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Becoming A Big Change Agent At The Office – Key Actions You Are Able To Take

1. Make certain you have at the least as much “years of expertise”, given that “number of years you’ve been along with your company, or on your own job”. Keep in mind that your having spent twenty years in a location will likely not really mean you have got acquired twenty years experience – if you don’t elect to actively search for, analyse and ultimately study from your experiences all during that time frame. In items a. and b. below, I elaborate.

a. Constantly make an effort to discover better and improved ways to do that which you do. Never get passive -or think you have done all there clearly was to be achieved!

b. Oh, and also by the way in which, do not watch for “others” to initiate the changes either. Sometimes those “up there”(or “others”) might not have the type of insight you are doing into a specific issue. If you do not assert yourself and “suggest to them” that which you believe has to be done, you’re going to be denying both them and yourself the ability for significant progress or improvement.

2. Develop and diligently implement SPECIFIC PLANS which will make your performance and learning every year not the same as – and a noticable difference on – just last year. NEVER allow you to ultimately have a REPEAT performance for the just last year.

In other words, make certain you are continuously improving in your understanding, skills and general abilities because it pertains to doing all your job. Then make use of your improved competencies to build up new and/or better methods for doing that which you do. Do that diligently, and you may ultimately start to achieve recognition and career progress on a frequent basis(this is certainly needless to say assuming your employer thinks such as the ones described when you look at the quote below!).

“All successful employers are stalking those who is going to do the unusual, those who think, those who attract attention by performing significantly more than is anticipated of these.” — Charles M. Schwab

3. Rock the boat – when you have to! Sometimes you might (need certainly to) upset some individuals, bruise a couple of egos, and on occasion even step on some toes to successfully influence positive change.

If you figure out how to introduce your changes with tact, the destruction done shouldn’t be irreparable. Dale Carnegie’s inexpensive book “how exactly to win friends and influence people” offers timeless wisdom(you may well not be in a costly Interpersonal Effectiveness management course) about how to do that.

I was listening to Sports Radio 88.9 Brila FM sometime ago, and a female presenter credited listed here quote to Bill Gates:

“I’m not sure the secrets to success. But i am aware that the answer to failure will be try to please everybody” – Bill Gates

Then there clearly was Robert Schuller’s assertion that:

“should you want to be a pacesetting thinker, you may expect difficulties with those who find themselves trapped by tradition”– Robert Schuller

As a green-horned brewer in Guinness between 1996/97, my keen fascination with computers initially attracted an abundance of criticism from a few of my peers and senior colleagues. Some pointedly told me my efforts to utilize automated spreadsheet applications to displace manual reporting systems getting used could not work.

They also readily attributed any mistakes I made face to face to your time I spent taking care of the pc (something not during those times in widespread use) which within their opinion prevented me from mastering the primary practical requirements to successfully work as a brewer.

In time, I became needless to say in a position to demonstrate beyond any shred of doubt that their assumptions were wrong. Not just did I mature into a qualified brewer/shift manager (person who got repeated secondments with other departments to fill sudden vacancies while replacements were sought), but In addition went on to utilize my computer skills to build up over five customised spreadsheet applications.

These applications were formally adopted as opposed to the manual reporting systems getting used during those times when you look at the various departments I worked. When you look at the rest for this article, I narrate a few of my experiences a big change Agent in Guinness Nigeria Plc – when you look at the hope you will pick up some useful learning towards achieving achieving similar – or even better – successes in your working environment.

“Some people get in on the crowd to be remembered as “hidden” or “protected” from criticism or scrutiny. Given that they also be mindful to never voice contrary (as well as times ANY) opinion, they’ve been rewarded utilizing the anonymity they seek – and also the insignificance that results as a result.” – Tayo Solagbade

Initiating Change As A Shift Brewer/Manager(My Story)

I joined Guinness Nigeria as a Graduate Trainee in October 1994, and voluntarily resigned my appointment as Technical Training and Development Manager in December 2001 – having given 2 months mandatory notice. I really read a Yahoo! Newsgroup announcement of some management alterations in Guinness in 2000, including mine at entries underneath the heading titled “Restructuring, appointments, promotions at Guinness” to the bottom for the page)

On numerous occasions while I worked for the reason that company, I decided to assert myself and dare to be varied by expressing my ideas, and challenging existing methods for doing things. (Since becoming a business owner, i have already been “guilty” of acting exactly the same way. Read my article titled how exactly to Be A Jack of several Trades – and just why it may move you to Succeed more frequently? to know about the way I am playing the alteration agent role outside paid employment).

