Change Management Fundamentals “Gangnam Ivan Style” – Part XXXXXVII:

In my opinion, organizations need to embrace the notion that during periods of change it is critical to ensure that policies and procedures are in place to identify individuals contaminated with “Negative Energy Fever” as a by product of significant change. It is important for organizations to acknowledge that during periods of change, the greatest risk to successful change is posed by contamination of the mass with “Negative Energy Fever” whereby everybody becomes pessimistic and paranoid due to the creation of a “Negative Energy Tornado”. In order to avoid such an unpleasant “Negative Energy Tornado”, it is imperative for an organization to identify any “Negative Energy Tornado” at its origins before the winds of negativity spin out of control and everybody is contaminated with negative energy air borne. It is important to note that negative energy is like bacteria which multiply exponentially until the mass is contaminated with a negativity rash. Thus, it is important to remediate the negative energy at the outset when the symptoms first appear before the symptoms become a fever, the fever becomes an illness and the illness contaminates an entire organization like a “Cholera Outbreak”. Although it may sound simple in theory to identify the source of the “Cholera”, in practice this can be quite complicated because one is dealing with the psychology of human beings such that there is no physical sign on the source of the “Cholera’s” head but rather there are signs which should point to the originating culprit. In terms of signs, human resources should be apprised that unusual, erratic, irrational, aggressive, delusional and/ or psychotic behaviours are generally a clear indication that an individual is suffering from “Negative Energy Fever”. Once the individual or individuals suffering from “Negative Energy Fever” are identified, human resources need to address these individuals like they would address an individual suffering from measles, shingles, chicken pocks, cancer or any other illness. That is, human resources should not treat psychological illnesses any different from other better known and more easily diagnosed illnesses. Generally, professional intervention is required to assist an individual suffering from “Negative Energy Fever” before it leads to a “Cholera Outbreak”. In situations when an individual with “Negative Energy Fever” is too proud to acknowledge that they have a psychological illness, human resources need to function like a UFC coach who throws in the white towel when the fighter refuses to submit but everybody sees that he or she will not survive the significant change hit. Although it is never easy to deal with psychological issues which cannot be easily identified like a scar on one’s head, an individual’s actions should generally pinpoint the psychological illness instead before it contaminates an entire organization with an exponential spread.

In summary, I refer to “Change Management Gangnam Ivan Style” as the belief that to avoid “Negative Energy Fever”, need to identify psychological illnesses in heads before contaminates entire organization with exponential spread.

PSY - Gangnam Style:

http://www.youtube.com/watch?v=mHfZiQEB0tE