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PART VI MOVE ON
22 Accelerate your growth 178
23 Enhance your learning 185
24 A before and after and later check 187
Much of the material and many of the examples and insights used in this book
were ‘discovered’ during the course of leading workshops or in direct response to
the need to assist in specific situations. I was fortunate in being presented with
the opportunity to learn them – often for the umpteenth time.
To those people I have worked with and learnt from, and who unwittingly
contributed to this book, a special thank you - for various reasons I cannot
acknowledge you by name. Otherwise, where I have been able to determine a
specific origin for a particular concept, quote, or visual representation, it has been
individually acknowledged at the appropriate point in the text.
To the many people who willingly offered advice when I asked for it - and I
needed lots of it - my thanks also. For their support and for providing in
themselves such wonderful examples of creating personal change, my special
thanks are due to: Tom Watkins, who many years ago showed me that there were
more effective ways of working with others, and probably without either of us
realising it at the time, setting me off on new directions. Also for his friendship,
fun, creativity and for the sharing of his outstanding skills in the facilitation of
learning; Helen Emmerson, who five years ago worked carefully and patiently with
me on planning the route that has led to this book; it took a while Helen, but I
made it (it took a while Helen, but I made it); Barbara Gordon for giving the initial
encouragement (when I really needed it) that the book was readable and worth
progressing with, also for reading numerous drafts and modifications; Ron Pontifex
for creating new opportunities and getting the right sort of advice and support for
our new direction; Susannah Engel for the injection of some great viewpoints and
insights on the content, her amazing enthusiasm and zest for life, plus her
commitment and practical support when I needed it; Cathie Dunsford of for her
professional and down-to-earth advice on developing the draft. Her ‘off the cuff’
words of encouragement pencilled on letters to me had a powerful effect.
My extra-special thanks to my children, Michelle, Warwick and Nicolle for
allowing me to practise on them the skills covered in this book and for the learning
I gained from them.
And most of all, to my wife and project manager, Valma Retter for her
unflagging support in keeping the whole thing on the rails and who, with lots of
love, very practical advice and heaps of work created the space for me to write the
book - this even extended to occasionally letting me off my rostered time for
vacuuming the house!
PS To our cat, Tigger, who allows me to use his habits and behaviour to illustrate
various points – it is done with fun and good taste Tigger ☺.
About corks, life and shifting gears … People often say things in ways which
indicate that they have a deterministic view of life, summed up as “I am just a
cork bobbing about on the sea of life - what is going to happen will happen”. My
view is that I may be a pretty small dot in the scheme of things but that does not
prevent me from moving in a particular direction. I create my own experiences
and therefore am responsible for my part in what happens to me. Shifting gears is
about developing the skills needed to set personal direction and move ahead. It is
also about finding better ways of doing things, not ‘better’ simply in terms of
efficiency, but better in terms of fun, satisfaction and balance in the everyday
mingling of our personal and ‘work’ lives. It places special emphasis on finding
better ways of working with others because this is fundamental to improving
everything we do.
In many parts of the world, there has been a massive transformation in the
organisation of the public and private sectors. This has forced organisations to
review their work processes and develop innovative ways of thinking - and
brought many people face-to-face with the need to re-evaluate their personal and
work lives. The issue of personal change has moved from being a ‘nice to have’ to
a ‘need to have’.
Over the years, my work with many organisations, the conducting of
numerous workshops, and overseas study, has put me in touch with a wide range
of people and provided a rich background which I have tapped into. More than
simply a sampling of ideas, theories, or quotes from other sources, this book is
the outcome of my collaboration with those on the path to new, more helpful,
ways of working. It is a collection of what actually works, focusing on underlying
concepts and principles rather than superficial point-solutions or quick-fixes. The
grounding in real life experiences has also provided some truly exciting examples
of how effective the concepts and tools are over a wide range of situations,
ranging from close family relationships to critical organisational issues.
As you read on, I am sure that you will come across many situations about
which you will say ‘oh yes, been there, done that!’ My aim is to give you new
insights into what is happening and to help you to take charge of your part in the
scheme of things. Everything in the book is based on everyday applications and
demonstrable results. The skills deliver immediate results and as you hone them,
they will give you strong sense of control and direction to your life. The skills
deliver immediate results and as you hone them, they will give you a strong sense
of control and direction to your life. I apply them in my routine work with client
organisations, individuals, and when leading workshops - they can be trusted to
work.
The nature and organisation of work is changing rapidly and altering the lives of
virtually everyone, often whether they want it or not. Not simply more of the old
type of change speeded up, these changes are dramatic and often unexpected. For
many people there is now very little to separate their work life from their personal
life. An easy example is the growing number of people who no longer have to leave
home to go to the office. People are faced with the urgent need to develop skills
which will not just enable them to cope with the changes, but help them to achieve
satisfaction and success in their personal and work lives.
Organisational structures are flattening out, becoming more dense, and
focusing on a core of dedicated, highly skilled, and highly paid workers. Within
these organisations, people now often do the work that was once done by two or
more people and they have to constantly demonstrate abilities beyond the purely
functional skills on which they were originally employed - just to remain with their
current employer! It is very common for highly skilled, long-term employees to
suddenly find themselves on the job market - they were simply in the wrong place
at the wrong time.
• A woman told me that within six months of joining an organisation, her
job was eliminated. She was told to apply for other jobs (with the same
organisation) and ended up working in a totally different area of expertise.
• Another person, involved in five restructures within the last five years -
two within the last year - is undergoing another!
• A large organisation, itself the product of a merger of small organisations,
had barely settled into the new way when it was in turn taken over by
another even larger organisation.
These situations are familiar to many people and many have experienced them
first hand. Over and above the dramatic advances in information handling and
electronic communication, the changes are being driven by radically new views on
the relationship between, and within, the personal, social, and work aspects of our
lives: at both a workplace level and within society in general.
You can now expect to make many major career shifts in your working life. In
fact, even the idea of ‘a working life’ is starting to take on quite new meanings,
assuming that the term is still relevant. Staying with the same employer and simply
trundling along expecting the world to evolve in a predictable manner does not
work anymore - if it ever did. Many organisations expect or require their employees
to either adapt to on-going and major shifts in their focus and culture or, if they do
not ‘fit’, to leave.
Whether you remain within a traditional organisation, or join the new band of
employees-turned-contractors on the outside, you need the skills necessary to
develop not only new ways of working, but a new lifestyle. You need to become
attuned to the many opportunities presented by the unpredictable upheavals in
your life. You also need to be able to interact well with a range of widely differing
organisations as you change careers or prospect for work.
Directions
Inside organisations
The focus within the workplace is on the development and maintenance of skills
which help people to communicate openly and accurately, relate well to each other,
negotiate, influence, and generally work much more effectively together - all within
an environment of much less supervision. These required skills fall into one of the
three categories: Functional/technical, Use of resources, and High Performance.
Together, these present a much wider view of the work situation than is
traditionally recognised.
The Functional/technical skills are fundamental to doing the job; possession
of these skills simply gets you over the threshold for consideration among others.
Unfortunately, they are unlikely to move you on to greater things or personal well-
being.
The Use of resources skills are needed to look after the many assets (in all
forms) entrusted to your care. They are heavily focused on the control aspects of a
job (accountants and budgets figure fairly prominently here). Interestingly, this is
where conflict arises as organisations, moving to a responsive learning culture, find
that most of their information is used for control rather than helping people to do
their job better.
The High Performance skills comprise Personal Empowerment (a major
issue, even at senior management levels), Process Awareness, Problem Solving,
Communication, Conflict Resolution, Negotiation, Facilitation and Teambuilding.
Shifting gears deals with these skills. They enable you to achieve clarity and
harmony of direction, interact well with others, establish amicable working
relationships and dramatically improve your working effectiveness.
People have special needs in the competent application of the High
Performance skills. There are:
• leaders wanting change but finding that others are not following;
• people required to create change but not knowing how to go about it;
• people required to make specific personal changes to conform to a new
culture but not knowing how;
• people finding themselves in a sea of change and feeling unable to handle it.
In any of these situations, simply hoping that things will get better is not
enough. You need to gain control over what is happening to you in order to build on
the vast and exciting opportunities being created in today’s work environment. This
does not come about by chance; it requires a clear focus on where you want to be
and the development of the skills needed to support your change.
Improve self-awareness
• Boost your power by working on the ‘process’ rather than the task
• Balance & harmonise your home and work life
• Translate your fear (inaction) into action
• Get to the core of a problem so that you can deal well with it
• Avoid being hindered by your own unhelpful behaviour
• Deal well with feeling ‘driven’ by the pressure of conflicting priorities
• Use powerful tools to support your continuing improvement
1 Listen to others
There are lots of people hearing but how many are listening?
A number of years ago, a large aircraft was thundering down the runway on its
take-off roll. The captain, suspecting that he was not getting ‘full noise’ from the
engines, called “take-off power” at which point the co-pilot called “check” and
obligingly pulled back the throttles to idle, thereby taking off the power.
Unfortunately, this was not what the captain had intended and the aircraft, having
passed the point at which it could be stopped within the available runway length,
careered off the end creating a large amount of damage and a number of shaken
people.
Clearly, within the above simple communication there was a misunderstanding
and it led to a wrong decision being made, which in turn had a major impact on the
ensuing experience. I used this example to illustrate how easily we can misinterpret
something, even when we thought that the communication was a well established
and understood routine. You will be pleased to know that the aviation industry has
since dropped the use of the phrase ‘take-off power’; it was bad for business.
Listening is the cornerstone of the communication process between people.
Fundamental to working well with others and achieving success, it involves an
improvement process which is steady, never-ending and very rewarding. For these
reasons I have made the skill of listening number one on our list of things to work
on.
Throughout the book, you will be faced with the need to make decisions and
one of the first is the decision to be a good listener.
☺ Words as
expressed
Words as
understood
☺
Listening to check and correct understanding
Why listen?
Critical to the communication process and our interactions with others, listening is a
much misunderstood and under-utilised skill, yet it is the foundation for creating
effective change. Communication uses listening to detect and correct
misunderstandings and to ensure that the transmitted message is accurately
received. In other words, listening ‘closes the loop’.
More than just understanding what a person is saying, listening helps the
speaker to become clear about what is going on for her or him and facilitates clear
expression of the thoughts and feelings surrounding the situation. It also helps the
speaker to clarify a topic or develop a concept.
For example, I am sure that while trying to explain something to someone, you
have found that it has actually helped you to become clear about it. This is the very
essence of listening - a total focus on helping the speaker to clearly express what is
going on for him or her.
The challenge
As a listener, your real challenge is to let go of your personal agenda and focus on
the listening process. It is particularly difficult to let go of our own agenda because
we are constantly required to overcome our prejudices, our special interpretations
of reality, our seeing of others through the filter of our beliefs. To avoid much
confusion, argument and misunderstanding, we need to break out of our own view
of the world, other people, and ourselves.
A major benefit of listening is that when a person who is feeling stressed is
listened to, the stress level goes down once s/he has been able to articulate the
frustration and have it acknowledged by others.
The rewards
. . . for the listener
Although it can be very tiring, listening is one of the most helpful things that you
can do for another person and very rewarding personally. It enables you to remain
closely attuned to the speaker’s needs so that you can concentrate on what is being
said and respond well to key points, phrases or words of special significance to the
speaker.
Listening helps you to avoid saying things which might block or inhibit the
speaker’s self expression and enables you to demonstrate your understanding of
how the speaker sees what has been going on and how s/he feels about it. This
dramatically improves your ability to acknowledge and respond well to emotions
(especially anger, criticism or other distress) expressed verbally or in the form of
body language.
Later on, having listened really well, you will find it easy to recall and reflect on
what has been said; particularly useful if you need to follow-up on a conversation to
deal with specific aspects of what has been said. Your clarity about what has
happened will also put you in an excellent position to offer appropriate advice - if
the speaker should happen to ask for it - much more on this later.
Be pro-active
As a listener, your role is far from that of a passive observer. Here, you give your
close and keen attention to what is happening and creatively use the many skills
which enhance the communication process.
View the action
Grouping the listening skills into eight levels, ranging from the least to the most
‘active’, enables us to examine in detail the effort required to listen well. There is
not an indicator of the sequence in which to use the skills -“I’m now moving to level
six” - ahhhh! (as the speaker attempts to throttle you).The list is only to identify
the various skills involved and the relative effort required for each. For instance,
Clarifying the Problem requires a very high level of concentration to pick out the
essence of what is concerning the speaker. It cannot be done by listening in a half-
hearted, desultory manner.
1. Be ‘un-busy’, calm, quiet, relaxed (this is the least active level of listening).
2. Show that you are ready to listen by facing the speaker, establishing eye
contact and so on.
3. Use a nod, smile, grunt or other minimal ways of encouraging the speaker to
continue speaking.
4. Use starters and developers, such as asking a question or making a comment
which moves the speaker forward in his or her thinking (especially useful if
you have inadvertently interrupted or blocked the listening process).
5. Reflect and check the speaker’s words (“you said they kept on going flat-
out?”).
6. Paraphrase/summarise content to check and show understanding (“It sounds
like you’re saying that . . .”).
7. Summarise expressed feeling or reflect shown feeling (“John, you are
sounding quite calm, but I see that you are shaking - this appears to have
had a major impact on you”).
8. Clarify the Problem. This is the most active level of listening and is covered in
detail in the next chapter.
See the person
High quality listening uses more than just spoken words to develop a total picture
of how things seem to the speaker, it helps us to see the real person beneath the
layers of labels, judgements and interpretations so easily thrown over the speaker
by ourselves and others. Our ability to listen is helped enormously if we can let go
of our own viewpoint and the need to agree with what is being said and simply
focus on the other person’s ideas and views. Understanding does not require
agreement with what is being said.
All the listening skills in the world are for nothing if there is not a willingness to
listen.
Put in the effort
A deep understanding of what is going on for another person requires the undivided
attention of the listener and the showing of equal and high respect for that person.
You cannot do this at the same time as something else such as ‘listening’ and
writing a report. Do one or the other, but don’t try to do both as neither will be
done well. When you need to listen, set aside enough time to do it well. If you
strike conflicting demands on your time, try negotiating a more appropriate time.
Even when someone is distressed, it is better, and shows respect for his/her needs,
to negotiate a time at which you can give them your full attention.
Open-ended questions
Requiring more than a Yes or No answer, an open-ended question encourages the
speaker to explore his or her own thoughts and supports the person as s/he
expands upon what has already been said.
Starting your question with What, How, Where, When, Who usually helps to
ensure that it will be open and keeps the speaker in the present. The use of ‘Why’
tends to invite an unexpected response and can send people off in all sorts of
directions - usually deep into the past: “It all started when I was eighteen months
old . . .”
Closed questions
Closed questions only require a Yes or No answer, or at most, a few words. On their
own, the words do not encourage or provide an opening for the recipient to give an
expanded reply. However used with care and forethought, a closed question
encourages a speaker to reach a conclusion or consider alternatives.
Stop trying to fix the problem
If there is one thing which frustrates people trying to express a problem, it is the
great tide of solutions which frequently washes over them. Each of us seems to
have an overwhelming urge to fix other people’s problems - for the very best
reasons, of course! Suppressing this urge and treating the other person as a fully
functioning adult takes quite an effort. The speaker is perfectly capable of coming
up with his or her own unique solution - what they are looking for is someone who
can help them to become clear about the problem.
Developing clarity about the problem is about 90% of the journey. The solution
is the easy bit, the glide to the finish line and besides, the reality is that even if you
do come up with a ‘brilliant solution’, it will probably be discarded in favour of the
person’s own idea - and rightly so.
All of this should be a great source of relief to you. It means that while
listening, you do not have to be thinking of clever or inspired things to say or ways
to ‘fix things’.
is saying “They are looking really bored; what I am saying must be really boring; I
am really boring; what can I do?”, and so on. The speaker needs feedback to
validate what is happening.
