In this article authors Mauborgne and Chan Kim define and illustrate the decision-making approach known as fair process and highlight the required elements of this process which are engagement, explanation and expectation. Mauborgne and Chan Kim argue that in the modern knowledge economy when leaders assure their employees feel valued and respected, employees are more likely to channel their energy and creativity toward the goals of the organization. And employees are more likely to accept the decisions of their leadership even when the decisions are not completely in their favor.
As discussed in my summary for Decoding resistance to change, I am at the outset of a change initiative which affects all front-line employees in my department, including myself. Thanks to the guidance of this article, I will be hosting a meeting this coming week to clarify the thinking behind the decision, the element of fair process known as explanation. At this meeting I will also be inviting input and encouraging colleagues to challenge the proposed framework’s ideas in hopes of gaining commitment to the change, a process element known as engagement. Due to historic underlying issues in our department the expectation clarity element of this process will be a challenge as apparently it is considered bad form to impose performance standards or penalties for failure to execute. I say that tongue and cheek. I will need to work closely with department leadership on how best to monitor progress and apply corrective actions as implementation issues present themselves.
LO2: Demonstrate the ability to assess complex organizational environments and achieve communication goals
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