Reframing and Implementation Issues
The reframing and implementation issues that I personally feel are most important and could be a factor that could alter a teams effectiveness when dealing with a small organization are limited resources and different culture and decision-making processes. Small companies tend to have fewer staff, less access to capital, and limited technology and infrastructure, making it more difficult to execute new strategies effectively (Bolman & Deal, 2017). They also differ from larger organizations in terms of culture and leadership, which can lead complicated implementation due to who makes the decisions and how. All the same, one must be able to do the technical work of implementation and, as Block (1999) puts it, build support for the business or technical change you are planning (p. 251). Plus, at the end of the day, all leaders want someone who is trustworthy to help them make changes (Bolman & Deal, 2017). Therefore, effective implementation really depends upon maintaining that trust and building workable coalitions with skilled role players.
Limited resources and culture can make reframing in the consultation process difficult when working with a small organization due to the fact that when working with limited resources, it may be difficult to find innovative solutions that are both effective and feasible to implement. This in turn can limit the range of options available for reframing, as consultants may need to work within the constraints of the organization's resources. A small organization may have big ideas and ambitions, but if it lacks, for instance, the human capital to make a significant technical change, it is dreaming. This, of course, should all come out in the planning stage, which is why it is important to recognize what the company wants to achieve and what it is capable of achieving and make sure the goal is feasible.
If the organizations leaders want something unattainable, they have to be brought around to reason, and that is where reframing...
…their past and their hard work that got them to where they are in the first place.Yet, the consultant and the client both have to agree that some change is needed because otherwise the consultant would not be there in the first place. His job is not to affirm the status quo but to see where the potential to grow lies and see how that potential can be tapped. He has to do this with the help of the teamworking with them, not against them.
Respect, patience, understandingall of these are crucial elements that help lead to success in the end. Limited resources and culture can make reframing in the consultation process difficult when working with a small organization. However, by understanding the organization's limitations and unique culture, consultants can adapt their approach and find innovative solutions that are both effective and feasible to implement. Effective communication and education about the benefits of reframing can also help overcome any resistance to change that…
References
Block, P. (1999). Flawless consulting: A guide to getting your experience used. San Diego, CA.
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Kärreman, D., & Alvesson, M. (2009). Resisting resistance: Counter-resistance, consent andcompliance in a consultancy firm. Human relations, 62(8), 1115-1144.
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