Incidentally, you will find it very helpful to use encouragers at the right
moment. Failure to do so is a classic give-away of the fact that you are not listening
and their use will have quite the reverse effect to that which was intended.
Open doors
Encourage the speaker to talk or move forward in her or his thinking by asking
open-ended questions or making observations that help the speaker to focus on
what s/he is saying. Highlighting words and phrases which appear to have special
significance or are emotionally charged is often helpful.
Your questions or comments could be along the lines of: "What was Mary’s role
in this?"; "You said that this was typical (highlight key words used by person)?";
"You’re sounding extremely angry about the incident". Ask open-ended questions,
clarify meanings or specifics: “What happened next?”; “You said there were three
people”; “Take me back to where you said . . . ”.
These skills are particularly useful if you find yourself holding the
‘communication ball’ and need to hand it back to the speaker.
Act as a mirror
The speaker’s message is always in two parts: the content and the emotion
(feelings). Acting as a mirror helps you to deal with both. By reflecting your
impression of what is being projected and providing an opportunity for the speaker
to consider her or his part in what is going on you are providing a very valuable
service - without any obligation for you to ‘sort things out’.
Paraphrase to understand
Paraphrasing is a way of checking your understanding of what is being said by
condensing the speaker’s words down to their essence. Without interpreting or
changing the meaning of the words, you restate a condensed version of events
back to the speaker and look for his/her agreement that it accurately reflects the
situation. You then work on any misunderstandings or differences until the speaker
considers that you have got it right. Notice that the person who finally determines
that the listener understands what has been said is the speaker.
This process is a good deal better than telling someone “I understand exactly
where you are coming from”, when I have done absolutely nothing to demonstrate
my understanding. I think that the phrase, “I understand . . . ” is mainly used as a
ploy to cut the speaker off so that the other person can start to speak.
again - the rest of the group has moved on to the new speaker. The process has
two outcomes - it interferes with the other person’s expression and it results in the
listener missing information.
Sometimes the person who grabbed the ball quickly moves onto a new topic.
This ensures that ‘the ball’ will not go back to the person from whom it was
grabbed - s/he is still working on how to get back in with his/her original story.
We give advice
The giving of (well-meaning) advice is a huge barrier to a person’s ability to talk
about an issue that they are trying to work through. You know the expressions:
“when I had that I . . .”, “have you tried . . .”, “wouldn’t it be a good idea to . . .”.
The speaker is still grappling with understanding the problem and you are busily
trying to fix it. The reality is that whatever you come up with will not be adopted by
the speaker because you have solved it from your perspective, not that of the
speaker.
For more on this, refer to my comments on ‘solutions’ in the chapter Clarify
Problems.
We continue to be busy
This usually takes the form of working on the keyboard, doing the ironing, reading
or writing a letter and similar distracting activities.
Not long ago I had arranged a meeting with the manager of an organisation
about a personal matter that was very important to me. I was invited into her office
and waived to a chair. Distracted by a small copier which was refusing to copy
some important papers (not to do with our meeting) she was not having much
success. Looking intently at the copier, she asked me to keep going as she was able
to listen to me whilst working on the copier and assured me that I had her full
attention. I pointed out that I felt uncomfortable with that arrangement and that I
needed her full attention, at which point she stopped working on the copier and sat
in a chair facing me - now I had her attention. This common scenario is played out
in many ways, and is a major barrier to listening.
And we . . .
• Give our views on the subject working on the assumption that we know what
the speaker meant, or is going to say next, we point out flaws in the
argument “it was only two, not three!” when strong feelings are being
expressed.
• Fill in the silences. Completing the speaker’s sentence if s/he pauses or
hesitates. Sidetracking with unrelated comments. ‘Turning off’ the other
person with a generalisation, criticism, judgmental comment or a label eg.
“that was a bit rough”, or do it with a fixed smile, a long silence, a hand over
the mouth.
• Create distractions. Leaving the television running in the background. Facing
bright lights. Staring at the ceiling or sitting side-on rather than facing the
person. Appearing to be uncomfortable with the other person’s emotions.
Drawing attention to ourselves with a sudden or excessive movement, an
exclamation, ‘off the topic’ comment or inappropriate language.
• Focus internally. Choosing to see what is being said as a personal attack.
Hanging our beliefs on the speaker “I imagine that you are feeling very
angry, jealous, etc.”. Pigeon-holing the other person and interpreting or
filtering everything within that narrow view. Try to manoeuvre the speaker
around to our point of view (“don’t you think . . .”), or make a joke of a
serious topic and diminish its importance.
Contributing or grabbing?
If we never caught the focus of attention it would be rather difficult to engage in a
conversation; everyone would be listening! Before speaking we need to consider
what our purpose is.
If your intent is to simply contribute to a conversation, one way of doing it
without permanently holding the focus is to end your input with a question or
comment which throws the focus back to the other person. You could try assisting
the original speaker to rejoin the conversation by using an open-ended question
focusing on some aspect of his/her earlier contribution.
view of reality or ‘the truth’ is only one of many views and to discovering, exploring
or simply considering alternative views. This does not imply that you should not
establish or have your own viewpoints or beliefs It is simply a matter of suspending
judgement and accepting that what the person says is true for them at that time -
you do not need to agree with what is being said to listen effectively.
Self assessment
Recall
1. What is listening and paraphrasing?
2. What are the benefits of effective listening?
3. Name four ways of encouraging someone to speak.
Observe
4. Describe a situation in which you encountered ineffective listening. List the
specific points which you found acted as a block to your self-expression.
Practise
5. When contributing to a conversation, do you: really listen or just take over and
follow your own agenda? Who holds the conversational ball for the majority of
the time?
6. Monitor the occasions over the next few days when you are called upon to listen
(especially) to someone who is in distress, annoyed or upset. Monitor your use
of listening barriers.
2 Clarify problems
(2) An aircraft collides with another in airspace controlled by air traffic controllers.
One aircraft crashes to the ground killing everyone on board, the other is severely
damaged but manages to land safely. Ten people, including the pilot and several
sightseers, die in the first aircraft and two, including the severely injured pilot, are
injured in the second aircraft.
Several knowledgeable witnesses are heard to make comments about young
(inexperienced?) pilots and failure to keep a proper lookout. Inadequate air traffic
control procedures and crowded airspace are raised as on-going sore points. The
visibility at the time was very poor. There had been previous difficulties with one of
the aircraft. What is the problem?
What happened (the situation) was quite simple: ‘a bus crashed off the road
killing two people’; ‘two aircraft collided, one crashed, and ten people were killed -
several of them were tourists.’
When people are asked "what is the problem", they almost invariably focus on
a solution. What we have done here is to separate what happened, the situation,
from the solution. However, we still aren’t quite there, because ‘the situation’ is not
necessarily a problem.
What if just before the earthquake in Iran, a close relative of yours had telephoned
to say she would be staying in the region of the earthquake: on the same day?
What are your feelings now? Is this now a problem for you? What has changed?
What we have been talking about so far have been ‘happenings’ or ‘situations’.
Each becomes a problem when someone has some feelings about them - when they
become aware of what is happening, has happened, or might happen and are
concerned as to how it affects them. The feelings are so strong that the person is
moved to consider what to do and then act upon that decision. Of course, making a
conscious decision to ‘do nothing’ is also a valid option.
A curious and quite common occurrence is a perceived problem being resolved
simply through a better understanding of its causes and thereby realising that it is
not a problem after all.
The essential ingredients of a problem
• Something has happened, for example: a car theft; a unique, high-rise
building has been erected in your area and you are responsible for fire
prevention.
• You have become aware of the situation.
• You have negative feelings about what is happening.
• You have a desire to change (improve) your part in the situation.
A Problem is:
This definition avoids the problem being tracked further and further back (person
blames someone else who in turn blames the organisation etc.). The problem
belongs to the person who has become aware of it.
Situation
• Relatives of the dead are grieving over Events/Actions
Problem
their loss; view
(Note: Failure to clearly define the problem prevents you from checking to see if
your chosen solution is a good ‘fit’ - that it eliminates or reduces the problem and
does not simply generate new problems.)
At workshops, people are concerned about “how will I know when I have got a
problem?”. That is the easy bit - problems tend to sneak up on you without so
much as a ‘beg your pardon’! You feel when you have a problem. The tricky bit is
defining what it is that you are feeling unhappy about, and later, understanding the
contributing causes. Do not worry, problems will find you. No need to hunt for them
- quite a helpful feature, don’t you think?
Cautionary Notes
• Take great care to avoid getting into solutions or offering advice. When a
solution is proposed ask "What’s that going to solve?”, or “What problem is
that the solution to?”
• Lack of a person’s favoured solution is not a problem. For example, "the
problem is that we don’t have enough typists”. Clearly the suggested solution
is having ‘enough typists’. Other solutions could be to stop doing whatever it
is that requires typing, contract the work out, and so on (depending upon
what the real problem is).
Gain ‘buy in’
Groups have special needs. They usually know that there is a problem that needs to
be dealt with; the trouble is that they are often not agreed as to what it is. This is
usually evidenced by a robust discussion centred on (here we go again!) -
solutions. The trick is to help everyone to let go of his or her favourite solution and
re-focus on what actually happened.
Here is a process, based on work done by Tom Watkins, which guides a group
to a common view of a situation, develops ‘buy-in’ to the need to remedy what is
happening and gets everyone working on a corrective action plan. In short the
group will focus on real happenings, not just people’s opinions.
• How did you feel at the time? (If you have no feeling about it, then it is
not a problem for you!).
• How did you react (what did you do?)
• What was the final outcome?
• What would you do next time? (What did you learn this time around?)
Self assessment
Recall
1. What turns a situation into a problem?
2. Define a problem.
3. How do you know if you have a problem (get this and you are really onto it!).
4. If someone says "You know the problem is a lack of . . .”, what are you about to
be presented with?
5. What is a judgement? What is a label? Why do you need to avoid them?
Observe
6. Listen (and read) how many times people say something like, "You know, the
problem is a lack of . .”?
Practise
7. When someone starts to talk to you about something that they feel unhappy
about, ‘a problem’, use your listening skills to help them to reach an
understanding as to what the problem is.
“It strikes me that many of today’s problems are the outcome of yesterday’s
solutions”. Amory Lovins
When I came across that quote, Amory Lovins was talking about major UN aid
projects and gave examples of how, in the rush to fix one problem, they had
generated a new problem or even a new set of problems. For me, the real horror of
his comment, was the realisation that the problems I am currently wrestling with
may be the result of my own previous ‘solutions’.
planning. These difficulties often lead to low levels of participation by many of those
affected by the problem or its solutions. If the interests of these people are not
taken into account, you will probably encounter difficulties further down the track
when the changes take place.
Competing solutions
A common block is getting stuck in drawn-out and heated discussion over
competing solutions (positions) - cheerfully ignoring the problem. What we have
done is move on without first ensuring that the problem is clear and the wording
agreed upon. We may not have gathered all the information needed to understand
and evaluate the problem, and later, the proposed solutions; especially if the
people needed to resolve the problem, the Experts, the Doers, the Empowerers are
not involved.
Of course, not knowing where we are (the problem) is matched later on by not
knowing where we want to be - our view of the Preferred Situation.
Solution Preferred
Problem situation
If you can only think of one or two solutions, you do not understand the problem.
Self assessment
Recall
1. Describe what you see as the major blocks to effective problem solving.
2. Why is the Problem Solving Journey described as a diamond?
3. What is ‘tunnelling’ and why is it a danger to the Problem Solving process?
4. What is ‘the Preferred Situation’?
5. What is the horror of Amory Lovin’s statement?
Observe
6. How often are you presented with solutions when you are still trying to
understand the problem?
7. The arguments over solutions.
Practise
8. Help people (and yourself) to follow the simple process of: what is the problem;
where do we want to be; how are we going to get there?
The thinking that got us into this is not necessarily the thinking that will get us out
of it.
To move ahead you need to use tools and techniques which will increase your
Problem Solving horsepower. Each of the problem solving tools covered here makes
the journey ‘visible’. They help groups to develop a shared focus, and enable each
person to contribute fully to the pool of knowledge.
Use the techniques in different and creative ways rather than sticking to the
applications shown. Combine, reverse or whatever you need to do to make the
tools work for you. They are very simple, but do not underestimate their power - it
is considerable.
Think in new ways
When working with groups tackling real problems, I ask them to think wide and
deep and come up with a range of solutions for each problem that they have
identified. Left to their own devices, they usually produce a range of two or three
possible solutions - along the lines of one for us, one for you and one to
demonstrate that we are free thinkers. At this point, I mention that I was hoping
for at least 30-40 possible solutions, that the workshop record stands at 109, and
that I routinely ignore the first 20 as boring - you know the sort of things: more
people; more money, new computer, yawn!
Once they realise that I am serious (this can take a few minutes) and I have
helped them to free up their thinking, they get into the swing of things, very
quickly generate a long list, and have lots of fun along the way. Interestingly, after
excluding some very sophisticated ideas, groups often go with solutions which need
minimum effort or money, can be implemented very quickly and are elegantly
simple.
The above situation arises because our ways of thinking have grown out of
many years of conditioning and repeated exposure to the same or similar
experiences. The result is that we tend to come up with the same old solutions and
find it difficult to consider that there are other lines of thought out there. Presented
with a problem, each person rushes off along his or her own private tunnel of
thought to a number of possible solutions along the way. The problem with a tunnel
is that it is difficult to go sideways, you do not see much in the way of other
tunnels, and you can only hope that things will get better as you go further along.
This type of thinking shows up strongly with groups which have established
traditions, or strong codes of operation. It needs special care to stop everyone
diving off into the same tunnel. The phenomenon rears its head when someone
suggests an idea that is outside the bounds of the common or agreed wisdom. The
person may be ridiculed, laughed at or told not to be silly, which of course has the
effect of shutting down any further behaviour seen as being at odds with the ‘group
thought’.
The processes of Brainstorming and Mind-dumping will help you to let go of
your conditioning, jump to new lines of thought and jump across to other people’s
lines of thought to experience new possibilities and have lots of fun. However, there
is a warning: free-range thinking and fun both require you to jealously guard and
nurture the culture that creates the possibility for it to flourish.
people are scared of being laughed at for even thinking of such a ‘crazy idea’. This
pressure from accepted conventions or ‘wisdom’ seriously depresses the generation
of new ideas - it is just too unsafe. Very common especially in the ‘professional’
fields, confront it immediately if you spot it.
Steering problems
The steering of a session, often by the facilitator or a manager, towards some pre-
determined solution is very common and a big killer of ideas and very difficult to
spot until well into the process.
The best way to deal with ‘steering’ is to discuss the likelihood before it arises.
This way everyone can deal with it lightly and ‘up-front’. At one problem solving
workshop, a manager showing all the signs of steering the group, declared, “surely,
no-one would even dream of doing such a thing”.
Once the possibility has been aired, it becomes much easier to deal with
should the need arise.
Mechanical hitches
Forgetting to declare that you are in a Brainstorming Session allows it to slip into a
pseudo-brainstorming mode. Participants need to know which mode they are in:
brainstorming; critical; evaluating; selecting; consensus-forming and so on.
The default situation is discussion and challenging of ideas during the
brainstorming phase; especially in technical groups. People just love to go down
interesting ‘rat-holes’, which, although lots of fun, close down the free-range
thinking. Critical analysis and spontaneity are mutually exclusive activities. This
sort of discussion needs to take place after the brainstorm has finished.
Another simple point is failure to agree on the session focus. This is not a
contradiction of the brainstorming process, but more a matter of knowing what it is
that you are trying to achieve.
The censoring of ideas can happen very easily if the group
facilitator/scribe/leader says something like: "I’ll just summarise that”; or "That
sounds the same as Fred’s idea”, leaves out a word or simply does not write the
idea down - watch out for it.
Lulls
It is quite normal to have a run of ideas followed by a lull. However, once it
becomes clear that the flow has dried up, check with the group, and if they agree,
call a halt. Avoid keeping going to the bitter end. If ideas suddenly pop up later,
during the discussion phase, add them to the list.
