Over the past years I have noticed an increase in the emergence of such individuals and organisations who have no integrity, commitment or effort (NICE) to the very goals that they have publicly declared a commitment to.
NICE organisations and people are resistant to any challenge that might threaten their view of the world. They avoid it, retreat to their tribe and complain. They are unlikely to look to the source of their shared frustration.
So what is to be done? Here are some steps to the changes in your life or organisation and how they might challenge the NICE people around you:
1. Start with your shared purpose and passion. What is the goal, vision or challenge of the group, class, team or company?
Everyone loves this stage. We can focus so much on the future; on what could be. No problems
2. Once the goal and purpose has been agreed then make sure that everyone understands what their roles and responsibilities need to be as well as what their personal and shared rewards will be if they commit to the goal.
This is where NICE people begin to feel a little awkward. Especially if they realise that the job description they have doesn’t match the job they need to do to get to the goal they want. Go back to the core purpose (above). You have a choice to change it to fit the reality of your school, workplace or community. If your goal is just to keep you head down and stay in a job at all costs then that is your reality. There is no judgement here. The power of this process lies in it’s self-organising simplicity. But it requires a level of honesty to work.
Once the roles, responsibilities and rewards have been nailed then list the values that you need to live if you are to manage this shared challenge. NICE people love this stage. The common values that they want to live by are often: trust, communication, honesty, integrity, commitment, determination, openness. All good. Nothing wrong with them. However, this is harder when you suggest that anyone can challenge the behaviour of anyone not living the values that they chose. The values that they know that they need to to complete the task that they are going to engage with. This is particularly challenging in schools when we do this with the pupils.
Once the purpose, roles and related values have been explored we now start on the plan. We can be tempted to stick to a NICE plan even when it’s not working. Data is collected by bucket load. What a waste of time! Unless a plan can adapt quickly to the emerging reality it has little use and is a distraction from the core purpose.
Every day we have to move a little closer to our shared goal by keeping what’s working, developing the emerging reality and letting go of what’s getting in the way. Change and growth are messy and demand that we work things out for ourselves. This can be very difficult for NICE people who often seek certainty and instruction where development and creativity are needed.
The final stages are evaluate and embed. By the consistent process of evaluation (keep, develop and let go) the new thinking, new culture and new ‘self’ emerges and becomes embedded as a matter of course. The key to this final and crucial stage is dialogue and communication. And this is where most NICE organisations are very challenged.
As those of you who know my work will recognise the above as the five simple stages of the ‘Butterfly Model’ known as the P.U.P.A.E. process. I don’t want people to just accept the P.U.P.A.E. process without understanding it at a personal and professional level. It is a simple process but it ain’t simplistic. And it is often a challenging process of change for even the most open minded of people.
NICE organisations and people are often resistant to any challenge that might threaten their view of the world. It is vital that in a change process we support people, help them avoid retreating into their tribe to complain.
David Hare, international Life Coach and Author of ‘The Buddha In Me, The Buddha In You’ offers us some sound advice on how not to let our emotions get in the way of our actions:
"The time to reach out is when you least feel like it. Feel the resistance and touch someone anyway"