Quick and Painless interventions and solutions

Quick and Painless?

In our fast and busy lives we are often looking for that ‘quick fix’ the ‘painless solution’ – but are they? Does it work?

All too often on professional forums and networking groups I hear people asking for quick and painless solutions. Do they really exist in the worlds of business, Human Resources (HR) and Organizational Development (OD)?

Just because a solution is quick does not mean it will work in the medium or long term, nor does it necessarily mean it will support the culture and direction of the business.

Short term pain = long term gain?
What is pain in a professional context? Hassle? difficulty, effort? All of the above? Are many of us now so much under pressure that we ignore the real problem and are happy to stick on a sticking plaster to all problems we face? Do we care about the medium term consequences? – will we still be in the role in 12-24 months to care?

With the current economic climate I believe so – more and more of us will have to face the facts that the interventions we started just did not work – works in many situations they exasperated the problems. Time for us to start slowing down and doing an effective job.
Proof in the pudding

In the 2007 survey Develop the developers – the results highlighted that many in HR and OD are involved in evaluating activity and intervention, and that this trend was increasing, however less than 50% were actively involved in structured diagnosis before launching an intervention – and while there appeared to be intent to do more this will still mean that in 5 years time less people will be using diagnostic techniques than currently evaluate. And we and our clients often wonder why interventions do not add the value expected…

As the old saying goes – if you always do what you have always done – you will always get what you have always got. Or as I prefer – the real sign of madness – doing the same things time and time again and expecting different results!

For us as professionals to help our clients we must start to employ a robust diagnostic process on all our activity before committing to an intervention.


Mike Morrison is director of RapidBI, an organizational effectiveness consultancy. He has been involved in HR, OD and strategic development for over 20 years. He can be contacted via www.rapidbi.com/

© This article is copyright RapidBI 2008 – it may be copied providing the authors are credited, and direct links maintained
This material may be put on your Blog or website – however please keep this copyright statement

Management and Leadership development are importent to you and of course to the team here at RapidBI. We hope you find this information valuable, if you do please tweet or facebook like this page. Thanks

Check Out Mike Morrison's Book on Organizational Development – Theory and Practice, for tools and tips on developing organizations, managers and leaders on Amazon and Kindle

Read more management articles from the team


Related Posts Plugin for WordPress, Blogger...

Speak Your Mind