Starting tips
To help people relax and feel comfortable about contributing to the session, start
off by talking about the purpose of Brainstorming, gaining agreement on its focus,
the desired outcomes and the rules that will apply.
With new groups, try a little encouragement or gentle challenging to get things
going: "Okay, what else have we got?"; "We have only got thirty ideas in ten
minutes, let’s get going and get another ten!", “Let’s go over what we have got so
far”.
One way of getting things going is to run a warm-up session before the real
one. The first session helps people to check out the validity of the process (ground
rules etc) and that his/her ideas will be treated as a valid and useful input.
Brainstorming reminders
Cause & Effect diagrams rely heavily on effective brainstorming to ‘pull out’ all that
is known about the problem; so brainstorming rules apply. What we are looking for
at this point is quantity not judgements on quality. Let the flow of ideas die down to
a trickle before closing off the session and be sure to clarify points by asking
questions such as, “What do you mean by . . .” or “Whereabouts on the diagram do
you want that to go?”.
Use the Cause & Effect diagram
1. Appoint a facilitator to monitor and guide the process and to plot the diagram.
Ensure that a representative from each group affected by, or involved with the
problem attends the meeting.
2. Check your problem statement against the criteria listed in Clarify Problems and
write it in a box at the right hand end of a whiteboard or large sheet of paper (this
is the ‘fish’s head’).
3. Draw a horizontal line from the head across the paper, add 3 or 4 ‘major bones’
on a slant towards the head, and draw rectangular boxes at the head of these
major bones in which to place headings (makes them easier to add and identify
later on).
4. For your group headings (causes or sub-causes) try: People, Equipment;
Materials; Methods for technical problems, and Facilities; Resources; Management;
Behaviour; Staff; Training; Systems; Values for personal or personnel problems.
These headings simply group the precise descriptions of actions and events
together. Never leave an arm with just a bunch of generalisations or judgements on
it - get down to facts.
5. Run a Mind-dumping session to capture possible causes. Try to keep the group
size in the range of 3 - 6 people (larger if necessary, but only as you become more
experienced).
6. On each side of the major bones, write the specific factors that the group
considers to be sub-causes. These can be broken down even further into several
levels. Use HEADF (History, Events, Actions, Data, Feelings) to jog your memory.
7. Once the brainstorming has finished, go back and debate the listed causes and
tidy up the diagram. More often than not it becomes messy. If you need to clear
matters in your mind you can tidy things up by re-grouping the causes onto a
second chart. You could try breaking up one big chart into several smaller diagrams
(each arm then becomes a problem statement - refer Handy hints below).
8. Circle the most significant factors (or combination of factors) and where needed
collect more information (data) to eliminate/strengthen possible causes. The
collection work can be carved up by allocating sections of the chart to each of the
team members.
9. Review the diagram in the light of the new information.
You are now ready to move to the next stage of problem solving - data
analysis and presentation, or to move directly to generating possible solutions. The
whole process may need to be spread over several days or even weeks, particularly
if additional information is called for.
Handy hints
Be sure to invite the ‘specialist’ to the meeting - the person who does the job. For
example, if the telephone system is being discussed, invite the telephone operator
to participate.
Check that all participants, at all times, agree on the exact wording of the
problem written in the header box and never use labels such as ‘Management’,
‘Typing Pool’, or ‘People’ to describe causes. They become catch-all bins and add
nothing to the understanding of the problem. It is alright to use general labels
or group names for the main and sub arms, but don’t list them as
individual causes. Be careful that they are not judgemental.
Be creative and use the diagram as your minutes of the meeting - all you have
to do is date, sign, copy and distribute. It looks a lot more interesting than the
usual stuff that is put out as minutes.
Many seemingly simple problems become ‘elephants’; don’t be surprised if you
can only start on the left front toe-nail.
General comments
Don’t restrict your thinking to any particular way of using this (or any) problem
solving tool. Use it to suit your needs. Try different approaches - if they work,
great, if not, try another way.
Self assessment
Recall
1. What is the purpose of Brainstorming and what are the rules?
2. What is the danger when selecting solutions - clue: that you might . . .?
3. What is a ‘cause’?
Observe
4. How many solutions are generated when problem solving?
5. At a meeting you attend, consider, ‘if, as they left, I asked everyone what their
understanding was of what had been discussed and agreed’, how closely do you
think their answers would be aligned? This is a test of the power of visual
discussion techniques.
Practise
6. Draw a Cause & Effect diagram for a defined problem.
7. Draw a Tree Diagram of your next action plan.
Tree Diagram
Define Who/Date
Draw up resource
purpose & 29/11
support plan
objectives
6/11
13/12
We are fully prepared Meeting schedules
for the introduction 12/10
of our new technology Draw-up plan for Meeting skills
(NT) immediate TBA
training of NT Functional skills
20/12
team
Interpersonal skills
20/12
20/12
Develop a
comprehensive Sales Check with
Service delivery sales
training plan -
Analysts
for everyone 17/10
Develop Customers
Define Set next
training Field
training meeting
plan
needs Support Set next
Tech. specialists meeting
Admin. 13/2
30/1
Develop a plan to keep Senior Mgmt & Board 13/2
everyone up-to-date with
what is going on
How we feel about this moment will directly influence the next moment.
Now is the time to reflect on and understand the place of feelings because they
tend to be brushed aside so that we can focus on ‘the facts’. Yet feelings are facts.
They result in things happening or prevent things from happening and consequently
need to be dealt with in their own right - wars start from feelings and wars are
facts!
Feelings are not just an inconvenience or a side issue blocking the ‘real’ issues
- they are the real issue. They play a dominant role in every area of interpersonal
communications, particularly listening and problem clarification.
Before we move on, it is important that we distinguish between feelings and
thoughts. Expressed feelings are not thoughts about a topic; they are descriptions
of sensations or emotional states of mind. A sentence that starts along the lines of,
“I feel that Fred is . . .”, is not expressing feelings. Try “I am unhappy/ angry/etc.
about . . .”, or “I feel (upset/frustrated etc.) about the way that Fred . . .”.
The skill of being able to consciously recognise and acknowledge how you are
feeling in a particular situation is a major step towards eventually being able to
manage your feelings and deal with stress.
Feelings drive actions
Feelings and actions are linked in a swift-acting, self-fulfilling cycle. The cycle
shows that feelings and behaviour are a matter of choice and that we are not pre-
determined to behave in a certain way. If it were otherwise then I suggest that
there would be little point in attempting to make any changes to our behaviour and
we would be incapable of growing emotionally.
We have a ginger tom called Tigger. Most mornings, Tigger steps outside,
sniffs the air, walks down the path, looks around the corner of the fence and
‘whoa!’ - he meets Peppy - next door’s Burmese tom, and it’s all on: After three
years, Tigger and Peppy have still not resolved their territorial issues. This scene
has played itself out many, many times, yet I do not recall having seen Tigger and
Peppy sit down and discuss a better way of doing things. They are locked into their
way of behaving: apart from my occasional intervention to prise them apart.
The ability to ‘step outside’ the Self-fulfilling Cycle and reflect on what is
happening is what sets us apart from animals. As humans we can choose many
different, and hopefully more constructive, responses to what we encounter as we
travel through life. When and how we react is a choice not our destiny.
The impact of whether or not we accept the implications of the cycle are wide-
ranging and need some time to fully absorb. For instance, have your experiences
created your beliefs or your beliefs created your experiences? Are you a victim of
experience or in control of what happens?
Self-fulfilling Cycle
(An opportunity for change)
Situation
(as it is)
Feelings are
Actions are triggered
selected
Feelings become
fully developed
Responses to words
Your choice of words also stimulates the feelings of others and invites a range of
responses (some quite unexpected), they can range from respect, cooperation,
collaboration, support, consideration, and encouragement through to disrespect,
defence, retaliation, ridicule, confusion, pity, and alienation.
Effective communication is helped if the words you choose encourage a
positive or helpful response. To facilitate this process, use words which are: specific
(instead of global), ‘see the person’(instead of labelling), describe (instead of
judging/blaming). Express your needs directly, honestly and appropriately. People
seem to manage the direct and honest part but often miss the target when it comes
to being appropriate.
In the end it is all a matter of committing to a particular style and then steadily
moving towards it.
Self assessment
Recall
1. In what way are beliefs involved in feelings?
2. Draw the Self-fulfilling Cycle.
3. What are the two opportunities for a change in our behaviour?
4. How do you ‘lose power’?.
Observe
5. How often do you say, “It makes me (mad/sad/etc.) when . . .” (or similar).
6. Consider deep down, ‘what must someone believe to behave like that?’
Practise
7. Next time you feel angry, pause and consider whether it is the most helpful
feeling for that situation.
8. In the situation described in (5), try choosing another feeling and then select a
different action plan (handy hint - it can be done!)
6 Take responsibility
Live your life as if you were living for the second time and had acted as wrongly the
first time as you are about to act now.
Viktor Frankl
This is the ‘crunchy bit’ - taking responsibility for your part in the scheme of things.
A change in your behaviour will not take place unless you want it to. It will not
come about by chance, wishful thinking or walking around with a halo over your
head - you need to act.
A shift of viewpoint
Change, even when really wanted, takes time and commitment. The starting point
is personal recognition that there is always a better way.
All the skills in the world will not get around the need for this shift of viewpoint
- the really good news is that you can do it.
Effective or ineffective?
When the dialogue becomes heated, someone needs to choose to be an effective
communicator. Consider these two ways of responding to an irate customer and
then move on to review your own communication style and consider changes you
may want to make.
A starting point
Here is a list of possible guiding principles covering behaviour in the area of
effective communication. Use it as a trigger for generating your own list in this or
other areas.
I have chosen to be an effective communicator, responsible for my thoughts,
feelings, actions.
I am not (and cannot be) responsible for the thoughts, feelings and actions of
others otherwise they would have no power.
I only feed back information which encourages growth in the other person.
I communicate with others using my own considered communication style
even when faced with other less helpful styles
I choose peace rather than aggression.
I accept that we each learn (change) at our own pace and I allow for this.
I recognise that I and others do not communicate effectively all the time and
that I need to make allowances for this when responding.
I do not need to agree with others to understand their view of the world.
I am direct, honest and appropriate when communicating- with others and
aim for outcomes based on mutual respect and shared gains.
I continuously improve my effectiveness as a communicator.
A process for developing Guiding Principles
Here is a process which will help you or a group develop Guiding Principles. There is
no need to slavishly follow it: just use it as a guide for starting out on the journey.
“What you are is so obvious that I cannot hear a word you are saying.”
Ralph Waldo Emerson
Self assessment
Recall
1. Name the four communication styles.
2. Give an example for each communication style you have named.
3. Why bother with developing Guiding Principles?
Observe
4. What communication styles do you observe around you and in television plays?
5. How do you respond to different communication styles?
Practise
6. Develop Guiding Principles suited to your work or group.
To perform effectively, we each need to have a sound base from which to operate,
because when the going gets tough it is easy to lose the plot and revert to old
ways.
Our approach needs the breadth and depth of perspective about ourselves and
where we are going which allows us to approach others in a consistent and
considered manner. Of special importance is how we view our work, its place in our
life and how we knit social, personal and work activities together into one
harmonious whole.
In this chapter, we will focus on expanding our view of the work we do and the
tuning of our mental processes in readiness for the challenging and rewarding task
of working effectively with others.
Attend to your High Performance skills
Our work can be broken down into the three core areas:
Functional/technical skills;
Use of resources skills (budgeting etc.);
High Performance Skills (Personal Empowerment, Process Awareness,
Problem Solving, Communication, Conflict, Resolution, Negotiation,
Facilitation).
Traditionally, the focus is on the first two areas and they are usually well
covered. The last area is rarely tackled as a priority. It comprises the transportable
concepts, processes and skills which power the move to success and this is where
the opportunity to create major change lies.
The high performance Skills determine your ability to develop, to move on and
achieve in your chosen area. They help you to change your view of the world, to
seize the opportunities that change provides.
I collectively refer to the high performance concepts, skills and processes
covered in this book as the ‘forever’ factors’. Irrespective of other aspects
contributing to the achievement of your goals, they are the lifetime foundation
upon which you continue to build success.
Move out of your ‘Comfort Zone’ and into the Learning Zone
Our ‘Comfort Zone’ is that area in our lives best described as ‘business as usual’. It
covers those routine things, which, although they may have a few surprises in
them, are generally not a challenge to our level of comfort. For a person who wants
to learn, the drawback is being in her/his Comfort Zone. Because it is ‘business as
usual’ and s/he is well able to deal with most situations likely to crop up and not a
lot of learning takes place.
Once we do something quite different, such as move to a new house, job,
sport or become involved in an emergency, we will probably find that, until we get
used to it, we will quite frequently be outside our Comfort Zone. We will experience
challenges and fear and make lots of mistakes, but above all else we will do a lot of
learning and have fun.
Embrace failure
Clearly, moving outside our Comfort Zone means that we are unlikely to have all
the skills we need - otherwise we would probably be back inside it. This means that
we will make mistakes. The more mistakes we make, the more we must be doing:
mistakes are an indicator of action. Be prepared to make mistakes - big mistakes.
If you are only making small mistakes it is likely that you are not going for the ‘big
hits’, the goals that you will look back on and savour for the sweet taste of success
they brought. Mistakes, learning and progress go hand-in-hand.
Is it expanding or contracting?
One of my driving forces is my belief that Comfort Zones are not constant; they are
either expanding or contracting. I see it as being essential that I deliberately make
choices that move me outside and expand my Comfort Zone.
The expanding of our Comfort Zone is also closely connected to our feelings of
self worth. This in turn underpins our ability to act effectively when dealing with
others.
A high school student related to me the story of a drama class he was in. During
the course of the year students were offered many opportunities, large and
small, to participate in various activities. Many of these opportunities required
the students to step outside their personal comfort zone and most accepted each
challenge with enthusiasm. Another smaller group would regularly opt out of
participating. The student relating the story made a comment which really caught
my attention. He said, “Each time the same student rejected an opportunity to
participate, s/he seemed to shrink a little, to the point at which, by the end of the
year, the difference between the two groups had increased markedly”.
Do you usually accept or reject the many challenges that life offers? To
progress and feel empowered we need to make a conscious decision to move
outside our Comfort Zone. How far out we move is for each of us to decide: after
all, comfort is a personal concept.
Freedom!
Sea of new
Comfort Zone
(Business as usual)
experiences
Empowerment!
Playing out these beliefs would have a dramatic impact on your life. Events and
actions which supported them would tend to stand out and those things which did
not support them or contradicted them would tend to fade into the background. It
is very much like watching the view of the world as portrayed on the television
news. If we allow that view to control our lives, we are in serious trouble indeed!
With these new beliefs your interpretation of the world is very different
because you have applied a different set of filters.
This ‘changing of the tape’ is not to do with ignoring what is going on around
us. It is to do with keeping events in perspective and revelling in the many good
things that are happening. It is also to do with keeping well clear of the ‘victim
mentality’, the ‘I am but a cork bobbing on the sea of life’ approach to living. Able
to change your part in the cycle, how can you sit back and say that it is out of your
control? You are empowered to create change.
When clarifying your new beliefs, it is likely that your self-talk (the ‘rational’
voice) will be saying things like ‘it isn’t really like that’ or ‘no chance . . .!’ This is
quite normal and you just accept your ‘rational’ thoughts as part of the scene - do
not dwell on them. Instead, dwell on what you have written down; on where you
want to be.
to be and that I would rather not be there. Suddenly, it struck me that here I
was actually setting myself up for yet another rotten meeting - and it hadn’t even
started. I decided to tell myself that this time, the meeting would go well. I also
pictured everything going smoothly, helpful discussions, reaching agreement
and so on. Guess what? It went really well”.
The question is ‘what or who changed?’.
It works!
Changing your beliefs, visualising the future you want and contemplating the
affirmations you have written up work, because each contributes to breaking the
Self-fulfilling Cycle. You start to behave in different ways and in turn, this produces
different (often dramatically different) outcomes.