Between 1997 and 2000 I automated – during my free time – the complete procedure of brewing data recording, analysis and report generation by developing custom automated spreadsheet applications using my self-taught skills in Lotus macros spreadsheet programming.

Incidentally, I experienced learnt about Lotus macros programming by working closely with a new expatriate Training Coordinator – Richard Chambers – (who was simply extremely great at it) during my days as a Management Trainee in 1994/95. This is why, it had cost me NO money and merely some time/effort to get an art, that was to later open numerous doors of opportunities in my situation!

In addition had a few ideas on how to increase the tools getting used to assess the performance for the brewing process. And I also felt so convinced about them that i simply could not stop calling the interest of my superiors. Some situations follow.

A Barrage Of Proposals

In January 1998, I wrote the very first of a number of three papers that could generate considerable debate during my department, to my boss. Inside it I faulted the thing that was then our current approach to calculating the Brewhouse Turn Round Time (BHTRT) parameter getting used to asses our brewhouse performance, and proposed an adjustment to your formula.

My colleagues- a few of whom was indeed brewers several years before I joined the organization – tested the modified formula and ultimately recommended its adoption.

Two months later, the 2nd paper questioned the reliability for the BHTRT parameter itself as a measure of performance. My argument was that BHTRT by its computation neglected to capture other essential areas of our brewing performance thereby sometimes understating out performance even though we had done well. As might be expected, not everybody readily accepted this type of reasoning. However, it did stimulate lively discussions and an abundance of re-thinking.

In June 1998, the next paper proposed (to senior management) for adoption, a formula for computing a fresh brewery performance measure that we called “Brewhouse % Efficiency” to fit existing performance measures such as the BHTRT. This formula had components which took account of all of the key variables when you look at the brewing process thereby giving – the thing I considered – an even more reliable representation for the overall performance for the brewhouse.

Not only did my boss – Greg Udeh – concur with the idea, he engaged me in extensive discussions exactly how I derived it, after which sent it to your brewery’s Operations Manager(OM) – Alistair Reid. Couple weeks later, after the approval through the OM, I made abridged copies for the original proposal, which my boss then circulated to senior managers when you look at the technical function over the company.

The response was instantaneous. For 6 consecutive months subsequently, the formula was discussed during the monthly Technical Review Meetings by senior managers when you look at the Technical function. In addition, the Production department in Lagos brewery also “tested” the formula for usage. I still recall vividly the numerous telephone calls and emails(hard copies of that are during my files even now) that I exchanged with Chizzy Uduanochie who was simply then located in Lagos brewery, attempting to explain how he could adapt the formula for usage within their Lager brewing process.

Best of all of the, i acquired an official acknowledgment for my efforts when Brian Carson(who was simply then) – head for the Technical Function – commended me during one of many brewery management meetings I attended. Another Senior Manager – Raymond Ugboh – commented not even after, that the job I experienced carried out in developing that formula was like something for a PhD thesis! (What better method to find simply how much of a confident impression you have made in people’s minds!)

Little wonder then that I subsequently got repeated contact with significant a better job opportunities (especially when I never stopped doing those actions which is why I experienced been acknowledged – being innovative, creative, dedicated, dependable, a group worker etc).

Career Opportunities: Acting As Training Manager Twice in identical Year

At different occuring times in 1998 (once I made my many proposals), various opportunities would come my way.

First Secondment: In March 1998, I became nominated to alleviate the substantive Technical Training and Development Manger(TTDM) – Austin Isikhuemen – as he observed his annual leave(The TTDM’s position was on a management grade one step above middle level management that we belonged to as a brewer).

The job involved supervising a group of 3 managers(Training Instructors), 5 Engineering Trainees and a Secretary, while reporting to your Brewery Technical Manager. Only three years earlier, the instructors had put me through as a 24 yr old trainee. I realised this and made certain to allow them note that I still valued and respected their experience. However, when needed, I didn’t think twice to assert myself specially when a chance of set targets or deadlines not being met became apparent.

I also needed to ensure planned training courses were run using schedule for many employees. In a few cases this required liasing with external training consultants. Effective interfacing with sectional and departmental heads inside the brewery or off their breweries, in addition to periodic evaluation of training courses – especially those run by external facilitators were crucial roles I experienced to try out.

As usual, I looked for how to make my job easier. As an example, I introduced a spreadsheet macro program from the brewery’s intranet which enabled printing of blank Internal Technical Audit record forms. This reduced delays previously encountered by intending auditors whenever provided blank copies ran out.

