Discipline plays always a very important important and crucial role in growth of any organization. Dictating discipline is now hackneyed way. It cannot be just demanded from the team, it has to be build within individuals.
Discipline is not an individual trait or quality, it is a behavior, which can be developed by a systematic process.
This is my effort to put up the scientific way of transforming individuals from Indisciplined to In Discipline. The whole process is divided into two phases.
Phase 1
The first and archetype step is to define Indiscipline. The most of people and organizations mak a mistake of defining Disciplinary guidelines, while what is essential is to define precisely what will be considered as indiscipline.
The second and the most crucial step is to communicate the expectations with consequences in case the expectations are not met. It is very important here to include some measurement, as the thing which you can’t measure you cannot control.
The third and the difficult step is to interact and understand the weak area and difficulties of individuals which they facing while following the predefined guidelines. This is the point where the proces of competancy mapping and training need identification is required to be performed carefully.
The fourth and the fabulous step is to plan and conduct the required trainings and facilitations. Here you actually start transforming individuals. You will really enjoy this step as nurturing behaviors is a bliss if achieved.
The Fifth and final step is contious Coaching. The hand holding and counseling are two major tools of this step. Every trained individual needs some hand holding during initial phase of any transformation process so as in this case. In fact it is more critical here as you are trying to make changes in the behavioral manuscript of individual. The hand holding and counseling goes alternatively or some time simultaneously in this phase.
In any organization about 95% people can be transformed from Indisciplined bunch to In Disciplined team. After this there will be definitely few hard nuts to crack in every organizations and for them it is then mandatory to follow legalistic protocol.
Phase 2
The steps in this phase are far simpler then in any of the earlier phases. This phase is an action phase which starts with verbal warnings and taking commitments followed by written advisory note.
After this gestation period should be given. 90 % of people reached to this stage will show changes with this action and will shift to the transformation phase.
There is no point in wasting time with remainants, like any other process here also you will find residues which is simply needs to discarded through legal warning and termination system.
SOS – The mistake of shifting last phase residual nerds from one department to other should not be done as this will act termite. Please remember Shifting of shit is not the right way of cleaning.
The most of the people misunderstood the last phase as only phase of disciplinary action.
The process in its initial phase with Five steps is very tough and time consuming while the last phase shall be very fast so that it does not spoil the rest the broth. The inactivity in last phase has very strong and irreversible impact on the first phase performance.
Please remember for good and smooth running of any organization you have only two options –
You can either change the people
or
Change them.
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