Changed thinking leads to changed behaviour which leads to changed habits which
leads to changed outcomes which leads to a changed person.
directing our efforts on getting there. A bit obvious - but so are many of the things
that are important.
When discussing the difference between Important and Urgent, many people have
pointed out to me that some activities are Important and Urgent and others seem
to be neither Important or Urgent. This now gives us four combinations:
In his book The 7 Habits of Highly Effective People, Stephen Covey nicely
captured the relationship between the four combinations by placing them in the
form of a matrix. Listing our activities in groups within a matrix quickly shows us
which area we are operating in (putting our energy into) at a particular moment
and where to shift the focus of our efforts to best contribute to the future we want.
When considering the activities listed in the Activity Matrix, try not to get too
hung up on the ‘correctness’ of a particular grouping, rather focus on the broad
principle involved. If watching television is a major part of your day, then only you
can decide whether or not it is contributing to your desired future.
Activity Matrix
Creating my future Emergencies & panics
(Important but not Urgent) (Urgent & Important)
∗ ‘Crystal ball’ gazing e.g. developing my ∗ Scheduled events/tasks which have
future direction (personal and business) become urgent e.g. completing a late
monthly report
∗ Developing values to guide my journey ∗ Becoming ill
∗ Setting goals ∗ Dealing with emergencies
∗ Planning ways of achieving my goals ∗ Customer complaints
∗ Learning new skills ∗ Unplanned but important tasks
∗ Preventing problems ∗ Car has a flat battery when I need to go
out
∗ Developing my physical and mental state ∗ Dealing with problems that have become
‘elephants’
∗ Identifying and improving processes ∗ Working on good old problem number 38 -
again!
∗ Doing considered scheduled tasks ∗ Having an ‘accident’
URGENCY
Aimlessness I Responding/reacting
(Not Urgent, not Important) M (Urgent but not Important)
∗ Whiling away the time waiting for P ∗ Doing things that may have a short term
something better to come up e.g. O benefit but are not a part of my
watching television # considered plans
∗ ‘Avoiding the future’ by consciously R ∗ Handling interruptions which are not
focusing on distractions T contributing to creating the future I want
- visitors, ‘phone calls
∗ Unable to say why I am doing what I am A ∗ Dealing with the urgencies and problems
doing of others
N ∗ Working on things in the order in which
C they catch my attention e.g. email, faxes,
flyers
# If watching television is a considered way E ∗ Attending a meeting or discussion and
of relaxing, then it has an aim wondering why I need to be there
Clarity about your future leads to decisions which create your future
A major outcome of working in the group ‘Creating my future’ is the ability to easily
make helpful decisions about where you need to spend your time and energy. Even
situations requiring a quick, some might say impulsive, decision become easy to
deal with because you can tell instantly whether or not the outcome will contribute
to your real needs - to where you want to be.
A friend rang up one afternoon and asked me if I would like to go on what
sounded like a fairly challenging climb - tomorrow! I immediately explained that I
was in the middle of preparing for a workshop and starting to feel the pressure. I
was about to say “no thanks”, when one of my long-term goals (developed as an
‘Important but not Urgent’ activity) sprang to mind. The goal was, and still is, ‘to
improve my overall health and fitness’.
It ain’t urgent
Given that with a little time to reflect most people are quite clear about the
important things in their life, why is it that so many do not operate strongly to
create their own future? My view is that they do not get around to doing the things
which are important in life because they are simply not urgent. Or to put it another
way, there is no immediate consequence if it is not done.
Your world will not immediately go awry if you are unclear as to where you
want to be or how to get there and your failure to focus may not become apparent
for many years. An unhealthy lifestyle will probably not show up for a very long
time. Where is the pressure to change?
The pressure can only come from within. One starting point is reflecting on what
really matters in your personal and/or business life and how you are currently
spending your time. Whenever I momentarily question whether or not I really have
the time to keep healthy, I simply recall the quote which opened this section: “If
you haven’t got the time to be healthy, set aside time to be sick”. That sharpens up
the difference between Important and Urgent!
Have a picture of the future
One of the first activities for creating your future, is becoming clear as to where you
want to be in a few years time. Without a goal there is nothing to focus on and you
may later find yourself working hard on something that is not contributing to your
important goals. I know of many people who undertake ‘training’ without any clarity
as to how it will help them. They simply see more training as the solution to
everything.
A friend explained to me the difference between efficiency and effectiveness by
using the analogy of painting a house. Efficiency, he said, is preparing the
surface, selecting the best type of paint, choosing a great colour scheme and so
on. On the other hand, effectiveness is painting the right house!
For you to ‘paint the right house’, you need to have a clear picture of the
future. One way of doing this is to draw a picture of how you would like things to be
on a large sheet of plain paper,. “But I cannot draw”, you say. I often get this cry
at workshops when I ask people to draw their picture of the future. However, once
they have started drawing their vision, it is difficult to get them to stop. They keep
on adding things, amending their earlier thoughts and talking excitedly about it
with others. You do not have to be a ‘good’ artist: stick figures work well, but be
sure to use plenty of colour and space.
Use your picture of the future to stimulate a mental video of the scene, full,
bright, colour with stereo sound; the works! Actually ‘see’ your future. Add your
videos to your daily habit of working on your beliefs and affirmations.
When tending a particular area, give it 100% of your attention at that time.
This is really important; it is easy to treat recreation as deserving of less time and
effort than working.
Our personal development is an excellent example of this. It is easy to let the
balance slip towards working long hours and neglecting the re-charging of our body
and mind; the result is sickness or low performance. ‘Urgent’ says, “do more
overtime”, whereas ‘Important’ says ‘keep the balance right’; you may get the job
on the next rung up, but in the long run miss out on enjoying it due to ill health.
Set aside time for your ‘re-creation’
As with many words, the splitting of ‘recreation’ into its component parts moves it
from underneath its commonly perceived label to reveal its true meaning. When we
take part in some form of recreation, we are indeed re-creating ourselves, evolving
into something different. For me this ‘new’ perspective adds a certain importance to
the business of ‘having fun’ - it is important.
I remind myself of the importance of recreation time whenever I am inclined to
miss it out and get on with real (important) work - notice the self-talk I use. Seeing
recreation as also being important puts it on an equal footing when we are
allocating our time: rarely urgent, it is always important.
In fact, more than just important, recreation time is central to your ability to
change. It is a bit like up-grading the software in your computer as time goes on. If
you do nothing, your ‘personal computer’ will continue to run the old software
(tapes) and the hardware will start to degenerate at an alarming rate.
Not difficult to accept as a concept, recreation requires a high level of
commitment to become a habit. For a start, try setting aside a specific amount of
time to ‘re-create’ yourself and your future and to focus on the areas you need to
work on. A good starting goal is 15 - 20 minutes per day for your mental work and
perhaps one hour, three times per week for your physical recreation.
Self assessment
Recall
1. What are the High Performance Skills?
2. Why do we need to keep on moving outside our Comfort Zones?
3. List five important activities which work to create your future
4. What prevents the things which are important to you from being done?
Observe
5. List examples of your behaviour which you consider to be unhelpful.
6. Observe how often you make choices which move you (even slightly) outside
your Comfort Zone?
7. When making a decision to have fun or take time off from work, observe how
easy or difficult it was when balanced against the need to do work?
Practise
8. Write down five goals that you need to achieve.
9. From (5) identify the underlying negative beliefs hindering the achieving of your
goals and then convert them to positive beliefs (written in the present tense)
which will move you towards your goals.
My focus is very strongly on where I want to be and the skills I need to get
there: skills development, not therapy. This involves letting go of those beliefs -
labels, etc. - which do not serve me well.
Look and go
Before focusing on where you want to be, you do need to spend some time
assessing your current situation. There are quite a number of methodologies
around which do this. Unfortunately, the danger with many of them is that they try
to either replace your old beliefs about yourself with other externally determined
beliefs (labels), or they simply impose another set on top of your current set - as
with the Senior Management Team incident described above. In that case, the
person ‘in charge’, a psychologist, was really keen to ensure that everyone was
‘correctly’ tagged and packaged. Interestingly, what was happening was that the
psychologist was playing out his beliefs about the behaviour of others and laying
those beliefs on the group.
I am not convinced that adopting externally derived labels is likely to serve you
well. Let go of any dependency you may have on the views of others and take
control of the identifying and changing of beliefs which are unhelpful to you. For
instance, if you find yourself in a situation in which you need to be formally
assessed by others, perhaps for a job interview, be careful not to become totally
focused on the results. Use them as a mere reference point - an information
springboard for moving quickly forward rather than a life sentence.
Basically, it is better to focus on where we are going rather than on where we are.
A woman looked quite out-of-sorts during the ‘check-in’ round at a workshop and
didn’t participate when it came to her turn. I could easily have assumed that she
was feeling ‘negative’ about me or the meeting. It turned out that a very dear
relative of the woman had died a few hours earlier and, keen not to miss the
workshop, she had come along but was waiting for a telephone call regarding
urgent travel arrangements.
Self assessment
Recall
1. What do we do to another person when we label him or her?
2. What can we do instead of judging a person?
3. What is the connection between the Self-fulfilling Cycle and labelling/judging?
Observe
4. How often and easily you judge behaviour.
Practise
5. Next time you catch yourself judging a person, describe the specific actions
(behaviour) that led you to the judgement?
6. At a meeting take off any labels you have surrounding a particular person and
see what happens?
9 Give feedback
Tuning-in
A more specific function of feedback is helping me to make changes to particular
aspects of my behaviour which others are finding unhelpful and are requiring me to
change if I wish to develop or maintain a harmonious relationship with them.
Just information
When contemplating feedback step back and view all of the positives and negatives
as simply information, laid in front of the receiver for his/her review, considered
action, and ultimately - decision whether or not to change.
The manner of giving
Given well and for the right reasons, feedback can reduce the enormous amount of
distress and time lost in dealing with the same behavioural issues rearing up again
and again. It encourages people to do more of the helpful things and less of the
unhelpful things. However, for people to ‘hear’ your feedback it needs to given in a
way which shows equal respect for the other person, is appropriate to their needs
and given from a base of high personal self-esteem. Whether dealing with
disruptive behaviour or complimenting someone on their positive actions
(behaviour), the giving of negative feedback and positive feedback requires equal
care.
The impact
The impact of feedback is much greater than is openly admitted and the outcomes
can be highly productive or terribly destructive. Even a simple remark can affect us
for the rest of our life. This adds up to a lot of pain when we consider that the
overwhelming majority of feedback is at best unhelpful and frequently highly
destructive; even when the intent was to encourage positive improvements.
I have encountered many examples of this inverted outcome being achieved,
especially at the ubiquitous ‘performance review’.
Aim to give high-quality feedback that has a high probability of being heard
and considered, and a low risk of creating upset or distress. Focus on helping the
receiver to keep his/her self-esteem intact. It can be very fragile in such situations.
The person on the receiving end may already be suffering from low self-esteem
which led to the unhelpful behaviour in the first place!
Feedback flinching
Generally people shy away from giving any feedback, especially negative feedback;
why else do you think that many organisations only give formal appraisals once a
year? They know how difficult it is to get even that (low) frequency of feedback. I
am constantly meeting managers who ‘put off the evil moment’ until finally they
just have to do it or else the receiver will not get a pay rise or whatever. They have
many logical reasons as to why it hasn’t been done, but the main reason is that
they just don’t like doing it.
People frequently avoid dealing with what is uppermost in their minds because
‘they are afraid of hurting the other person’s feelings’. Or maybe it is because they
have tapped into their own feelings of guilt, doubt or low self-esteem in that area.
Another reason could be the person building up a worst case ‘catastrophe scenario’
in his/her mind as to the consequences of giving direct feedback.
Poor feedback often leaves both parties feeling worse off for the encounter. To
illustrate the point, here is a work-related scene in which Jim is about to be given
an update on his performance. Let’s see if the way in which it is done rings any
bells for you.
“Good morning Jim. Thanks for joining me” [she assumed that this was a good
time for Jim - actually it isn’t, but he wasn’t given much option]. “Well, generally
speaking, things have gone quite well over the three months since you started with
us,” [barely positive and very broad] “but” [aha, here we go] “I do have to” [isn’t it
a choice?] “talk to you about your work. A few points have come to my attention”
[slight distancing from the issues but now we’re getting down to it - what is coming
next will probably be very specific!] “and one of them is that you seem to have
adopted a rather lackadaisical attitude” [launched into a judgement, assumption]
“to time-keeping” [specific area]. “It seems that being on time is not an issue for
you” [another assumption as to Jim’s priorities]. “Another matter is the way you . .
.”
The slight positive at the beginning was given as a sort of ‘softener’ before the
main event of negative feedback. Unfortunately, any beneficial effect the positive
feedback could have had was lost as Jim looked ahead to what was coming - the
negatives.
The benefits of positive feedback
At one workshop, a senior manager described the impact that a simple, well chosen
compliment had on him. As he described it, “After an awful start to the morning, I
pretty near floated around for the rest of the day (after receiving the compliment).
It was so unexpected. The result was out of all proportion to the length of the
exchange.” Even as he spoke, it was quite obvious that although it was some time
later, he still felt very warm about the incident. The person who gave the
compliment (and was at the same workshop) was amazed at the impact of what he
had said. The incident changed how each person viewed the other from that point
on.
When I ask people to give feedback on how they did, they usually find it easy
to spot the negatives but difficult to spot the positives. We seem to live in a culture
which focuses on failure and blame to the extent that this strongly filters our view
of what we see - easy to spot the fault, hard to spot the things we did well!
On one occasion, I suggested to a woman that she try to give out several
compliments each day, she expressed concern that if many compliments were
given out in a day, they could not be sincere - as if there was a shortage of
opportunities to spot the good.
The reality is that there are thousands of ‘good’ things being done every day; it
is just that we don’t ‘see’ them. Seize every opportunity to spot the good and feed
back the impact it had on you.
Create a habit
Consciously develop the skills and practice of giving sincere, high-quality, positive
feedback to friends, colleagues, staff, managers and come to think of it, everyone!.
The effect is two-fold: it slowly changes how we perceive the person and it changes
how we are perceived.
One idea for starting the change to ‘giving out positives’ is to place 5-10 cards
in your pocket or drawer. Each time you give out a compliment, transfer a card
from one drawer or pocket to another. A bit mechanical, but this sort of approach is
needed if we are to change long-standing habits. Hearing people freely and
sincerely giving out positives is a sure sign that things are going well.
Cycle, how you are feeling, and reviewing your guiding principles changes your
perspective on things.
Sometimes the feedback is driven by fear (the other side of anger) and used
as an opportunity to ‘let him know who’s boss’ or ‘even the score’, instead of using
it as an opportunity to learn and move on.
As an effective communicator you need to work on adopting a style focused on
mutually helpful outcomes - shared respect, reconciliation and letting-go. Besides,
in the end it is a lot better for your health to not become embittered about things -
and of course, the choice is yours.
Keep it appropriate
Try: “John. I am really impressed by the speed with which you sewed that
pocket on and the detail
around the flap.”
Avoid: “You are much better than Joan on the accounts payable.”
Try: “Maxine. I am very pleased with your work in the accounts payable
section. Since you started
errors have been halved and the mail-out has been completed on time
every time.”
Give compliments
A special form of positive feedback is the compliment. Here the focus is on how
much you admire or respect someone for what s/he has done. It is to do with your
view of the other person rather than your feelings about any direct impact of his or
her actions on you.
To give an effective compliment, follow the basic rules for giving clear feedback
to describe what it is that you admire or respect about the other person. Here are a
few examples.
“Sue, I am amazed at the ease with which you detect complex accounting
errors.”
“Joanne, I have enormous respect for your handling of search and rescue
operations.”
“John, I really admire your ability to give paintings such depth.”
Accept them gracefully
Sometimes, it seems that the only thing harder than giving compliment is receiving
one - gracefully.
