Super Nanny To The Rescue
Posted by
Lynn McConnell on Tuesday, April 29, 2008 at 3:31 PM
Categories:
Strategic Planning,
Leadership Development,
Miscellaneous,
Performance
I believe that corporations should take a pointer or two from the “Super Nanny”.
If you haven’t watched this show (on ABC) you should because it’s a great example of changing an organizational culture. Granted, ‘JoJo’ does it one family at a time, but she uses the same techniques that would work to change the culture in any organization.
First she comes in and talks with each parent, asking for their input into what the problems are and what outcomes they would like to achieve. She also gets their buy-in into making the changes in the household. Next, she observes behavior—how the ‘team’ interacts with each other, how they react to problems and stress, and how they go about resolving these problems.
She then gets the team leaders (parents) back together to discuss her findings and offer suggestions for changes. Together they develop an implementation strategy, for which she will hold them accountable, and again obtains their buy-in and commitment.
What happens next?
The plan is communicated to the team (the kids). Expectations are clearly outlined and process changes explained. Everyone is given tasks and roles to fulfill and there is usually a visual way of tracking successes and failures that everyone can refer back to. Then they go to work!
Do things instantly fall into place? NO! Expectations must be restated, processes re-explained and re-worked, and sometimes people end up on the “naughty chair” because they can’t seem to accept the new culture. Sometimes the leaders slip back into their old habits. But do they give up? Not usually. They realize that no matter how painful the process, falling back into old behaviors is more painful and more damaging. So, they re-group, talk about the problems they’ve experienced, redefine or rework the processes, re-commit to the process and realize that if things are going to change it is up to each of them to set the standards and commit to reaching them.
It is never an overnight process, but even when there are set backs, these eventually become less severe, and the team now has the tools in place for solving problems as they arise without placing blame and flying off the handle. These habits and processes soon become ingrained into the culture of the family (team) so that they eventually begin to go from a dysfunctional, out of control family to a high functioning, supportive team where everyone understands their roles and what is expected of them. They each begin to hold themselves and each other accountable and they understand the role that they each individually play in helping their family (organization) succeed.
Don’t you think every organization could use a Super Nanny?
Comments
Currently, there are no comments. Be the first to post one!
You must be logged in to post a comment. You can login here.