One question that comes to mind is that do I take short steps or long steps. Short steps are quick changes that seize the low hanging fruits. The long steps are the ones that transform the organization. The short steps may only improve the efficiency of the step, the long step improves the efficacy.
The short steps are the ones the CO is exposed to in his previous tenures that bring improvements in increasing productivity or cutting costs. The long steps could be the ones that are either unprecedented or the ones that involve a lot of planning and decision making.
For a CO it is difficult to identify the long steps that need to be undertaken to transform the organization without a good understanding of how things work and what needs to be changed. However short steps are there for the CO to claim and create the momentum that would be advantageous when the time to take long steps has arrived.
Example
There is a pressing need to improve the physical fitness of the unit in the 40 minutes of available time 4 times a week, assuming that one day is dedicated for administration and one for drill. A CO can take short steps ensuring that all companies at least run a 4 km route, followed by a mat routine of situps, followed by push ups etc. That will atleast ensure that the 40 minutes are well utilized.
And somewhere down the line the CO makes the big step of saying, there is no need to run 4 kms, the troops could do step aerobics in the place, instead of situps do crunches and reverse crunches and instead of push ups do handstand pushups. The effect would be 2X.
The small steps ensured that people were willing to accept change, they were tuned and toned to go for the 2X routine.
Take small steps till you discover the big step that launches the process performance into the next orbit.
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