“We”
vs “Them” – relationships in business
Somewhere, sometime, I read an article that referred
to “creating a stronger we” by “identifying a them”. We seem to do it in all levels of our lives,
both business and personal.
In its extreme form it can become dangerous!
In business, sport or life in general, when building
teams or a strong culture, us and them scenarios form a significant part of a
winning strategy.
Obvious stuff.
However, in a world where we have opened the
traditional barriers and borders via social networking, new networks are being
forged every day. People belong to
multiple groups and are aligning themselves in a different way.
The traditional concept of brand and group loyalty
is changing as a result.
While loyalty levels to the groups might vary, most
of us have a strong desire to belong.
The global village offers unbelievable opportunities for building
powerful networks, regular contact with people from all over the world and
continual learning.
If you read Dr Robert Cialdini’s 6 Principles of
Persuasion, the one that pertains is Social Proof. We feel more comfortable doing something
that other people are doing or have done before.
Recently, my husband and I were travelling overseas
and eating daily in restaurants. After
a few days, I realised that we were selecting our restaurants by how full they
were. We assumed that fuller (the
restaurants, not our stomachs) meant better…
Unsettled staff and clients were always vulnerable
to moving on, social networking has now opened up the happiest of people to
constant new opportunities. FOMO (Fear
of missing out) encourages companies and individuals to make quite significant
changes, just in case.
How do we create stability in an ever changing and
open business landscape?
·
We
need to create an environment where our employees feel fully engaged, part of a
great, culturally strong team;
·
We
need to have a strong brand position and service delivery that attracts, and
retains, clients who want to feel part of a winning solution
Adding winning strategies; an understanding our
competitors’ strengths and weaknesses and excellent, relevant products and
solutions create the right situation for harmonious decision making and
alleviating cognitive dissonance.
Links,
References and Notes
Accsys provides people management solutions ie Payroll, Human Resources (HR), Time and Attendance as well as Access Control/Visitor Management.
The company develops, implements,
trains and services our solutions. We
provide readers, turnstiles, booms and CCTV.
We run both on premise and in the
cloud, as well as mobile options for ESS.
Recruitment, online education and Business Process Outsourcing (BPO) are
part of our offering, too
Note 1 – Admiration Groups – This is a
term I use for people whose position or lifestyle is perceived to be desirable
and therefore to be copied by those who admire them.
Note 2 – Cognitive dissonance - https://www.google.co.za/url?sa=t&rct=j&q=&esrc=s&source=web&cd=2&cad=rja&uact=8&ved=0ahUKEwjl7MKdl7rQAhXpA8AKHTu4ALsQFggjMAE&url=https%3A%2F%2Fen.wikipedia.org%2Fwiki%2FCognitive_dissonance&usg=AFQjCNE_zWQ_U6i4qo03k4H16BPAh5phGw&bvm=bv.139250283,d.d24
http://www.accsys.co.za/accsys-peopleplace-talent-management
email:
tschroenn@accsys.co.za
twitter:
@TerylSchroenn
Note:
Thank you for reading Teryl@Work.
Should you wish to use any of the material, please acknowledge this blog
as the source.
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