The mist has cleared and I can see everything more simply and with much greater clarity. As an Organisation Development specialist for more than 20 years, I have been concerned with how effectively (or not) organisations and teams are equipping their people to do a good job – we have carried out employee surveys, customer surveys, re-designed structures, written role profiles, designed policies and procedures, reviewed internal communications, launched visions and values, developed leaders, and so on! Each of these activities had been focused on delivering better results by in some way changing people’s behaviours but has usually fallen short of the mark or just not been sustainable. Is this your experience too of organisational change programmes?
I now see that we were focusing on the wrong target. And I now know there are only two questions that we need to be asking to improve performance; firstly, how are we defining success? And secondly what is getting in the way of us achieving that success (why are we not behaving in that way currently)? What makes it so simple, is that there is only one answer to the question ‘what is getting in the way of success’ and that is ‘clarity of mind’ and the understanding that the mind works inside-out. With a clear mind we intuitively already know what we need to do to achieve success, we know how to be creative, how to connect with others, and how to listen to our wisdom. It is the interference in our minds (unhelpful and insecure thinking) that gets in the way, every time. It can look as though we have any number of problems, such as low morale, poor quality, poor customer service, absenteeism, accidents, and high labour turnover, which we then try to address by designing and adopting new systems and processes. This way usually takes lots of effort and investment.
From this point of innocent misunderstanding, it can look as though a change in structure, or a different way of training people, or a different mechanism for motivating them, will drive a desired change in their behaviours. But this would mean that outside circumstances directly impact our experience and we now know this isn’t the case. The only thing that affects our behaviour is how we feel about a situation and the only thing that affects how we feel is what we think about it. Our thinking completely creates our experience of reality which means that it’s unique to us as individuals. It may seem on the face of it that things have suddenly got much more complicated, but they haven’t! When you and the people in your organisation see how the mind works from the inside-out, rather than the other way around the only ‘target’ is to reduce interference (insecure thinking) thereby increasing the person’s natural potential, and the great news is that potential is infinite.
Performance = Potential – Interference
An inside-out understanding is the right target for effort-‘less’ change – doing less for more results. The insecure, ‘sticky’ thinking that acts as interference and clouds our potential drops away once you see how it works.
We run ‘open’ programmes, one to one intensives and in-company workshops to help you and your team to understand the true nature of how our minds works.
Please get in touch if you would like to discuss this further.