{"id":645,"date":"2011-01-29T13:36:35","date_gmt":"2011-01-29T13:36:35","guid":{"rendered":"http:\/\/www.saasoft.com\/blog\/?p=645"},"modified":"2011-01-29T13:36:35","modified_gmt":"2011-01-29T13:36:35","slug":"do-bosses-need-hugs-too","status":"publish","type":"post","link":"https:\/\/hcse.blog\/?p=645","title":{"rendered":"Do Bosses need Hugs too?"},"content":{"rendered":"

\"\"<\/a>The foundation on which Improvement Science\u00a0is built\u00a0is\u00a0invisible – or rather intangible – and without this foundation\u00a0the\u00a0whole construction\u00a0is unstable and unsustainable.\u00a0\u00a0Rather like an iceberg – mostly under the surface with\u00a0only a small part\u00a0that is visible and measurable – and that small visible part is called Performance.<\/p>\n

What is underneath?\u00a0\u00a0To\u00a0push our\u00a0Performance\u00a0through the surface so that it gets noticed we know we must synergise the\u00a0People with the Processes but there is more to it than just that. The deepest\u00a0part of the foundation, the part\u00a0that provides the core strength and\u00a0stability, is\u00a0our Paradigm\u00a0–\u00a0our set of unconscious \u00a0beliefs, values,\u00a0attitudes and habits\u00a0that\u00a0comprises our\u00a0psycho-gyro-scope: our stabiliser.\u00a0<\/p>\n

Our Paradigm\u00a0creates inertia:\u00a0the tendency to keep going in the same direction even when the\u00a0winds of change have shifted permamantly and are blowing us off\u00a0course.\u00a0\u00a0Paradigms resist change – and for good reason –\u00a0inertia is a useful thing when there are minor bumps on the journey and\u00a0we need to avoid stalling at each one. Inertia becomes a less useful thing when\u00a0we meet\u00a0an immovable object such as a Law of Physics –\u00a0because\u00a0if\u00a0we hit one of these then Reality will\u00a0provide us with some painful feedback. Inertia\u00a0is also less useful when we have\u00a0stopped and have no momentum,\u00a0 because it takes a\u00a0bigger push for a longer time to get us moving again.<\/p>\n

An elephant has a lot of inertia because it is big – and perhaps this is the reason why we refer to\u00a0 attitudes and beliefs that represent resistance to change as Elephants in the Room.\u00a0\u00a0The ringleader of\u00a0a herd of organisational elephants is an elephant called\u00a0Distrust which\u00a0is the\u00a0offspring\u00a0an elephant called Discounting who\u00a0in turn was born of an elephant called\u00a0Disrespect.\u00a0\u00a0We see this in organisationswhen we\u00a0display and cultivate\u00a0a\u00a0disrepectful attitudes towards\u00a0our peers,\u00a0reports workers and\u00a0our seniors. The old time-worn and cracked\u00a0“us-versus-them” record.<\/p>\n

So\u00a0let us break into the cycle and\u00a0push the Elephant\u00a0called Distrust into\u00a0spotlight – what is our alternative.\u00a0Respect -> Acknowledgement -> Trust.\u00a0\u00a0 It doesn’t make any difference who you are:\u00a0the most valuable form\u00a0of respect is feedback:\u00a0 Honest, Unbiassed and\u00a0Genuine\u00a0(HUG).\u00a0\u00a0So if we\u00a0regularly experience the Elephant called Distrust making a Toxic Swamp\u00a0in our organisations and we feel discounted and disrespected then part of the reason may be that we are not giving ourselves\u00a0enough HUGs. And that means the bosses too.<\/p>\n","protected":false},"excerpt":{"rendered":"

The foundation on which Improvement Science\u00a0is built\u00a0is\u00a0invisible – or rather intangible – and without this foundation\u00a0the\u00a0whole construction\u00a0is unstable and unsustainable.\u00a0\u00a0Rather like an iceberg – mostly under the surface with\u00a0only a small part\u00a0that is visible and measurable – and that small visible part is called Performance. What is underneath?\u00a0\u00a0To\u00a0push our\u00a0Performance\u00a0through the surface so that it gets … <\/p>\n

Continue reading “Do Bosses need Hugs too?”<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[10,34,35,43,48],"tags":[],"class_list":["post-645","post","type-post","status-publish","format-standard","hentry","category-business","category-questions","category-reflections","category-why","category-trust"],"_links":{"self":[{"href":"https:\/\/hcse.blog\/index.php?rest_route=\/wp\/v2\/posts\/645","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/hcse.blog\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/hcse.blog\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/hcse.blog\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/hcse.blog\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=645"}],"version-history":[{"count":0,"href":"https:\/\/hcse.blog\/index.php?rest_route=\/wp\/v2\/posts\/645\/revisions"}],"wp:attachment":[{"href":"https:\/\/hcse.blog\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=645"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/hcse.blog\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=645"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/hcse.blog\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=645"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}