The essence of receiving a compliment is the acceptance of the other’s views
and feelings without judging or diminishing what is said in any way. When tempted
to diminish or dismiss another person’s views, no matter how slightly, I find it
useful to consider that, in effect, I am doing the same to the person - is this what I
really want to convey?
When accepting a compliment, simply thank the other person. If you are not
clear about what is meant, take responsibility for seeking clarification.
Self assessment
Recall
1. List some guidelines for giving useful feedback.
2. Give an example of a poorly given compliment and a well given compliment.
3. How soon should feedback be given?
Observe
4 How often do you get feedback from others at your work? Include staff,
colleagues and your managers.
5 How often do you get helpful feedback from others at your work? Include staff,
colleagues and your managers.
6. How closely does your feedback to others follow these guidelines? Include
friends, family, colleagues, staff, supervisors.
Practise
7. If dissatisfied (in 4.), what will you do to initiate changes? What are the smallest
first steps in your action plan? When will you start? What might you say?
8. Try monitoring your behaviour, and the response of others for a week, after
deciding not to miss any opportunity to remark on the behaviour of others that
you feel positively about. If there is room for improvement on your part, where
will you start? With whom? When? What might you say?
I started off looking to change the other person’s behaviour and finished up
changing my own. (Workshop participant)
Many people come along to our workshops keen to find out how they can go about
changing someone else’s behaviour; they leave realising that most of the change
starts within themselves.
There are many times when it is necessary and appropriate to deal well with
behaviour which we are finding less than helpful. It requires the use of self-
expression (feedback) skills to minimise the risk of feelings being aroused (anger,
fear, enthusiasm, confusion, etc.) and creating huge filters in the receiver’s mind
which block out chunks of the message.
As an effective communicator, I want the other person to hear and understand
me, consider my needs and be moved to make changes. To do this I need to
express myself directly, honestly, appropriately and with high respect for my own
and the other person’s needs and dignity.
Use a road-map
In a situation in which you feel the need to change someone else’s behaviour, it is
likely that you will be feeling annoyed about something that has happened, some
need that has not been considered or met, and you will be stressed (otherwise it
would not be a problem!). Added to this, the person confronted with his/her
unhelpful behaviour may become upset and raise a whole lot of side issues
(probably focused on your own behaviour). You will need to listen, acknowledge the
points raised and deal with them - perhaps by agreeing to discuss some of them
later.
Faced with a choice as to how you will deal with things, you will find it handy
to have ready a simple considered ‘road-map’ to guide you.
Road-map overview
The following DENIBAW ‘road-map’ addresses in sequence the essential elements
which guide you through the task of helping someone to consider changing his or
her behaviour. You will be able to relax and deal with any surrounding issues as
they arise - all without the fear of ‘losing the plot’.
DENIBAW enables you to confront the other person(s), speak for yourself and
clearly express what it is that you don’t like and how you feel about it. You will be
able to firmly state your considered need for change (improvement) and at the
same time see the other person’s views and needs (current and future). Finally, it
helps you to involve him or her in considering new ways of interacting and agree on
a clear action plan.
In short, you are helped to change the behaviour of others within the overall
framework of being an effective communicator.
Describe
Describe the specific actions (behaviour) which are having a negative effect
on you.
Effect
Describe the effect the actions are having on you and how you feel about
them.
Together the above two parts (‘Describe’ and ‘Effect’) form ‘The Problem’;
Covered earlier under ‘Clarify Problems’, your clarity about these two points
is critical to the whole process.
Need
Clearly state that the current situation does not meet your interests and
that you need to improve things. Avoid stating your preferred solution: just
focus on the need for improvement.
Here you are simply declaring that it IS a problem for you and that things
cannot continue to be like this. You may choose to state the consequences
of a failure to change, but it is likely to inflame things at this stage.
Involve
Where possible, involve the other person in exploring what they were trying
to achieve by their actions and use this as a basis to clarify and list your
separate views of where you want to be – the Preferred Situation.
Brainstorm
Jointly brainstorm a range of alternative solutions that meet your separate
lists of interests. Select a solution, or combination of solutions, which best
meets the listed interests.
A joint search for ‘a better way’ which will meet everyone’s needs, i.e., get
you to the Preferred Situation.
Agree
Agree on the plan for implementing the selected solution(s).
Frequently the plan is quite simple, but you still need to be clear about it.
Write
Write down (separately or together) exactly what you have agreed to do.
The contract or commitment to act
This last, important step avoids the possibility of later disagreement as to
what was agreed at the time. This is not an expression of distrust but rather
a desire to avoid anything which could spoil the relationship at a later date.
The writing down can be done in many creative ways. For instance the
designing and installing of a ‘No Smoking’ sign may be all that is needed.
stop - now! And perhaps hold your hand up as a stop signal to support your
request.
Maintain your independence
Our limits (actions) are based on values which may or may not be articulated. In
turn, these values are based on underlying beliefs. It is not possible or necessary to
logically justify a belief, and (within the context of limit-setting and effective
communication) the ensuing actions. Anyway, most times it will not be at all clear
what is driving your need to set a particular limit.
When setting your unique limits, you do not have to explore the other’s
options, check-out your decision or justify your decision - discussion may be
helpful, but the limit is yours to set, independent of anyone else’s expectations.
When challenged, there is no need to respond to “Aw, why don’t you want to go?”
other than to simply say, “I don’t want to go”. Whether you go, or choose to have
an early night, is entirely your affair and does not require an explanation. Likewise,
“No-one else does that!” is irrelevant.
Always re-focus on the new problem
If the unhelpful behaviour continues after your first request or his/her agreement to
change, re-focus on the new problem which is, ‘I have asked you to change and
you are still doing it’. This shift in focus is very important because the original
behaviour is no longer the issue.
Go through the sequence again, firmly, at a low volume, and in a manner
which does not demean the other person. The reality is that it is very rare indeed to
reach this point due to the clarity and power of the earlier steps.
Re-focusing the problem prevents a person from getting stuck in a negative or
non-productive interchange. For example:
Not: “Jane, I do not want you to criticise my handwriting, please stop it?”
But: “Since our last discussion you have not done what we agreed/I requested
regarding (describe actions) and I am feeling extremely angry that there
has been no change.” Notice that the focus is on the person continuing to
behave in the unhelpful manner NOT on the original behaviour.
Look behind the action
Many people encroach upon our limits when trying to be helpful and, as they see it,
for the very best of reasons. Rather than become angry, a moment’s reflection may
help us to see things in a different light and open up a new range of options or
reactions for us - remember the Self-fulfilling Cycle again. The action could be
having the opposite effect on you to that which was intended but you could still try
considering the underlying purpose to the person’s actions.
Be generous in your approach and separate the impact of the actions from
what was intended. For instance, someone may have woken me up for work; the
intent being to help me not be late. Unfortunately, the effect was that I felt very
annoyed - I had the day off and was enjoying a ‘sleep in’ that morning.
You are free to change
Change your limits in response to different situations without feeling required to
justify your stance: “Last night I didn’t want to go, tonight I do”. It may be helpful
to deal with the negotiable elements separately, but do not confuse them with the
non-negotiable part; for example, “I’m fine with moving the chair, but everything
else must remain where it is!”.
The use of partial limits such as this allows room for negotiation around
aspects of conflicting interests blocking the bigger issue, but do not lose sight of the
plot which is to effect a change in behaviour intruding on your needs.
We all regularly experience fear - how we drive through it is what really matters.
Self assessment
Recall
1. In precise words, state the purpose of DENIBAW? (carefully consider what you
have written)
2. What does DENIBAW stand for?
3. When expressing myself, what are the three Guiding Principles D…, H…, A…?
4. What is meant by ‘re-focus on the new problem’?
Observe
5. How effectively do people around you refuse a request for their time or
resources?
6. How often do you give an excuse as a way of avoiding a request (“I have to go
out that night”)?
Practise
7. When you next need to request a change of behaviour, use the DENIBAW
process. Note your feelings before, during and at the end of the process.
8. Focus on an opportunity to set your limits: Note how clearly you set the limits;
whether you justified them because you felt ‘obliged’ to; the appropriateness of
the level you used to set them.
9. List the sorts of things you tell yourself (obstacles) that effectively stop you
from setting limits or requesting a change in behaviour? Work on changing
these unhelpful, non-supportive beliefs.
recipient of feedback are you adequately prepared to raise and deal with all the
issues surrounding the cited instances?
There are several unhelpful side-effects associated with the once or twice
yearly review requirement, not the least being that the information has passed its
‘use by’ date. It is difficult to remember actions and events for that long, especially
the feelings surrounding them. This is even more so if the recipient has put the
incident in his/her past, moved on and does not want it dredged up.
The ‘mists of time’ lead to the information being summed up and generalised
because it has faded in the memory, the sheer volume, or both, making it equally
difficult for the recipient to make corrections. Also, because positive actions and
events are not usually recorded, they are not included in the review.
And last but not least, who wants to absorb all that information at one sitting!
Unhelpful timing
The review is set for a time that meets the needs of the busy manager. It ignores
the needs of the recipient for whom it may be exactly the wrong time to get a load
of, mostly negative, feedback.
Only half the story
The feedback usually focuses on the things that did not go well, typified in serious
cases by the “I am going to be absolutely honest with you” syndrome. In this case,
what you are going to get is both barrels of negative feedback. This is anything but
honest because you must have been doing many helpful things as well as some
unhelpful things. Another aspect is the tendency to remember or record the
negatives in great detail and the positives as a general impression.
The relief of positive
The relief of handing out the positives (if any have been spotted) is such that the
feedback is often given in a hurried, off-hand and general way along the lines of
“very good work”. This lack of clarity does not leave the recipient armed with the
precise information needed to refine his/her performance.
Sweetening the medicine
Done primarily to meet the giver’s feelings of unease at having to give negative
feedback, it is common practice to ‘sweeeten’ what is coming by first giving some
token positive feedback. Again, you know what is coming - when was the last time
that you were called in to be given positive feedback on its own? Anticipating the
negative feedback, you let the positive feedback float straight past as you brace
yourself for the ‘inevitable’. This problem can be dealt with by ‘taking out the news
value’.
One up - ten down
The very act of directly linking performance feedback to pay produces damage to
the self-esteem of those who missed out. It also encourages unhelpful behaviour in
those striving to ‘beat the system’ or join the lucky ones who gained recognition
and reward.
Again, the statistical aspect of this issue is the territory of W Edwards Deming,
the American guru on statistics, quality and continuous improvement. I propose to
leave you to follow up the detail by reading some of the many books which cover
his teachings.
The short story is that he is of the view that in the majority of cases, there is
no method of statistically proving that a person has applied greater effort or
performed significantly better than any other: did the ‘high performer’ work harder
or ‘smarter’ or rather stumble upon an opportunity to shine which could not have
been missed even if s/he had tried? Was the outcome simply the result of the effort
of others? Perhaps it was the outcome of statistical variation. Who knows?
When personal performance is linked to group performance and then to pay,
the outcome can be most unhelpful. It often results in one person being rewarded
and ‘turned on’ while ten others who felt that they had worked just as hard are
effectively ‘turned off’ and become disenchanted. This effect is exacerbated when a
manager is required to have a certain percentage of staff in each performance band
because ‘that is what you can statistically expect’. I suppose that after one cycle of
this, the outcome will be what was expected; that is, the manager will ensure that
the required number will be in each band (unless s/he has been careless enough to
have not considered his/her future).
The combined effect
When the above points are combined, as they frequently are, it is hardly surprising
that performance appraisals enjoy such a poor reputation. This was another of
those topics about which, for years, I believed the prevailing expert literature which
talked as if the various systems worked really well, in sharp contrast to the
evidence of my own ears and eyes. With current practice, people are rarely helped
to consider making specific changes. The review is basically a lottery, subject to the
whims and fears of the person leading it.
The big three
If pressed, I narrow the main causes of unhelpful reviews of performance down to
three factors.
1. The person giving the feedback is unclear, and or not following, the principles
guiding the process (their own or those of the organisation).
2. The real purpose of giving the feedback is unclear.
3. The review is following an undisclosed agenda (this may be the most
destructive).
The above three items present a lot to think about, but I strongly encourage
you to come up with an answer for each.
Go for a dramatic increase
In this chapter we have highlighted the pitfalls of performance reviews to help you
to consider ways of dealing with them. Whatever else you do: do not stop giving
feedback to your staff or other people about their performance.
In fact, dramatically increase the level of feedback, but make it high quality
feedback. People crave information about how they are doing and how they are
fitting in with others.
As a manager
Read carefully the chapters on Give feedback, Confront unhelpful behaviour
and the section Create valuable meetings. Separate the giving of feedback from a
discussion on pay or grading: the feedback may be given many times per year, but
the pay review may need to be given only once per year. Think about the
performance review process that you use and develop absolute clarity as to the
purpose it serves and how this relates to the principles guiding the organisation’s
(and your) behaviour. Adjust your feedback processes so that they meet the
criteria for giving high quality feedback and practise the skills required to do it well.
With regard to performance pay, one view is that the team should decide
whether a member remains in the team or is required to leave. Those within the
team then share the benefits or losses along with the rest, depending upon the
performance of the whole team. This is one idea to stir the pot.
Finally, re-read the Performance turn-offs section in this chapter.
As an individual
Develop your listening skills so that you can respond well to what is being said
and also pay careful attention to the processes being used. Consider meeting
before the main meeting to simply talk about the purpose of the review, what is
going to happen, the ground rules for the meeting and ways of improving the
process - yes, it can be done!
Work on developing ways of receiving feedback at frequent intervals and
separate it from any discussions on pay. Work with the person giving the feedback
to review what happened and how the review process could be improved for next
time. After all, it is only another meeting.
The role of fear
Few people admit to it, but the reason why the unhelpful processes are allowed to
roll on is that people are fearful of the consequences of introducing change (from
both sides of the meeting, in this case). This fear may be based on the observable
behaviour of an organisation when confronted with new ideas or it may be a
perception built around your own unhelpful beliefs. Either way, if you are to move
forward in the creation of the future you want, you need to deal with the things
that are not working for you.
Acknowledge your fear, then deliberately move through it. You are not on your
own in having to do this. Everyone feels fear - what sets people apart is how they
deal with it.
You have the skills to create the changes you want. As author Susan Jeffers
says ‘feel the fear’ and use your skills - then remember to have fun and to enjoy
the fruits of your efforts.
Self assessment
Recall
1. Name three Performance Appraisal turn-offs?
2. The process.
3. The last thing you must do?
Observe
4. How do people around you feel about their Performance Appraisal sessions?
5. List people’s ‘negatives and positives’ around their Performance Appraisal
sessions.
Practise
6. The next time you are involved in leading or participating in a Performance
Appraisal, define and agree on the purpose and process before the appraisal
begins.
Two major sources of conflict are competing solutions and not seeing the person
behind the label.
Recall
1. Many conflicts arise as a result of stands being taken on competing . . .
2. What measures can you take before a meeting to prevent/minimise conflict?
3. Name the three ‘communication lifelines’?
4. What are the keys to negotiating shared success?
Observe
5. Listen to a disagreement that is going on around you, or that you are involved
in, and decide which basic communication skill is used least but which should be
used most.
6. How well is conflict handled at the meetings you attend? Comment on the types
of behaviour that you consider to be unhelpful and how often they arise during
the course of a meeting.
Practise
7. Use active listening next time you are faced with a conflict of interest. Describe
what happened, the outcome and how you felt.
13 Lead change
A leader shapes and shares a vision which gives point to the work of others.
Charles Handy
Why bother?
True leadership unifies the efforts of individuals, creates synergy and focuses the
group effort on achieving an agreed goal. Quite different to simply getting a group
of people to work alongside each other, leadership requires vision and a close
attention to the processes which foster synergy and focused effort.
Considering the things that go on internally in many organisations, it strikes
me as remarkable that they still manage to generate a profit. They appear to grow
in spite of their efforts. To put it another way, if they really did develop synergy
amongst their people the organisation would be unstoppable!
