Vana,
I know this seems obvious, but it often isn't to those excited about new
ways of doing the same old things.
It may well be that your new people are viewed by your veteran people as
buying into an alien program, imposed upon the current structure. What
needs to happen is a little "pre-evangelism" as I might term it. I mean
that in order for them to be receptive, they have to be led to a point of
need, when the "evangelistic" pitch actually fits a need which they have
already come to realize.
So what do you do? Get at "their" perceptions for the need for change,
which requires their commitment and action. This may have been done a
thousand times without effect, or only to increase their disgruntlement.
If that is so, then that is one place to begin. Then slowly use LO
principles to address those needs. I know it sounds simple, almost naive,
but for that reason it is often ignored.
The missing link often is the lack of leadership to carry through. It is
like blending two families who are victims of divorce. Skepticism and
mistrust, protection of turf and organizational priorities, traditions and
procedures all impact. Ultimately it is the husband/wife team, and the
new or blended leadership team which will make it work.
If you want more description of what I talking about, contact me off the
list.
--Ed Brenegar Leadership Resources 704/693-0720 voice/fax brenegar@circle.net
Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>