English

Change for Good

Many corporate companies and executives tend to ignore the symptoms of decline and decay. Instead of finding out the root cause which leads to the symptoms, they most of the time take some tactical steps to cover the obvious signals of a downward trend in the books and culture of the company. For instance rather than undergoing some investigations on the liver when the face and skin are yellowish, they might favor a face implant to look better. What a pity for those who think they will look cool with others’ faces in other words other companies’ ambitions and culture.

Nowadays most of the traditional companies jump into the wagon of digital transformation with keywords like millenials, bring your own x, telecommute, social media, and a few terms which forked out of data analytics. In these efforts we see that they do so because of the shrinking market, because they have no more direct access to young talent, and because of the feeling of slowness. Needless to say all of these are causing more harm than any good. The field is harsher than what couple of management consultants see and preach. There is a resistance from the employees who are furious against coolness and another resistance which actually come from the nature of IT and businesses.

The people are furious because today’s corporations are not democratic but expect everyone else to be fair and democratic in the workplace. In the promotion chains inner politics and relations play more important role than real talent and dedication. More people are being ripped off before they actually do an impact in companies’ change journeys. Lots of people feel offended and forgotten while some surprise hats take more responsibility in company’s today and tomorrow. The inclusion in the working place is less than any other ecosystem in this world. From time to time there are surveys sent out to the employees via e-mails(!) but nobody is brave enough to act on these surveys. People are feeling bad because many managers are not anyways elected but hold great power on the teams. The so-called flat hieararchy only means calling your boss with his or her name but has nothing to do with decision making. Because everyone is busy and there is no time to lose.

The systems are rigid to be changed because the concerns of saving money never let teams to go for an interim improvement. Now instead of grass cutting you have to eradicate a pine tree. Nobody took the chance to deploy a continuos improvement plan but all preferred cutting the costs down and outsourcing everything as soon and cheap as possible. As a result of all these the KPIs are greener than ever but you know something is wrong. Again such KPI-play rejoiced everybody  in the executive meetings but now when it comes to a real transformation, the name of the game will be a beast of burden. This is called misarchitecture which allows you have something but no room for flexibility and improvement. Because every other choice was more expensive and there was no patience for doing things properly.

Now you want to be again in the big 5 and be talked about? You want more revenue and less overhead? Then you have to stop imitating and pretending like you are cool. While people and systems are changing, why the corporate life with the customers shall remain the same? We have to be brave, precise and open about what will be changed and what exactly we will do. More direct contact with the business as usual instead of reading reports. More direct contact with the people instead of spending time with statistics. Either you fill up your basket with all kinds of fruit or you have an empty basket it does not matter. What matters is what kind of basket you will be to embrace the new age.