cbmc中華民國總會 -- 週一嗎哪:鑄造可達成的願景(異象)(2017/10/09)
正在加載......
 cbmc中華民國總會 進階搜尋
  CBMC會員親手做工-人人作見證,人人傳福音,人人推薦新會員
首頁 後台管理
 
X
 
會員帳號 :
會員密碼 :
忘記密碼  網路會員帳號申請

週一嗎哪:鑄造可達成的願景(異象)(2017/10/09)    首頁 > 最新內容

 

 

                 週一嗎哪 

服事全球工商界

2017-10-9

By Rudolfs Dainis Smits

鑄造可達成的願景(異象)

CASTING VISION FOR POSSIBILITIES

 

世界是隨著我們思考的過程創造的。若不改變我們的思考方式,世界是無法改變的。

-愛因斯坦

 

從愛因斯坦這句話來看,生命中少數能確定的事情就是「這個世界不斷在改變」,改變代表不確定。改變可能是令人害怕的,也可能有新的展望。韋柏斯特字典這樣定義「改變」:在某方面不同;劇烈的不同;給人或事物不一樣的位置、行程或方向。改變可大可小,在不同的方面影響的結果也可能不同。能夠經常改變和適應改變已經成為生活和成功必備的條件了。成功的改變需要異象、資訊和準備。

 

要管理一個計劃,應變能力和持續力能否共存,是一個很好的問題。我們需要穩定和持續力來達成目標,但是要推動一個計畫或產品,有時改變是必要的。一個有效率的領袖需要有能力和技巧來裝備和鼓勵員工和組織改變,個人則需要被帶領進入團隊裡面。為了目標的成功,無論是引進新的軟體、系統、程序或是溝通的方法,改變都是必要的。

 

如果我們不了解改變是必要的,員工可能會把它想成是假想敵。因為改變也可能對個人和群體有負面的影響,雖說只要是活著的生物都會改變。我們不一定喜歡改變,改變也不是自然而然就會來,所以改變如果沒有適當的管理,人就會抗拒。改變從思想每一個既定的過程開始。所以,羅馬書121-2節告訴我們要心意更新而變化。

 

改變需要有信念和信心。給予充足的資訊對員工的忠誠度和信任感是必要的,它也能加強動機和維持異象。箴言29:18:沒有異象,民就放肆。(因為沒有限制)異象給人方向和秩序,但這也需要和員工溝通來減低他們的擔心,以及給他們完成改變的細節。

 

適當地管理改變對組織的改變是必要的,也能夠成功地完成計畫。Ken Blanchard公司的Pat Zigarmi,在他職場生涯的早期做過一個研究,主題是領導改變和結果:上層做改變計畫的人自己很少為改變奮戰。如果員工能夠參與改變的決策過程,他們就比較不會去抵抗改變,會比較願意改變。改變需要領導能力,但不是用由上而下的命令方式。想要完成改變和改善,就要給員工足夠的資訊和能力去改變。

 

波士頓交響樂團的指揮Benjamin Zander打破所有指揮的傳統的音樂詮釋方式,只為了得到最好的表演效果。他在Tapping into ‘The Art of Possibility一書當中說,詮釋和表演不再是指揮個人的魅力而是團隊的努力。這句話激勵了每一位樂團的成員,也給詮釋樂曲立下的新典範。不僅僅聽眾或是指揮感受到改變的好處,對參與的團員來說,也提高了他們的滿意度和創新能力。

 

成功的改變常常是從溝通異象開始。讓人們參與改變的過程能夠得到他們的認同,也讓他們知道自己有能力能參與改變。

 

2017@版權所有 魯道夫.丹尼斯.史密特 前企業主,目前是席爾國際企業的設計師和科技部經理。席爾國際為規劃和建築風險管理顧問公司。他也是CBMC拉脫維亞的創始會員以及理事會成員、波羅地海改革宗神學院創始成員以及前歐洲CBMC理事會成員。

 

 

省思與問題討論

 

第一、即使神永不改變(雅各書117)聖經卻提到改變以及生命被神改變。神所創造的生命,也不斷在經歷改變的過程:創世記11-9節提到地球起初是空虛渾沌,神帶來了光、分開晝夜,也創造了天和地,這就是我們今天所熟悉的神創造天地。在每天生活的過程當中,你能夠認出有哪些科學方面或是商業的領域,需要創意來改變和創造,有更好的結果呢?