Repeat Secondment: Mid-August 1998, I received official notification of my nomination because of the brewery’s Technical Manager, Chris Biss, to do something, again, as TTDM.

This time, it had been for a straight longer amount of over three months!

The incumbent TTDM – Austin – had commenced a 3 month overseas training tour before this time around, and also the Technical Manager himself was scheduled to disappear completely for more than a month on his annual leave through the period I became to do something!

i need to add here that before then, one question which had tugged within my mind since completing my first secondment/acting assignment was indeed whether or perhaps not my performance was indeed to your satisfaction for the Technical Manager, and also the brewery management as a whole. This subsequent recall to your position, and also the circumstances under that we was asked to assume duties – where by no “hand-holding” was employed to “ease me in” (suggestive for the “Trial By Fire” method sometimes deliberately employed by management to “test” the mettle of individual employees) – provided me with the solution I needed.

On this second run, I went on to formally propose data entry of training records for individual employees in to the existing human resources database package(PS 2000) then being exclusively employed by the HR department. Following discussions utilizing the brewery IT department and also the HR manager, the proposal was accepted and implemented.

The Lagos brewery would later be advised to look at exactly the same solution following a Technical Review Meeting(TRM – brewery level meeting attended by senior mangers through the company’s Lagos Headquarters) from which I announced that records of over 350 (away from 430) staff in Benin Brewery had been already entered in to the database. This caused it to be possible to build reports about individual staff containing information on employment history, courses attended, performance etc for usage in decision making by departmental heads.

Important Note: you might like to pay attention to the purpose made here. I obtained nominated – TWICE in identical year – to put up a high-profile position while significantly less than 4 yrs . old when you look at the company. This trend actually continued directly into the very last years I spent when you look at the company when I continued to utilize my self-taught skills to provide additional value each time I became at the job.

Other Examples Through the Time I Spent In Guinness

I make these additions to not ever blow my horn or make myself look good, but to offer your reader a number of scenarios by which opportunities for influencing positive alterations in the job place is found and utilised. Incidentally, most times, if you should be alert, they simply become obvious for you. The thing left would then be to do this.

The examples described here provide further evidence that I actively challenged existing methods for thinking and doing things with a view to discovering easier and better methods. Additionally they show a trend that suggested I experienced an uncanny instinct that guided us to think across the lines that my superiors were expected to develop fascination with down the road. I strongly believe everyone can develop this instinct by adopting an equivalent mental attitude to your one described to the end for this article.

1. Introducing a procedure Control Tool: In June 1997, about four(4) months after returning from temporary redeployment to your Packaging department*, I proposed and implemented the employment of CUSUM(Cumulative Sum Deviation) charts to monitor trends of some key brewing parameters to fit conventional Schewart charts then getting used when you look at the brewing department. *(I became officially a brewer, but had received training to your workplace when you look at the Packaging department, leading to my periodic secondments to this department).

I had run into the CUSUM concept while studying a paper on energy usage and monitoring. It includes and others, the advantage of indicating points from which changes take place in a procedure because of non-accidental causes thereby rendering it an easy task to assess the effectation of modifications deliberately or inadvertently effected when you look at the brewing process.

To allow it to be possible for the charts to be updated, I designed a spreadsheet with the aim and championed its use. CUSUM charts were subsequently familiar with monitor and depict sustained progress in controlling beer foam retention and percentage brewing wort boil off rates. Read my article titled Simple Performance Measurement/Control processes to find out about the CUSUM concept.

In November 1997, I wrote and presented a paper titled “Statistical Process Control(SPC) And Target Setting” in line with the work I experienced carried out in Guinness, during the 1997 edition for the Nigerian Institute of Management(NIM) Young Manager’s Competition.

I was runner up when you look at the zonal finals for the competition held at Ibadan, and placed 5th overall(away from 8 finalists) during the subsequent National Finals held in Lagos – in December 1997 – due mainly to a botched presentation brought on by my inexperience. You are able to see the very helpful learning I gained from that experience with my article titled I Flopped Badly In the National Finals!(a real Story on how never to Prepare For/Deliver an essential Presentation).

Coincidence? In July 1998(about a few months when I delivered my paper on Statistical Process Control during the NIM competition), Guinness Nigeria sent brewers and bottling line managers – myself included – to go to a consistent Process Improvement course during the Lagos Business School. The possibility applications of SPC to reach process consistency featured prominently when you look at the course.

