🚀 go-pugleaf

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On Sat, 4 Jun 1994 Gray Southon wrote:

> I agree that people need to be able to manage insecurity and uncertainty.
> But we do need certain tools and a framework to do that. I think three
> important factors are a sense of identity, a sense of history, and the
> knowledge of what is stable as well as what is not changing.

I'd like to comment on the second of Gray's three factors -- a "sense of
history".

When a corporation or an institution of learning begins planning changes,
every person involved comes with their own set of "background tapes", or
tunes that we sing to.  Depending on past experience, the word "change" may
automatically evoke some strong set of emotions or reactions.  This could
be in the negative or positive realm.  The wise manager will know his
people and know what kind of presentation to make in "selling" the idea
of the needed change.

And the converse is true.  If the "lower echelon" have a good perspective
of the management and a sense of trust has built up through the years,
eg, having a good sense of the historical actions of the institution that
"integrity" is at the top of the list in operating procedures, there will
be a far greater chance of enthusiasm and voluntary participation in the
new program.

What ever the desired result is, a good sense of "history" will benefit
both sides.

Sandra M. Winn
swinn@gas.uug.arizona.edu
University of Arizona, Tucson