New head of the Office?

New in charge of a post, I always wanted to create a new look, but don't reform too, but counterproductive. Reform should be like diving, splashing in the water, the smaller the better.

Without the fear of change to ashes

Everyone is different and individual, behave habits and attitudes are not the same, the new manager has just arrived, must not be used as charge, the new Manager to change the habits of the original team, seems to be in the negative the longstanding efforts to give the new Government took office three fire impression.

Regardless of which one is competent, will want their own sector better and better, but people will inevitably find the original situation is good, why do you want to change, or even feel that does not change is the best way. We want to understand the change is necessary to have the courage to face, even if people do not change, but the idea was to breaks, will progress. Different people have different advantages and blind spots, experience different competent, if the team can take advantage of blind spots, natural reinforcement allow units continually encounter, it therefore does not require new supervisor as a scourge, to be the new supervisor learned different ways of doing things. Otherwise the new supervisor wants to change the present state, the team also strives to bring together combat changes, but consume energy, bucket, it is a waste.

Of course, the new supervisor may not be entirely correct, as the new head of subordination, but should be frankly express their ideas through informal communication, so that both can mutual acceptance, ramp-up as soon as possible through the discomfort sensation to a minimum. Of course having very stubborn, let the subordinate is difficult to identify with, resignation, morale, reduce, or even entire tension unit performance disorders, these negative effects will occur, and the Director General to assume greater responsibility. To change a unit to have plenty of time, new managers don't have to hurry to an Office just want large adjustments, this will cause a big rebound in particular have nostalgic feelings, any old heads, the old practice of criticism will cause rebound, so began to accept, and then slow to change.

Change is like diving, the smaller the better water

Accepted does not mean completely accepted, accepted in order to understand the original culture and practice of value, to schlock, need to change the place where it is necessary to apply the techniques, moderate progressive will backfire. Of course most bogey 祎 is to pick up the knife, axe, the so-called change, in fact, that it will produce very much resistance, even doing things. Unless the original culture is very bad, will need to use Subversion to change, as a general rule, be able to survive in today's environment, the company has a culture and practices not bad.

New Director if at first they were flat rejection, other work carried out in the future, be more difficult, not accepted by the team. I think, like diving, splashing in the water the more small, the less be aware, that is, the better approach, which is a potential for change.

After all, "change" is well known as general clauses, whether competent, subordinate to change as normal, but also full communication, avoid unnecessary speculation, especially new competent to take a new approach to how and why to let everyone know.

There are of course welcome and as a supervisor is the best, we do things a little egos when it may be, but how much you want to put yourself for others. 【oxford.】