A senior manager in a very large commercial organisation said to me, “It beats
me how we managed to make a profit considering what goes on here”. (This was
said as an afterthought after she had just finished describing some of the things
going on internally).
I am regularly confronted with tales of senior management saying that they
value certain behaviour and then behaving in a totally different way. Even in high
profile organisations, I encounter serious mis-matches between the stated stance
and the actual behaviour of senior management. It shows in the unwillingness of
these people to spend time working on the very things that give them so much
trouble and claim to value. Blatantly obvious to everyone else in the organisation -
they keep on pointing it out to me - the executives seem to be unaware of this lack
of congruence; a very unfortunate and destructive state of affairs.
The result is a huge loss of credibility in the eyes of those who care and a
mandate to follow suit for those who don’t. Add this to the usual relationship issues
of hidden agendas, competition for jobs, personal feuds, organisational politics and
so on that inevitably arise in any grouping of people, and the scene is set for a
potentially less than optimum result. A sort of negative synergy!
Much of the confusion, stress and dysfunction in organisations arises from the gap
between what managers say they value and their own behaviour.
- if only they had been able to directly channel that energy into achieving the
organisation’s goals. What a waste, and worse, look around at the low levels of
participation and ‘turned off’ people.
Ideas
An extensive study tour of high performing organisations in Australia and the USA
revealed some interesting points that as a leader (at whatever level) you should
consider.
Choosing a style
It is commonly assumed that leadership styles range somewhere between being an
autocrat (concentrated power) or losing control (diffused power). This is not
necessarily so, there is another option out to one side of this line; that of shared
power. The options and their characteristics are illustrated in the chart on
Leadership Styles. Not intended to be complete, the list of characteristics is merely
a pointer (and stirrer) to some of the issues involved.
Where are you?
When making a choice as to which style best suits your needs, do not feel
compelled to reside at any of the extremes. Consider the points in between. The
real key is to make a conscious decision about where you want to be and then
communicate that decision to everyone in the organisation. Here are a few areas to
consider when making your decision.
Level of learning Use of group wisdom
Clarity of purpose Level of customer focus
Meeting of individual needs Development of trust
Sharing of knowledge Resolution of conflict
Individual accountability Level of participation
Adaptability of structure Clarity of outcomes
Speed of decision-making Flexibility of response
Sharing of power Degree of synergy
Implementation of decisions Sharing of information
Loss of power
A common and often raised concern about shared power is that of loss of power by
the leader or the person in charge. It probably comes about through a particular
view of the world, a fixation with one organisational model.
This story was told to a group I was with when visiting a heavy engineering plant in
Australia. The plant had suffered a history of serious and on-going industrial strife,
with frequent wildcat strikes and a lot of ill-feeling - to put it mildly. However over
several years the plant had been steadily introducing radical changes to its structure
and workplace operating practices. The changes involved working closely with
everyone on site and had led to a formal ‘consultative committee’ being formed
comprising union leaders, direct operators and members of the management team.
From our discussion with the General Manager and members of the committee,
it became very clear that the majority of the operational decisions were not being
made by the GM but by the committee. We asked the GM how he felt about this
apparent loss of power. He laughed and said “You must be joking! Any power I used
to think I had was illusory. In ‘the old days’ (pre-reform) on a Friday morning, I
would look out of my office window to the carpark. If I saw cars towing caravans or
trailers, or perhaps some cars with fishing rods on the roof, I knew that a sudden
strike was likely. Sure enough, some issue would erupt and be used as a pretext for
a strike. If a customer then rang in wanting to know what had happened to his/her
order, I was left ‘carrying the can’, trying to sort things out. No chance!
“These days this doesn’t happen. Now I really do have power. The power to
confidently give customers a delivery date, to quickly sort out problems, to guide
improvements in what we do. The load is shared with those who have the means to
make things happen.”
As for one of the union officials (close to retirement age) who used to lead the
strikes, he can hardly believe the changes that have come about - both in the plant
and in his own behaviour. He now flies around the country promoting ‘the new way’
- he’d never been in an aeroplane up until then.
When you talk of ‘power’, ask yourself, ‘the power to do what?’.
Personal choices
When considering your leadership style make a conscious decision rather than just
stumbling into a style. Be absolutely clear about your personal Guiding Principles
and what it is that is driving your choice of style. These decisions will lead to clarity
and consistency in your actions which, besides being a real relief to those working
with you, will enable them to respond in ways which contribute positively to the
working relationship.
Facilitation & leadership
The purpose of facilitation is to enable people to work and interact in ways which
produce the optimum result and to do this through the application of clear and
agreed processes.
There is a widely held assumption that the leader of a group is automatically
the person who should facilitate the group’s meetings. It is not essential, and can
even be unhelpful to the process, if the group leader facilitates his/her own
meeting, surely it is far better to select some other person to do this and then sit
back, enjoy the process, have the luxury of being able to focus on the subject
matter, and then make a well considered contribution to the meeting. The facilitator
can come from another section, organisation, or wherever; so long as he or she has
the appropriate skills - not technical knowledge. Technical knowledge has little to
do with being able to facilitate really good meeting outcomes.
Among the many advantages of using someone from another area within the
organisation to facilitate your meetings, you help to foster understanding between
the groups concerned. The facilitator is helped to develop management skills and a
broad view of the organisation’s operation.
For more information on facilitation, refer to the chapter on ‘Create valuable
meetings’.
Self assessment
Recall
1. Describe three limits of leadership style?
2. Name four characteristics of each style.
3. When considering or selecting a style, what sort of things do you need to
consider?
4. In management behaviour their is a gap between ‘ . . .’ and ‘. . .’ which often
leads to a high degree of stress and organisational dysfunction.
Observe
5. Describe in detail the leadership style of meetings you attend and of the Chief
Executive. How well do the observed styles contribute to the goals set?
Practise
6. Which leadership characteristics do you value and where do you see your style
on the triangle?
7. Think of two actions which will reflect your values (identified above) at the next
meeting you attend.
Leadership Styles
Characteristics Characteristics
Confusion over purpose & direction One person sets purpose/direction
No evidence of structure or accountability Rigid structure & processes
Difficult to get a clear decision Clear accountability
‘Finger-pointing’/mistakes buried ‘Finger-pointing’/mistakes buried
General feeling of powerlessness
Shared power Power is assumed or taken
Decisions slow & ineffective & responsibility Many feel powerless & pressured
Disinterest & resentment about decisions Focus on clear, quick decisions
High risk of wrong decision High risk of wrong decision
High participation-little effect Characteristics Low participation/high resentment
Loudest voice wins Group sets purpose and direction Loudest voice wins
Hidden agendas Agreed accountabilities Hidden decisions & agendas
Less able lose heart Open & agreed power sharing Less able fall by the wayside
Unclear working processes Decisions can be slower but work Little attention to group processes
Intense frustration, conflict & criticism Open & agreed decision-making processes High frustration & conflict
Negative synergy from groupwork Loudest voice is tempered by process No debate about group processes
Endless debates about group processes Mistakes are acknowledged and analysed Disagreement seen as ‘negative’
Little personal development Less able are encouraged Personal development not an issue
High effort/low output High, cooperative, group involvement
Rules used to support group effort
Constructive challenging is encouraged
High synergy through use of group wisdom
Personal development is critical
Conflict resolved through agreed processes
(In terms of outcomes, there is little to pick between Diffused and Concentrated Power)
Perhaps the true leader, aware of the implications, moves creatively within a pyramid built on
the base of these three extremes
Learning organisation
Characteristics
Aim is continuous learning
High focus on personal learning
Seeks out knowledge
Focuses on growth
Ideas & feelings considered/accepted
Mistakes treated as part of learning process
Open disagreement seen as healthy
Challenging of established ways is encouraged
Knowledge is shared
Able to respond quickly & in new ways
Change seen as creating opportunities
Re-invents itself in response to external environment
One of life’s pleasures is that sense of relief felt when a decision has finally
been made
Decision-making offers you the opportunity to dramatically alter your future and
even the so-called ‘little decisions’ can introduce quite unexpected changes in your
life.
It is really important that you develop the art of making decisions for yourself
and with groups. Collectively, the decisions you make reveal where you truly want
to be rather than where you say you want to be. This may be a flash of the
blindingly obvious, but many people operate as if they have little influence over
their destiny. They see themselves as merely the victims of providence.
Your decisions reflect your beliefs. If you believe that you don’t deserve to
succeed, then you will act (make decisions) in ways which, subtly and not so subtly,
enable you to fulfil your beliefs. Life is helpful like that!
Almost by definition, decisions which move you forward also move you out of
your Comfort Zone. Be prepared to feel uncomfortable and to enjoy the challenge -
it all comes with the territory.
Sort out your priorities and the decisions will fall into line. There will still be a
few difficult choices, but they will probably be between clearly identified and
competing needs. Even these can usually be addressed in creative ways.
Check your position on the journey?
Before moving on to the point at which you need to make a decision, check out
where you are on the Problem Solving Journey. In particular, have you really
brainstormed and considered a range of options? Have you examined in depth the
pros and cons of the favoured options?
Finally, remind yourself that if you think that there is only one option - you do
not understand the problem.
Leave space for the new solution
A few years ago, I was work-shopping some problems with a group of senior
managers. We soon became aware that with regard to their weekly and monthly
management meetings, not one person enjoyed them or found them to be
particularly useful. The meetings were variously described as ‘a waste of time’,
‘frustrating’, and the like.
One manager memorably summed up the weekly meeting as ‘the Chief
Executive’s attempt to build a team’ and the monthly meeting (expanded to
include more line managers), as ‘the Chief Executive’s attempt to build a bigger
team’. To everyone’s relief this elicited a huge laugh, especially from the Chief
Executive. The interesting thing was that no one could think beyond the current
system of meetings and they were not game to tinker with the Chief Executives
creation - they were locked into the old thinking.
Fortunately, the Chief Executive saw what was happening and in a flash of
inspiration, announced on the spot that the management meetings were to be no
more. Instantly, people were saying ‘how will we handle (topics X,Y,Z) now that
we aren’t meeting anymore?’. There was also a tangible feeling of relief and a
freeing-up of thinking - a space had been created for a new approach. Moreover,
something that for years had been a source of frustration, had gone.
The short story is ‘if it isn’t working, stop doing it’ - now!
Watch out for the two parts
There are two parts to any decision: the rational data aspect; and how you feel
about the decision.
Always be sure that any decision you make ‘feels right’. You gain information
in many ways, some of it intuitively, some by perception (body language and so
on), some of it in the form of data. The total is then screened through your beliefs
to result in how you feel about the decision.
Obviously, the data has to look right, but do not let this rational aspect over-
ride how you feel about what you are about to do. Complete all the analytical
‘thinking’ part, then step back and check how your decision feels. If a nagging
doubt is creeping in or it does not feel right, then do not do it - you have probably
missed some aspect that has not yet filtered through to become clear at the
conscious level.
Mentally go back through the steps of the Problem Solving Journey, re-visit the
input sources, kick around all of the information you have considered, and pay
particular attention to whether the decision will best contribute to your real needs.
If it still does not feel right, back off until it does.
Any intuitive feeling of unease or uncertainty should not be confused with the
feelings of excitement and fear associated with stepping into new territory. A good
decision feels right - fraught with difficulties maybe - but right.
Leave space for your feelings
There have been many times when, to my later regret, I ignored the little voice of
self-talk that was saying that all was not well. Looking back I would realise that I
had known at the time that it was the wrong decision but had chosen to ignore the
warning signs. Accepting the validity of your feelings and then creating a space to
allow this information to bubble to the surface is a good start.
A quick sanity check here: remember that the decision to do nothing is a
decision, not a default state.
Let go of the fear of making the ‘wrong’ decision
From my reading and discussions with leaders of successful organisation, a
decision-making success rate of more than six out of ten, seems to be considered
good going indeed. This means that you can expect to make quite a few ‘wrong’
decisions - and bear in mind that to make wrong decisions you actually have to
make decisions. That last bit was said a little bit ‘tongue in cheek’, nevertheless, we
are taught at school and later that making mistakes is wrong. Yet, to make good
decisions we need to allow ourselves to make ‘poor’ decisions. Mind you, the
judgement as to whether they are poor is usually made after the event!
Another aspect, nicely addressed by Susan Jeffers in her book, Feel the Fear
and Do It Anyway, is that when you make one decision in favour of another you are
simply selecting a different experience: your decision rarely pans out the way you
expected and anyway, you can always change it.
You may as well relax, do your homework, make sure that the choice feels
right, and then go with the flow as new opportunities and ideas reveal themselves -
all as a direct result of your decision.
Regain a sense of control
Sometimes so much is going on, or surrounding events are so overwhelming, it
seems futile to make any decision.
Peter Hillary, the mountaineer, was descending K2 in an incredibly fierce storm.
Somehow he located and clipped onto fixed ropes needed to negotiate a
particularly difficult section. Then the storm hit with even greater force and he
was blown around like a rag doll on a string repeatedly being flung against the
mountain face. He felt totally at the mercy of the weather and caught himself
thinking of all the ways he might die.
Suddenly he realised that even though he was subject to the effects of
huge forces, if he was to survive then he needed to focus on his immediate
environment and those things that he could control. This realisation probably
saved his life; without it he would have likely given up and succumbed to the
power of the storm.
Choose a decision-making model
The point here is that there is a whole range of decision-making models to choose
from: consensus; custom designed; majority vote; unanimous; leader decides, and
of course, whether the whole thing is conducted in secret or openly. Use the model
most suited to a given decision. It is not a matter of right or wrong, just what is
most appropriate for the situation or group at that time.
Here is a brief description of the more popular.
Majority vote
Choose to define what you mean by ‘majority’ - a simple majority of more than half
the votes, a two thirds majority and so on. Just make sure that it is clear.
Unanimous
A clear-cut situation. Everyone whole-heartedly agrees - no ifs and buts or
reservations. Be careful not to confuse this with the consensus model.
Consensus
Consensus involves members of the group carefully working through and discussing
the issues to the point at which each person can comfortably agree to a particular
course of action. Failure to reach this point means that the proposal lapses.
The agreed action may not be one that a particular person would have chosen
on his or her own, however, in the interests of the wider group, the person has
decided that s/he can live with it. This decision is not made in a resentful way and
the person does not feel, in any way, to have been coerced into agreeing. Each
member of the group willingly accepts the decision as the best for the group.
Consensus decision-making requires very careful facilitation and the checking
of any reservations a person may have about the decision: it helps the person with
the reservations to work through them and there is usually more to be learnt from
the reservations and concerns than from enthusiastically endorsing the popular
view. Take real care to ensure that each person is heard.
Custom-designed
Here the world is your oyster. The main issue is to ensure that everyone
understands and agrees with whatever is decided. Sometimes the fun of agreeing
on the process, makes the business of agreeing on the actual issue, a whole lot
easier - probably because you found something to agree on as a warm-up to the
main event.
Leader decides
With this one. Be sure that everyone is absolutely clear that the leader will make
the final decision. In a team situation, the risk is that each time this option is
exercised it can diminish the perceived power of the team and undermine their
sense of responsibility, involvement and trust, which, once lost, can take a long
time to win back.
‘Oh! We never actually thought about it.’
Very popular with small committees, project groups and the like, this model is
arrived at by default. Failure to make a decision on the decision-making model is a
decision in itself.
Whatever process the group drops into, the lack of clarity often leads to arguments
and ill-feeling. The time taken to discuss and agree on a model (before the decision
is made) is minor compared to the time required to sort out the arguments
surrounding how the decision was made.
Self assessment
Recall
1. Describe three decision-making models.
2. What is ‘Consensus’ decision making?
3. What is the connection between decision-making and the Self-fulfilling Cycle?
Observe
4. Describe in detail the decision-making process of the next meeting you attend.
5. How could the process have been improved?
Practise
7. Develop a process which will help a group to reach, and confirm that it has
reached, mutual acceptance of a decision
Background
It is fine to operate as a free, entrepreneurial spirit, but at some time, you will need
to delegate tasks to people who can help you on your way to personal or work
goals. Effective delegation involves a conscious move from looking inwards to
looking to the needs of others and then to an even broader view: that of ‘helping
others to grow’.