 

 

 

第二、你同意文章中所說的,在告訴員工改變的好處之前,我們應該給他們充分的資訊以消除他們的疑慮嗎?為什麼?請分享你的答案。

 

 

 

第三、C.S.路易斯說:「日復一日,生活毫無變化,但是當你回頭一看,卻發現人事已非。」變化很可能讓我們感到驚訝或是無預警出現的,就像是四季的變化一樣。你是否曾經回眸一望,才發現對於改變,自己根本就沒有準備好,或是錯失了改變的機會?文章中波士頓交響樂團的指揮Benjamin Zander說,我們的預設立場會阻礙創新,你覺得這是甚麼意思?你覺得不預設立場是甚麼意思?

 

 

 

第四、書評說波士頓交響樂團的指揮Benjamin Zander是一個非常不一樣的指揮家。他認為自己的工作,是要激勵下面的音樂家,提醒他們學音樂的初衷,而不是命令他們。因為人都會渴望貢獻自己的知識經驗才能以及想像力,那會讓人覺得自己是有用的。為什麼個人的參與以及合作對於成功的改變和創新是必要的呢?

 

 

 

第五、請分享一個改變的例子,在過程當中你是否給員工機會參與改變?或者是你的老闆採用了甚麼方法,讓你們參與來進行改變?

 

 

 

備註: 如果你手上有聖經,希望知道更多關於這個主題的經文,請參考:

約書亞記19節;以賽亞書4319節;耶利米書2911節;哥林多後書318節;希伯來書118節、128節;雅各書117

 

CBMC國際基督徒工商人員協會

臺灣臺北市104松江路227

TEL886-2-2581-4937    FAX886-2-2542-4169

http://www.cbmc.org.tw

E-mailcbmctaiwan@gmail.com

 

 

 

 

 

                                               MONDAY MANNA

October 9, 2017

 

CASTING VISION FOR POSSIBILITIES

 

By Rudolfs Dainis Smits

 

“The world as we have created it is a process of our thinking. It cannot be changed without changing our thinking.” – Albert Einstein

 

Putting what Einstein said in perspective, one of the few things we can be certain of in life is change – and change represents uncertainty. Change can be frightening, but it has become the new status quo. The Merriam-Webster Dictionary defines change in several ways: to make different in some particular way; to make radically different; to give a different position, course, or direction to something or someone. Change varies in magnitude, and affects outcomes in different ways. Being able to change and adapt frequently has become necessary both to live and succeed. Successful change requires vision, information, and preparation.

 

Are adapting to change and the constancy required for project management compatible?  We desire stability and consistency to achieve our goals, yet sometimes change is essential for moving a project or product forward. Effective leadership requires skills and tools that can equip and motivate an organization and its people to change. Individuals need to be properly coached to transform into a team. Introducing new software, systems, procedures, and methods of communication may require change for successfully completing a project.

 

Change can be envisioned as an enemy if we don’t understand why it’s necessary. Change, a process evident within all creation, can negatively affect the individual or disengage an entire group. We don’t necessarily like change, and change does not come naturally. So, we resist it if not properly managed. Change begins with thinking differently about the very processes we have created. Romans 12:1-2 says we are to be “transformed by the renewing of (our) minds.”

 

Change requires belief and faith in a cause. Providing information is essential to build loyalty and trust, which underpin motivation and maintain vision. The book of Proverbs states that “where there is no vision, the people perish (due to no restraint)” (Proverbs 29:18). Casting vision provides direction and order, and this requires proper communication, dealing with staff concerns and providing details for implementing change.

