needs to anticipate, respond to and facilitate change ie innovate, otherwise it’ll not flourish or even survive.

…

Stephen@manjulasmysore.in

.. is a guide