The more useful the system the more attractive it will be to the users.
Organization Development : Team Building : Leadership Training : Executive Coaching : Facilitation
A copy of the slides I used for an opening to a multi-day series of workshops on – Leveraging diversity to find what works and amplify it.
This activity is meant to illustrate that what works best in innovation and rapidly changing environments needs a different leadership and team approach.
What is it?
A visual progress chart. The project-team uses post-it notes to write the tasks in succinct language. Then as the work goes from To-Do –> In Progress –> Complete they move the post-it notes as needed.
Setting vague desirable goals in abstraction works until you have to figure out what to do to achieve the goals.
We get stuck in the one direction or angle or surface of how we are currently doing things. This stuckness can cause us to push harder on the same thing. When a different, maybe better, result develops from reversing where to seek or initiate action.
I’m giving this talk / workshop in Atlanta Georgia. The client is looking for some academic & pragmatic ways to gather a wide variety of ideas, then create ways to implement the ideas. They are trying to shift the default mode of problem solving away from people who are senior or tenured within the organization.
There are many ways to create goals statements. What I find most effective is QQTR.
We all have, a one time in our careers, had a manger who has less capable or as capable as us. While having a manager who has the same capability may sound nice, it creates tension.
A dependent system changes behavior to people who just want to be told what to do, so they can do it. If things go wrong – it is not their fault because they were just doing what they were told. If thing go well – it is not their fault because they were just doing what they were told.