>One approach would be to design a mini research project as part of the
>program - that requires the Newbies to conduct an inquiry into some
>aspect of the organization. For example, some might be invited to
>explore who the heros or role models are; who are the best connected; who
>has shaped the current culture. Others might be asked to trace the
>product (or service) evolution through the history of the organization.
>Still others might look into the most popular myths or stories that
>circulate through the hallways, parties and washrooms - the things that
>get said only informally. And some might go the ultimate step of
>figuring out what is 'not discussable' at all - what the organization is
>really blind to or in denial about. The opportunity to engage those
>entering the organization to learn from their fresh perspectives, while
>sharing and including them in the existing culture is indeed an important
>area. And one that can go well beyond rights and rules - if you wish.
Hi Rick,
your idea about this mini-research sounds very interesting. I am not sure
if it could produce counterproductive phenomenas. If a Newbie enters a
team, I can imagine that team-members feel disturbed. Some office-talks
can't be continued and so on. You know nothing about this person which
shares 8 or more hours with you in a small room. Many people have got a
critical tenor about new colleagues. If the Newbie starts to find out
unwritten laws, top secrets and implicite roles it can be of great
disadvantage.
I clearly understand how the company can profit from these researches and
the "fresh perspectives".
It would be very exciting to hear what others think about it. Maybe it is
easier in the USA than in Germany, who knows.
best regards
Ragnar
PS: A big *thanks* to Andrew for the horsestory and to Philip for the
heaven-and-hell-joke!
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--Ragnar Heil <heil@thinktank.de>
Learning-org -- Hosted by Rick Karash <rkarash@karash.com> Public Dialog on Learning Organizations -- <http://www.learning-org.com>