 

Properly managing change is essential for transforming an organization and successful project delivery. Pat Zigarmi of The Ken Blanchard Companies, early in her career, did studies on leading change and concluded, “Those who plan the battle rarely battle the plan.” People are not as prone to resist change if they are part of the planning process – if they are, usually they will be on board with the change. Change requires leadership, but not by using a top-down approach. Input from the troops is essential to implement change and refinement.

 

Benjamin Zander, conductor of the Boston Philharmonic Orchestra, broke all convention for conducting and musical interpretation to obtain the best performance. According to the book, Tapping into ‘The Art of Possibility,’ Zander transformed interpretation and performance into a team effort. His new paradigm of possibility inspired input from every member of the orchestra. The change benefits were not only for the listeners or the conductor, but also to enhance satisfaction and innovation among the contributing musicians.

 

Successful change often starts with clear communication of vision, helping those involved in the change process to gain an understanding of possibilities that will arise from the changes. Then giving them an opportunity to gain a sense of ownership in the process.

 

© 2017. Rudolfs Dainis Smits, MATS BArch Dipl. Arch, is an architect and business owner; currently design & technical manager for Hill International, a project and construction risk management company. He is former chairman and board member of CBMC Latvia; founding member of Reformed Baltic Theological Seminary in Riga, Latvia, and a former Europartners board member.

 

CBMC INTERNATIONAL:  Jim Firnstahl, President

2850 N. Swan Road, Suite 160
▪ Tucson, Arizona 85712 ▪ U.S.A.

TEL.: 520-334-1114 ▪ E-MAIL: mmanna@cbmcint.org

Web site: www.cbmcint.org  Please direct any requests or change of address to: jmarple@cbmcint.org

 

 

Reflection/Discussion Questions

 

1.       Even though God does not change (James 1:17), the Bible says much about transformation and lives changed by Him. God’s own work of creation is a series of transformational acts: In the beginning the earth was formless and void. God introduced light, separating day from night; and created the heavens and the earth as we know them today as a creative sequence of changes (Genesis 1: 1-9). Which essential daily processes in life, science or business can you identify that require creative change to produce required results?

 

 

 

 

 

2.       Do you agree with the statement that before we present people with the benefits of change, they should be properly informed and their concerns should be addressed? Why should addressing personal concerns and implementation come before promising change benefits?

 

 

 

 

 

3.       “Isn’t it funny how day by day nothing changes but when you look back everything is different” – C.S. Lewis. Change can take us by surprise and even go unnoticed, like the sudden arrival of spring. Have you ever looked back realizing that you were not prepared for the change, or missed an opportunity or possibilities in the midst of change? Benjamin Zander says our assumptions block innovation. What do you think he means by this? What would you say is the opposite of an assumption?

 

 

 

 

 

4.       The book referenced describes Zander as, “…a different kind of conductor. His job, as he sees it, is to inspire the musicians under his direction and ‘remind people why they went into music in the first place’ – not to command them.” We all desire to contribute with our knowledge, experience, capabilities and imagination. Otherwise, we don’t feel useful. Why is individual involvement and corporate empowerment essential for implementing successful change and innovations?

 

Give an example of how you have (or have not) been given opportunity to) implement change with your employees, or how your boss has taken steps to introduce and implement change with your participation?

 

 

 

 

NOTE: If you have a Bible and would like to read more about this subject, consider the following passages:

 

    Joshua 1:9; Isaiah 43:19; Jeremiah 29:11; 2 Corinthians 3:18; Hebrews 11:8, 12:8; James 1:17

 

 

 

 

 

國際基督徒工商人員協會中華民國總會
台北市松江路22號7樓
Tel:(02)2581-4937
Fax:(02)2542-4169
E-Mail:
cbmc@ms26.hinet.netcbmctaiwan@gmail.com