A shift in focus
Focusing on the other person gives quite a different slant to the way in which the
delegation process is managed. Our ability to organise and manage our own
activities has to be balanced with other skills when it comes to working on tasks
that need the willing, committed and involved support of others.
To contribute to your plans, people need a clear understanding of the task to
be done, how it will contribute to your goals and how it will benefit them. In
addition, an operating basis of mutual respect needs to be established.
Create mutual respect
‘Establishing a basis of mutual respect’ is one aspect of delegation which needs
special attention due to its severe impact on the outcomes. When people with
professional qualifications or with specialised knowledge, work alongside people
who are not privy to membership of the group, there can be, and very often is, a
situation in which the ‘others’ are not given due respect and recognition for their
contribution to the overall effort.
You are probably wondering, ‘who is he referring to?’. Well, it happens with
many groups, but typical examples are lawyers, scientists, pilots, doctors,
engineers. The problem is especially pronounced in large organisations. The
professionals often see themselves as the reason why everyone else is there (which
in one sense is often true). However, the professional would not be able to do what
s/he does without the expert support of others. In other words, s/he is a part of a
process, not the top of a delivery pyramid - two quite different views which have an
enormous impact on the approach to the delegation of tasks.
Work.
Define what it is that you want to delegate.
Describe the task in sufficient detail for the recipient to fully understand how
to go about it. Identify and discuss any handy hints and define the limits.
Outcomes.
Clarify the outcome you want to achieve.
What exactly will the output of your efforts comprise: a report, a widget, a
person able to handle problems? Whenever possible, provide an example or
sample showing the key points.
Guiding Principles.
Agree on how you will behave within the working relationship.
The setting of Guiding Principles is easily the most important aspect of task
delegation and yet it is rarely attended to. Care in this area yields huge
dividends. It lessens the detail you need in the job description and increases
the confidence with which the recipient will be able to handle the unexpected.
It will also provide a reference point for any discussion of actual behaviour
compared to agreed behaviour.
Performance.
Agree on how you will measure, review and recognise success.
Note the three separate items: measure; review; recognise.
The best measures are those which show trend, because the real issue is
‘are we getting better’ not are we meeting the standard. Of course you have
to meet the standard. It is what you do after you have passed it that matters
- do you just tread water and stop improving?
With reviews, the main thing is to do it. Fairly obvious, I know, but
again, it is not often done and even less often done at the appropriate time.
Six months later at the fixed review is not appropriate, for the reasons
covered in Manage Performance Reviews (refer page #). Also refer to the
feedback techniques covered in Give feedback (refer page #).
When it comes to recognition, I am not thinking only of money. There
are many other ways of giving recognition which are valued and cherished far
more than money. I still have, and highly value, letters written to me by the
Managing Director of one organisation I worked for. At the end of each year
(in addition to lots of other feedback), he wrote by hand a brief letter
acknowledging what I had done and thanking me for my contribution. For me,
these letters rank way above any formal references I have been given (and
rarely use). The letters are easily the best references that I have. Be creative
when giving recognition.
Resources.
Establish what resources are available to support the task.
There is no need to tell the person what to use: just go over what is
available, check out what the person considers he or she will need, sort-out
the differences and establish any limits.
Finally; keep it simple; and to the sentence Work on giving people responsibility,
add - and then get out of their way.
Self assessment
Recall
1. What is the sentence which summarises the delegation process?
2. Name a major barrier to delegation.
Observe
3. Note the process used to introduce people to a new job at work or at home?
Practise
4. Apply the delegation process to the handing over of a simple task - key point -
use your listening skills.
16 Build teams
The team is focused on achieving clear and agreed team milestone goals:-
these are distinct from some general organisational goal. There are visible ways of
measuring the team’s progress towards its goals (the essence of any continuous
improvement process).
Care is taken to ensure that each member’s skills complement those of other
members of the team (especially the High Performance Skills). No one is in the
team out of consideration for their position or status: they are there for the skills or
wisdom they can bring to bear. These skills fall into the three groups of
technical/functional, use of resources (budgeting, asset and resource management,
etc.) and the High Performance skills. This last group is especially important to the
smooth operation of the team and covers, Personal Empowerment; Problem
Solving; Conflict Resolution; Negotiation; Communication; Team-building; Process
Awareness; Facilitation.
There is a scintillation, a synergy of effort. Each member’s special skills and
talents are used to creatively, tangibly and directly contribute to the team’s
achievements. Members do much more than simply represent the work of others or
act in a functional role.
And then you have the ‘Claytons’ Team
Named after a non-alcoholic drink promoted as “the drink you have when you don’t
want to have a drink”, this is ‘the team you have when you haven’t got a team’.
The drink promotion was impressive and is still widely referred to; unfortunately for
the suppliers, it didn’t sell too well and went off the market.
Nearly always a default position, the Claytons team is the pits! You can hear a
Claytons ‘team’. There are frequent cries of “we need to work as a team” when no-
one (apart from the leader and one or two others) believes that they are behaving
as a team. To those on the ‘outside’ it is quite obvious that it is not a team.
I was a member of one executive team in which the chief executive kept on
demanding teamwork, told us how we were to go about working as a team (totally
missing the irony of his approach) and then behaved in many ways guaranteed to
undermine any tendency towards teamwork. This is not unusual.
Group members see meetings as being either a waste of valuable time or a
form of punishment with the only gain being the status attached to being a part of
the ‘inner circle’. In one organisation that I came across, being seen at meetings
(the more the better) was a prime indicator of status within the organisation.
With little sense of loyalty to the ‘team purpose’ (it has never been agreed
upon!), group members are unable to focus on what needs to be done and have
little, if any, idea how well the group is doing. Personal rivalry and arguments over
territory accompany most discussions. One senior manager confided in me that her
male colleagues were so territorial in their behaviour, that she was sure that they
went around ‘marking’ the door posts!
Within the team there is fear: of being blamed for things not going well; of job
loss; of internal competition, etc. There is an unwillingness to share information
and details, important to the overall success of the team are held back to avoid
harming individual or sectional interests. In short, the ‘team’ is definitely not safe:
it is perhaps toxic to the spirit.
The meeting was getting nowhere and the departmental managers were battling
for position quite oblivious to the need to focus on a pressing problem. Sitting
two seats away, a colleague from another section leaned around and dug me in
the ribs indicating that we should stop contributing and let the meeting die. We
met immediately afterwards and, without the ‘assistance’ of our senior
managers, quickly sorted the matter out.
We talked about what had happened and complained bitterly. We did not even
consider the possibility of a different sort of team style and were not aware that
there was a better way. What we did do was resolve to keep as much work as
possible away from the group’s meetings - it kept life simple.
Far from enhancing communication, Clayton meetings actually exacerbated the
difficulties. Sectional goals get in the way of communication and, when coupled to
the finger pointing that goes on when things went wrong, it isn’t a nice group to be
in. The final sad reality about the Claytons ‘group’ - lets face it, it is not a team - is
that the output is much less than if the members had worked on their own.
Another option: the Committee or Working Group
This form of group works well, provided that this is what is needed. Many projects
have been efficiently and competently completed by a working group or committee.
The focus is strongly on individual responsibility, although individual members
often display excellent teamwork behaviour and many people are hopeful that the
group’s efforts will engender team-work. The Committee or Working Group style is
usually adopted by default - it is rarely the result of deliberation or a conscious
decision. A strong characteristic of this style is that each member is included to
represent an organisational role or to ‘complete the team’ with everyone assigned a
clear role within the team and not encouraged to step outside it.
Commonly, there is a clear, strong, leader who leads efficient meetings to
check each member’s progress, compare notes, make planning decisions, assign
tasks, develop policies and strategies and so on.
Often, there is nothing to distinguish the group’s focus or purpose from that of
the organisation(s) represented by the members. For instance, the working group’s
purpose may be, ‘to make good widgets’, whereas a team purpose could be to
‘halve the cost of making widgets’. One group could go on forever, but the other
would disband once the cost of producing widgets had been halved.
An example of a successful working group was described to me by a New Zealand
plant manager who, as a member of a large multi-national, met each year with his
counterparts from many other countries to compare notes on things such as
marketplace changes, process improvements, new ideas, and generally tune-in to
the latest corporate trends. He said that the meetings went well and were very
productive, but, they were very definitely not a team meeting. He saw no reason
why it should attempt to be one - it worked fine as it was.
The High Performance Team
The basics are much the same as for the team described above. However, in this
team everyone is totally committed to supporting the other members of the team
and helping them to succeed. Each member really cares about the welfare of the
other members of the team. This is an exciting, but unfortunately rare state of
affairs.
Self assessment
Recall
1. Name three characteristics of an effective Team and three of a Claytons Team.
3. What are the benefits of a Committee or Working Group.
Observe
4. How would you characterise the many groups you work with?
Practise
5. If you are a team leader, raise the topic of team style and purpose at your next
meeting.
6. If you participate in a team, ask each member (alone) to define their
understanding of the team’s purpose. Note and compare the replies.
This chapter examines how best to advocate, introduce and minimise, the
resistance to new ideas - change! Ever present, change is the very stuff, the
output, of discussions, meetings, problem solving sessions, conflict resolution and
so on. We are swimming in a sea of it and need to deal with it in ways which
minimise any stress it may be having on ourselves and others.
Constantly thrust upon us by outside events, we ultimately cannot ignore or
eliminate change. We may as well welcome it, learn to think in new ways and use it
to our benefit - maybe, even thrive on it. Change is an opportunity to try out new
ideas, to influence and improve the things around us - to grow?
There are four groups of people who have a special need to be competent in
dealing with change in a routine, low stress manner. They are:
Leaders wanting change but finding that others are not following;
People required to create change but not knowing how to go about it;
People required to make specific personal changes to conform to a new culture
but not knowing how;
People who find themselves in a sea of change and feel unable to handle it.
People within each of these groups can experience very high levels of stress
arising from managing the pressures associated with change. Although they appear
to be working in totally different environments and coming from quite different
directions, they have very much in common when it comes down to the skills
needed to cope well with change.
As individuals, we need to understand what is going on so that we are better
able to deal with things, no matter what our place is in the change process.
Change stirs up beliefs
In a stable environment, the beliefs which underpin our behaviour tend to settle
down ‘out of sight’ as we move into our Comfort Zone and the new way. When
change - especially sudden, large scale change - comes along, all our old and still
current beliefs well up and overflow onto the new situation.
An organisation went through a round of restructuring and redundancies. Years
later, the Chief Executive, for quite straightforward reasons, announced that he was
leaving. At that moment, people’s beliefs, which were developed from the previous
actions of the organisation, re-emerged with a vengeance and led them to behave
in interesting ways. Rumours were rife!
We can only guess at the underlying beliefs, but they were probably along the
lines of: ‘management cannot be trusted’; ‘the downside always catches up’, ‘jobs
are hard to get’; ‘life is a struggle’, ‘I am not worthy of the job’. When filtered
through these beliefs, reality is seen quite differently and the rumours start to fly
around: ‘the company must be about to downsize’, ‘he has done something wrong’,
‘this must be the start of massive changes’; ‘jobs will be lost’; and so on.
After large scale change, there is a real need to help corporate belief system
move to one which supports the desired reality. Otherwise these underlying beliefs
are waiting to be triggered by some event or other - with unpredictable results; yet
another example of the Self-fulfilling Cycle.
‘How will this affect me’
"I will resist all change until I understand it and have rationalised its impact on
me." (Everyone)
will probably be a bit disappointed with the re-organisation but I’m sure that
once things settle down . . .”
Try suggesting some alternative approaches at this point!
As you can see, the change proposers have moved well into the phase of
‘tunnelling’ along their action plans. When I am tunnelling, I find it a tad difficult to
accept the idea that there might be a better tunnel three metres to the right!
Likewise, any criticism of the change proposer’s ‘tunnel’ will be seen as being
negative, or at the very least, unwelcome
e (it took quite some effort to dig!). Pity that the views of the change receivers
were not canvassed a little earlier.
You can readily tell whether or not people are at the same point as you on the
change journey. If there is a gap you will get responses such as –
These responses tell you that you have started from the right-hand end of the
Problem Solving diamond and presented those concerned with a solution - before
they understand the problem?
Use the Problem Solving Diamond as a model for change. It is all about
creating change and offers many opportunities for people to participate in the
process at all stages from Problem Clarification right through to the action plan.
Facilitation, collaboration and cooperation are the key words.
appeals directly to people’s emotions. It also masks the real issue which lies much
deeper and is probably dragging a fair bit of ‘historical baggage’ around with it.
Listening to what is going on for those involved in the changes is absolutely
vital.
Work on the change ‘hates’
People have strong views about ‘changes coming out of the blue’, being ‘side-lined’,
‘being given only a part of the story’ or being manipulated into making changes
without any discussion. These situations are at the top of the list because they
contribute to an overall sense of loss of control over what is happening - a major
cause of stress. Each point disconnects people from the problem-solving and
decision-making processes which affect their immediate environment.
Hidden agendas lead to surprises, which feed prevailing fears of the unknown
(beliefs), which lead to uncertainty, which encourages highly destructive, power
struggles.
Acknowledge the fear
Confronted by high (and not so high) levels of change, many people have privately
declared that they do not feel confident that they have the skills needed to
implement change or are suspicious of the motives of the person leading it. For
these and many other personal reasons, people can generally feel insecure or
fearful. They consequently suffer from stress related to the sheer effort of working
in a constantly and rapidly evolving environment.
Wherever you can, deal sensitively with these fears - asking everyone with
fears to take one step forward doesn’t usually work very well. You will need to
create an environment in which people feel safe and able to declare how they are
feeling. This is while in the making and a few micro-seconds in the undoing - a bit
like trust.
Encourage discussion about the stated principles and any perceived deviation
from them. This is tough to do because it focuses attention directly on your
own behaviour.
Use brilliant communication
One of the major factors in successful change management is brilliant
communication of ideas and thoughts as early and frequently as possible in the
process. Be sure to involve all those directly affected by the change and take care
to treat their point of view as valid; just as yours is for you. After all, they too have
to live with the outcomes!
Make sure that you identify and deal with the formal and informal leaders and
use group problem solving processes to take everyone along the Problem Solving
Journey; it will open up many new and helpful lines of communication.
If the news is bad, work on the basis that people can deal with it well. Tell
them what is happening and give them any help they may require to work through
it.
If you run into resistance, use your listening skills instead of simply reacting.
Stop and ask yourself "Why is this change being resisted? What is the problem?”
and then communicate some more.
Build-in participation
Be deliberate
Participation does not come about by chance. It is created by deliberate design,
careful attention to detail and the use of processes which clearly and deliberately
include all those affected by the change. Involving people in the Problem Solving
Process is an excellent way of achieving this, especially where you jointly define the
problem and the preferred situation (being very careful to leave ‘solutions’ to last).
Deal well with people
Share information. Treat people as fully functioning adults and cut out the “it’s best
for them if they don’t know” routine. Make decisions at the level and time
appropriate to the needs of others and involve them wherever possible. Avoid
excuses such as “it wasn’t possible”. People will quickly figure-out what is guiding
your behaviour.
Run a pilot
If in doubt as to how well the change is going, ask those involved - radical idea, but
it works. Help people to accommodate a new idea or way of working by running a
time-bound, limited version of the idea as a pilot project. This gives everyone time
to adjust to the new way.
Highlight clear benefits for the individual
Focus on those things which directly affect the person and cover first things first.
There is little point in focusing on the higher cause when people are wondering if
they will be able to eat or pay the rent.
Make sure that the benefits you are proposing are real to the individuals
concerned and do not include something unless this is absolutely the case. Include
in your options: control over immediate surroundings; personal gain in
money/status/knowledge; improved health & social conditions.
Control over the immediate work environment takes in the planning of work,
the development of new work methods and processes, the level of involvement in
workplace decision-making. Health and social conditions should be viewed in the
very broadest sense and include the interaction between home and work, team
growth and support, and recreation or health programmes.
