My analysis beans are fried today. So you need to use your own beans here.
During the past several months, I've observed some behavioral patterns. I then wonder,
"what makes such people tick?"
"is there some way to cause fundamental work cultural change (from NO, to LET's TRY)?"
Read on, discuss, form your own conclusions and enlighten me.
<<something needs to be purchased; CEO approves the purchase; a note is sent to the person managing the budget>>
"no. we don't have budget for this particular thing"
"no. guidelines do not permit buying this"
<<note is returned; requester is left to figure out his options>>
<<hiring request is approved by CEO; note is sent to initiate the process (advertisement, etc)>>
"no. guidelines do not permit hiring at this level"
"we don't have any precedence of hiring such people; I can't make an ad for this"
<<hiring request is put on hold for months>>
<<vendor needs clarifications in a purchase order given>>
"no; I can't meet you unless you come with so-and-so person"
"don't just ask me verbally; send your questions to me in writing"
"you sent your questions, yes; but they are technical questions and I am not a technical person; I will send it to my superiors (who are, incidentally even less technical than this person!!) to address it; what is it? oh I didn't really read your letter that well, but anyway I still can't give those answers; it is not my area"
<<months later, the equipment is still not supplied>>
<<colleague wants some information to complete his work>>
"no; I can't give you that information (though it is a matter of public record, btw); you ask someone else!"
"no; I can't give it because it might not be the correct version; what if it has been revised since then? no; I won't give it to you even if you are willing to take that risk"
<<work remains incomplete for weeks>>
I see hundreds of such interactions every year. Sometimes I keep my cool; sometimes not. But I do wonder. Apart from getting just that piece of work done, is there someway to cause a lasting change - where people focus on getting the work done - instead of finding ways to block work. For example, in each case, the very same person could've suggested alternate ways of how the result might've been achieved.
In my own companies, I hire managers (even junior managers) for their ability to get work done; to achieve the results - not for the ability to road block. Surprisingly in all the above cases, the perpetrators are very senior people. :(
During the past several months, I've observed some behavioral patterns. I then wonder,
"what makes such people tick?"
"is there some way to cause fundamental work cultural change (from NO, to LET's TRY)?"
Read on, discuss, form your own conclusions and enlighten me.
<<something needs to be purchased; CEO approves the purchase; a note is sent to the person managing the budget>>
"no. we don't have budget for this particular thing"
"no. guidelines do not permit buying this"
<<note is returned; requester is left to figure out his options>>
<<hiring request is approved by CEO; note is sent to initiate the process (advertisement, etc)>>
"no. guidelines do not permit hiring at this level"
"we don't have any precedence of hiring such people; I can't make an ad for this"
<<hiring request is put on hold for months>>
<<vendor needs clarifications in a purchase order given>>
"no; I can't meet you unless you come with so-and-so person"
"don't just ask me verbally; send your questions to me in writing"
"you sent your questions, yes; but they are technical questions and I am not a technical person; I will send it to my superiors (who are, incidentally even less technical than this person!!) to address it; what is it? oh I didn't really read your letter that well, but anyway I still can't give those answers; it is not my area"
<<months later, the equipment is still not supplied>>
<<colleague wants some information to complete his work>>
"no; I can't give you that information (though it is a matter of public record, btw); you ask someone else!"
"no; I can't give it because it might not be the correct version; what if it has been revised since then? no; I won't give it to you even if you are willing to take that risk"
<<work remains incomplete for weeks>>
I see hundreds of such interactions every year. Sometimes I keep my cool; sometimes not. But I do wonder. Apart from getting just that piece of work done, is there someway to cause a lasting change - where people focus on getting the work done - instead of finding ways to block work. For example, in each case, the very same person could've suggested alternate ways of how the result might've been achieved.
In my own companies, I hire managers (even junior managers) for their ability to get work done; to achieve the results - not for the ability to road block. Surprisingly in all the above cases, the perpetrators are very senior people. :(
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