The Cloning of Complacency!
The Cloning of Complacency!
Those who can not disrupt themselves will always maintain their status quo! All that is complacent was born in status quo.
Recently someone asked me about an organization that helps businesses navigate the complexities of human resources. I suggested to the questioner to visit the website of the consulting firm in question.
Because what I saw was somewhat horrifying.
On the consulting firms leadership page, you find over 30 white males, all looking like brothers, also included a few women; however, they could easily be confused as the sisters of the men.
Observing the absurd can be so educational in explaining so much. Yet, how could an organization dedicated to helping others navigate the challenges associated with human resources be so incredibly blind to its apparent lack of diversity? Or are their eyes wide open, and instead, their minds are closed?
As any industry goes through disruption, a common component is staying relevant. Its actors can stay comfortable or embrace the pain associated with improvement. But, as organizations grow old, they also can become an assimilation of complacency—a collection of commonality that avoids any uniqueness.
Still, many organizations don’t understand the importance of individual uniqueness to the organization’s collaboration. Without blending individuality in those differences, organizations will neglect themselves the greater possibilities in an ever-changing marketplace.
I describe those organizations that surround themselves with no disruptions as clone organizations.
When complacency is apparent, so is corporate cloning. How would any organization disrupt its complacency when they struggle to disrupt its comfort? More importantly, what type of organization finds comfort in assimilating sameness over collaborating with a multiple of uniqueness?
Let me be clear this is not an argument in hiring based on anything but an individual’s worthiness to the abilities needed. But unfortunately, in today’s modern world, some still define worthiness based on sameness.
A sameness in personalities, looks, education, and upbringing defines comfort soup. Comfort soup makes one feel good; however, changes, in reality, will always limit the time allowed to sit around sipping soup.
Often, these clone organizations will have a corporate culture that limits anything challenging to the goals of assimilating sameness. As a result, organizations that seek likeness over relevance will fade into obscurity. It is important to remember relevance is never a product of sameness.
As everyone knows, sameness is status quo.
Of course, we all know this, Status quo is the killer of all that will be invented.
Ray Stasieczko, Host of The End Of The Day With Ray!
Also in Ray's Current Articles
Some Thoughts Regarding Visual Edge IT After Their Latest RIF
To start with, I request that the new CEO make it absolutely clear to everyone what position and influence the old CEO still has. Also, clarify what equity ownership remains with him? Or any other senior leaders, either terminated or employed at Visual Edge IT, including yourself.
Should Konica Minolta & Ricoh - Exit Industrial Print? I Think YES!
I believe both Ricoh and Konica Minolta are too weak to be serious contenders. They both seem to be in a perpetual state of on-the-job training. If one listens to their leaders within their industrial business units, one can only recognize hope as the foundation of their business strategy, and we all know that hope doesn't pay the bills!
Will Fujifilm Buy Konica Minolta? Should Dealers Prepare In Case? Of Course!
Now is the time for all Konica Minolta Dealers to consider their future. Dealers with multiple OEM lines, in addition to the Konica Minolta line, maybe should consider eliminating the Konica Minolta line altogether. A dealer could have great leveraging power with their other OEMs if they chose one to replace their Konica Minolta MIF.
ray stasieczko
Author