2. Proposing a fresh Process Performance Measure: Earlier on in this specific article, I described the events prior to my proposal in July 1998, of a fresh measure called Percentage Brewhouse Efficiency. I experienced derived the formula for computing this parameter by conducting elaborate spreadsheet based data analysis(according to an adaptation for the Packaging Line Efficiency formula) over a 2 month period – during my free time – using significantly more than 24 months worth of brewing data. The proposal was handed consideration during the highest levels when you look at the company’s technical function.

Coincidence? In March 1999, a thorough range of performance measures (newer and more effective) to be utilized for comparative assessments of brewing sites over the Guinness Africa group were circulated through the London office. One of those – though not according to my formula – was a fresh parameter called Brewhouse Factory Efficiency.

3. Developing Best Operating Practice(BOP) Assessment Formats: Between February and March 1999, I lead-facilitated the utilization of the BOP assessment exercise for Velo filter operations when you look at the brewing department. The assessment format I designed especially for this exercise( in line with the competencies indicated as requisite when you look at the Operator Works Instructions) would later be requested from me because of the Training Instructor in charge of BOP Operations – Ben Ogansuyi – and formally adopted for usage.

The Mental Attitude That Helped Me Succeed As a big change Agent

In order that will help you identify other factors that enabled me achieve recognition and career progress, I offer factual statements about the type of thinking I utilized in doing might work.

I had an unwavering fascination with continually acquiring new knowledge, skills and experiences even in the event considerable personal expenses will be incurred. For example, I recall needing to spend almost my entire leave allowance on materials, plus in preparation when it comes to Nigerian Institute of Management’s(NIM) Young Manager’s Competition I entered for in 1997. A similar thing happened once I decided to learn to speak, read and write the French language couple of years later.

Adopting an equivalent mental attitude will probably improve your likelihood of place of work success significantly.

This great attitude and work ethic made me rise above the crowd easily, when I was often thrust in to the spotlight for having introduced new ideas/ways to do things – quite often using my capability to influence people’s methods for thinking and doing what to obtain the buy-in of others.The many instances during that we surely could identify defects in existing settings and successfully propose acceptable modifications in their mind within a short span of joining a fresh or different work space are cases in point.

The following narrative describes certainly one of such cases.

Staying Strongly related the business’s Needs As a big change Agent

After the business’s switch from Lotus Smart Suite to MS office platform through the roll up to year 2000, I made out time for you to develop self-taught proficiency when you look at the usage of Microsoft’s comparable to Lotus 1-2-3’s macros for example. MS Excel Visual Basic. I did so this away from a well formed practice of doing whatever was required to keep myself highly relevant to the requirements of the organization.

This pro-active step paid down in late 2001, month or two before I left the organization, once I successfully developed a Visual Basic for Excel Custom Automated Training Records database application for Benin brewery(which will later be provided for Lagos brewery during the request for the latter’s TTDM) – so that you can meet requirements for the then impending ISO 9002 certification audits, pending delivery for the application to be sourced because of the IT department.

It might interest one to realize that today, I deliver Custom Spreadsheet Automation Services to clients for a fee – so my efforts at developing spreadsheet solutions during my workplace are not wasted. You are able to work at obtaining the same experience too – because you will 1 day need certainly to retire.


You needs to be constantly critical of yourself, and also the environment where you end up at any moment in time. Always think about questions when things happen differently or perhaps you notice something unusual. Several times, it really is by continuing to keep yourself this kind of a situation of mental alertness that you can to grab valuable learnings from your own experiences – and often show up with innovative approaches to problems faced by both you and others you make use of!

Also, while learning from experiences, you have to be patient since sometimes the experiences may be slow and also painful. You have to fix the mind from the ultimate reason for your obtaining the experience(s), and draw strength through the knowledge you will come away definitely better off than in the event that you never really had the experience(s).

Finally, I ask you to answer: do you know the conditions or circumstances you accept to reside and make use of daily? Are there any some which you dislike but feel you can’t do just about anything about? If yes, you have to replace your attitude and commence to consider just how to turn those circumstances around in your favor. In the event that you give enough considered to it, there are a means. So, do not rationalise your needs away – analyse them!


#Achieve #Recognition #Attract #Career #Advancement #Opportunities #Change #Agent Achieve Recognition and Attract a better job Opportunities when you are a big change Agent Discover 22

Achieve Recognition and Attract a better job Opportunities when you are a big change Agent

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