On a recent study trip of high performing organisations in the United States, I
was amazed to see the wide range of approaches to the work environment. Some
companies paid little attention to it and seemed to suffer from poor industrial
relations whereas another company had a totally integrated programme covering
ergonomic, fitness, nutrition, recreation and employment conditions. Under the
integrated approach, people were enjoying many benefits ranging from improved
personal health to excellent remuneration. It seemed that rather than one
programme being at the expense of another, they actually produced a real
synergy and harmoniously supported each other.
Considering that the person concerned probably did not ask for the change, it
is only fair that s/he be helped to either accommodate the new way or to leave with
dignity. This responsibility falls squarely on the shoulders of the change leader.
Having people leave is a positive outcome of the cultural changes taking place
and has major benefits for both parties: even if a lot of money and effort has gone
into working with the departing person in an effort to help him or her adapt to the
new way. With the departure, the organisation has removed a source of discontent
which could have been seriously disrupting many other people. Also, the departing
person has the opportunity to move into an operating environment that is more
closely aligned to his or her views, with a consequent reduction in personal stress.
People will be attracted
A second, major and on-going benefit is that clarity about the desired
organisational culture attracts people who are already thinking in the new way.
These people are then able to immediately contribute to the organisation’s growth
and accelerate the change process.
As the change leader, this is a turning point in the process. As a person joining
an organisation undergoing change, this is a huge opportunity to rapidly move
forward - providing that you do not get pulled down into the old way. Whether you
are a leader or a participant, before selecting your action, check to ensure that you
have played your part appropriately and in accordance with your Guiding Principles.
Your beliefs about age may be challenged
A final cautionary tale. Do not assume that it will be the older person who will have
most difficulty accommodating the new way. Sometimes a person who has had to
struggle away for years under the ‘old’ system, heaves a huge sigh of relief when
the changes arrive and welcomes them with open arms. I have witnessed some
amazing transformations in people who were considered incapable of changing.
On the other hand, a younger person not having had the ‘benefit’ of working
under the old system may not recognise the gains to be made and vigorously resist
the new way.
Age is not the most sensitive factor in the change equation; the factor which
has the greatest affect by far is the change process you decide to use. Treat each
situation on its merits and each person on his or her merits. Remember, pigeon-
holes are for pigeons!
Self assessment
Recall
1. What is the significance of a change in organisation culture?
2. What is the first thought of people presented with change?
3. What are some of the conditions needed for people to want to embrace change?
4. Why is a ‘principled approach’ important when introducing change?
Observe
5. Describe in detail how change is introduced in your area: large scale change
(within a section or larger); small scale change (within a group of 2-6 people).
Practise
6. Describe the steps you would follow to introduce a major change in your area.
A meeting can be one of those situations in which five people gathered together
produce the work of four people working independently!
An essential element in the creation of your future, well run meetings enable others
to enhance or complement your strengths and you to extract maximum value from
your work with them.
Be careful not to limit your thinking about what comprises a meeting. It is
irrelevant in terms of the principles underlying the planning you need to consider
whether a meetings consists of just two or extends to a large number of
participants or is held at home or at a head office. When it comes to spending time
on a meeting, the real test is ‘how important is this meeting to me?’.
Sadly, the quote at the top of the page sums up the situation for many people.
At my workshops, when the subject of the helpfulness of meetings is raised, there
is usually a collective groan: especially amongst members of medium to large
organisations. Meetings are widely perceived as a form of punishment getting in the
way of the ‘real’ work - the more meetings you have to attend the greater the
punishment. Certainly, poorly run meetings are responsible for the waste of a lot of
time, and even worse, the generation of high levels of frustration, resentment and
anger.
This state of affairs is in contrast to my understanding of the need for
meetings. For me, meetings are held because they quickly achieve what might be
difficult to achieve through any other form of communication. They are an essential
part of living and something to be relished. They enable me to move my plans
forward and to enjoy the company of others. Here’s to meetings!
Unfortunately, good meetings do not come about by chance or through wishful
thinking.
The ultimate purpose of meetings
I see meetings as an opportunity for everyone to learn and grow. By ‘learn’, I mean
creating a change in behaviour, which is much more than the simple transferring
and storing of knowledge. Learning is not the ‘flip open the lid and fill me up’
approach widely used to teach children and adults. It follows the sequence shown
below.
Real learning
Do something
Gather additional
information
© Ian Oldham 1997 140
See the process
Many if not most meetings are used to provide a one-way flow of information
or to demonstrate power rather than to increase learning. If you need proof of this,
check who dominates the air time at your next meeting (it may be you!). To
convert to a learning experience, a meeting needs to employ radically different
processes, ones which focus on action or experience.
People learn best when they have a need, preferably immediate, for what they
are learning (the ‘learning moment’) and are able to relate it to their own
experience. By reflecting on and using their own experience, they accelerate and
deepen their learning. Real behavioural change then comes about as a result of the
internal processing of this new experience.
If a driver wants to learn how to repair her car, the learning is much more
focused if she works on her own car, and even more focused if the car has to be up
and running to go on a skiing trip by the next morning - that is learning. Get that
level of involvement at your next meeting and watch out for the results.
There may be an exception or three
For some meetings, talking or lecturing may be appropriate if the purpose is to
simply pass on information, but bear in mind that there are probably much more
efficient ways of doing this! Dogs are trained - people learn.
Process is ‘how’, Content is ‘what’
One thing immediately obvious about meetings is that they tend to focus a lot of
energy on the agenda, business, task in hand, issues that need addressing,
outcomes or whatever they are called. I refer to these aspects as the meeting
content.
Most meetings pay a lot of attention to content, because that is why the
meeting was called in the first place - which all seems rather obvious. There is,
however, another side to meetings; how they tackle the content. This is called the
meeting process. It took me years to really figure out the intricacies of this bit!
A focus on content misses many of the other needs of the participants: the
need for socialising; the enjoyment of working with others; the status of being in
the group; the enhancing of perceived power; perhaps a route to attending to a
political agenda. In particular, it just plain misses how people are feeling and the
very real impact that events unrelated and external to the meeting can have on the
behaviour of the participants.
Paying attention to how the meeting will be run raises awareness of these
personal needs and enables you to decide on ways of meeting them.
If personal or comfort needs are not attended to, it is likely that all sorts of
unexpected distractions will arise which can easily subvert the outcomes or cause
disharmony within the group: people leave the group for no apparent reason or
simply do not turn up at meetings.
The formality trap
Contrary to the popular view, making a meeting ‘formal’ is likely to ensure that the
needs of the participants will not be met. Yet the idea still holds that formality ‘gets
the work done’. People frequently (if not usually) go away feeling cheated, fed-up
or angry; particularly if the person leading the meeting hasn’t identified and
responded to what they want out of it or attended to his/her personal comfort.
The outcome is an ‘efficient’ meeting, but a question mark hangs over whether
or not the process used will ultimately achieve its aims - many things happen
outside and after meetings!
The Process bits
‘Process’ deals with how a meeting functions rather than what it discusses. You are
attending to process when you set aside time to agree on why you are meeting -
the focus of the discussion. I often get quite a startled response when I ask this
question, as if no one had considered it up until then. Perhaps an indication of
process not getting much attention.
Process is to do with defining what you want to get out of the meeting and
consciously deciding how it will be run by working on guiding principles, procedural
points, behavioural rules, agenda setting and the like. When I mention agenda
setting, I am thinking of an agenda focused on achieving the agreed outcome
rather than simply someone’s whim, or worse one set in concrete three weeks
before the event and out of touch with the latest happenings.
Style, safety, participation
Other examples of attention to process are thinking about leadership style and how
to deal well with conflict when it arises - even seeing conflict as an opportunity to
learn and develop the process.
Meetings which pay attention to process plan to make it safe for people to
participate. They support and encourage participation, pay attention to how
decisions are being reached (rather than just letting them happen), review how the
meeting went - and how it could be improved for next time.
As you can see there is a lot to the process side of meetings and time spent
here is well rewarded in terms of later productivity and enjoyment.
Another approach could be to list the desired outcomes. If the meeting is the
first in a series, the list of outcomes might look like this.
At the end of this session we will have:
1. Become clear about the current situation and how we feel about XYZ;
2. Considered the views and expectations of each section;
3. Worked out the skeleton of an action plan;
4. Agreed on an immediate ‘where to from here’ plan.
It isn’t always necessary to be so detailed. However, agreeing on the outcomes
in this way does bring about a sense of purpose and direction to the session and
ultimately saves time otherwise lost to ‘off-track’ discussions. Clarity of outcome
also helps you to decide on details such as timing, people, duration, venue and
processes appropriate to achieving the goals.
Focus on safety and participation
Be sure to make it safe for people to contribute and participate. My most
basic and trusted Ground Rule is the ‘Pass rule’. As a facilitator, I am totally
dependent on people participating, yet the more I insist on it, the less likely it is to
happen. Interestingly, the very discussion of the Pass rule encourages people to
relax and participate to a very high level.
Keep on asking yourself, “how well is what we are doing meeting their needs?”
If you don’t know the answer, ask the group - radical stuff, but it does work. If you
do this and avoid some of the ‘traditional’ meeting styles you will be fine.
If you behave in a way which doesn’t involve the group, they will oblige you by
sitting back and letting you struggle on by yourself. A major piece of learning for
me as a facilitator was to realise that I didn’t have to come up with all the answers:
I could call on and use the huge range of wisdom within the group. The only thing
preventing me from doing it was my own fear of failure.
What is the optimum number?
Always try for the lowest number needed to do the job. Small groups of five to
eight people require less facilitation, work more quickly, have higher levels of
involvement and more output.
It is worth noting that full participation (the dream of all meeting facilitators)
does not come about by having everyone together at the same time because the
overall level of participation goes down as the numbers go up. In a group of 20
people, if one person spoke for one minute on a given topic, it would take 20
minutes to do one round - and everyone else would have been listening for 19
minutes!
In a large group, take every opportunity to break into sub-groups. These can
then re-convene as a full group to report progress. Another major advantage of this
process is that a large group broken into five smaller groups can be working on five
different tasks at the same time; a huge increase in productivity.
Who should attend?
Only those directly affected by the topic under discussion or who have a particular
skill to contribute should attend meetings. Each person’s skills, knowledge or
attributes should complement that of the others. Meetings are not a spectator sport
(although I often gain the impression that they are!).
Summary
Get there early.
Personally, I prefer to arrive at a new venue at least one hour before the start time.
This gives me the time I need to sort out the unexpected. The later that I arrive,
the less chance I have to deal with the many surprises that crop up’.
Look after people’s comfort.
By this I mean paying attention to the small things - greeting people by name,
offering refreshments, introducing to others, storing bags and coats, pointing out
where the toilets are and creating time for people to use them!
Leave nothing to chance!
Got the gear? Does it work? Does it work NOW, just before the start of the
meeting?
Whenever possible, check the venue and equipment yourself, before the
scheduled time. In the end it is you who needs to feel comfortable with your
surroundings and equipment. Personally, I always do the chair arranging. It is my
way of tuning in to the event and getting a sense of the participants’ perspective.
Self assessment
Recall
1. What is the purpose of holding a meeting?
2. What has to happen for real learning to take place.
3. List five ‘process’ elements of a meeting?
4. Who should attend a meeting, and who are the ‘experts’?
Observe
5. How much attention is paid to ‘process’ at meetings which you attend?
Practise
5. Before you call your the next meeting, check and adjust the balance
amongst the Doers, the Empowerers, the Specialists, and the spectators
(they should be nil!).
thinking that ‘this is the way it has to be’. You are in charge of your own learning;
my job is to help you in any way I can.
3. Speak for yourself
Many people do not own what they say, assume they know what others are feeling
or thinking, and make statements such as "We all know what that means” or “One
should consider . . .”
Try: I will find it helpful if you do not attempt to speak for others in the group. This
way you will avoid the possibility of finding yourself out on a limb.
“For instance, if you are bored, say ‘I am bored’. This is better than saying
‘This is really boring’ - if the rest of the group choruses that they are absolutely
riveted by what is going on, then you will find yourself out on a bit of a limb. If
someone attempts to speak for the group, without their agreement, I may find it
necessary to re-focus the statement onto the person making it.
Try: The purpose of this (meeting/workshop) is to create change and, within that
purpose, for each of us to change. The WYSITFYATTYSI Ground Rule helps us to
say what we are thinking and to avoid the situation in which people are asked to
justify what they may have said earlier (four minutes ago!), when, in the light of
new information, they have decided to change their view.”
6. Spelling and handwriting (no ‘funny’ comments or snide remarks of
any kind)
One of the surprises encountered when leading workshops, is the fear, rarely
declared but held by people at all levels in an organisation, of looking foolish when
writing up notes in front of a group. It is the fear of making spelling mistakes, or
illegible/untidy writing and partly explains why so many people do not want to
facilitate meetings.
This Ground Rule basically says ‘leave out any reference to handwriting or
spelling other than to clarify what is being written’.
Try: Seeing that the purpose of this workshop is not to improve our handwriting or
spelling skills, I suggest that we refrain from commenting on or joking about either
of these topics. Please avoid any comments other than to clarify what is meant.
Gain agreement to abide by the presented rules
Obtaining individual agreement to the rules is very important.
Try: What I will do now, is go around clockwise (or counter-clockwise if you are in
the Northern Hemisphere?) and check with each person how well these rules rest
with him/her and any changes that may be suggested.
As you move deliberately from person to person, obtain specific agreement to
abide by the rules. “James, how comfortable are you with the proposed Ground
Rules?”
Finish by saying something like, “Thank you for your agreement. For me, these
rules are very important and I will also abide by them. If at any time later on, you
spot the need for changes, please let me know and I will check it out with the
group.”
Self assessment
Recall
1. Why have Ground Rules?
2. Name a ground rule described as ‘truly great’ - list three others you would
use(preferably your own).
3. What words would you use to gain agreement with the Ground Rules?
Observe
4. At your next meeting, note the number of instances of uncertainty,
disagreement or repeated unhelpful behaviour which arises (to do with process
not content).
Practise
5. At meetings, ‘take responsibility’ for yourself, and immediately raise matters
which are not meeting your needs eg. bored, don’t understand. Note what
happened and how you felt.
Meetings involve the delicate art of combining, facilitation, leadership, and good-old
common-sense.
about what has been achieved, encourage them to end on a positive note and
suggest that a way of doing this would be to comment on (for instance):
“Wat I got out of this was . . .”
“Wat I learned from this was. . .”
“For me, the key point from this session was . . .”
Remind people that the Ground Rules still apply, that they are quite free to
pass and do not need to be original. This last point removes the perceived onerous
load of ‘what can I say that is different to what the last eight people have already
said’. If nine people say the same thing then that is what nine people think! These
reminders are very helpful in encouraging people to contribute.
Allow plenty of time for each person to throw in other comments and be
careful not to challenge the contributions or enter into a discussion with others.
Keep your focus on the speaker by looking directly at him or her and also keep on
moving steadily around the group (a delicate balance). If side conversations, or
discussions with the speaker, start-up, stop them. Remind people that this is a
check-out round, not a discussion session. Again you need to exercise discretion
here, but do not ‘lose the plot’ which is to give everyone the opportunity to have a
say.
A good way of developing this list is by discussing the meeting with a few of
the key participants to get a feel of what is needed. Later on at the actual meeting,
you can easily agree on the final list and put together an Agenda for discussion and
agreement. The Specific Outcomes are the important items - the Agenda is only the
sequence for dealing with the business which gets you to the Outcomes.
Check facilities
Task
Get everyone’s attention
Then, clearly and firmly tell people that you need to start
Having already greeted people on arrival, simply start the meeting by saying in
quite a loud voice "People-(pause), I need to (or ‘would like to’) start (or ‘get
underway’) now”. This signals a clear beginning, quietens things down and focuses
attention on you, the Facilitator. This is far better than patiently waiting for
everyone to finally stop chatting and, one by one, sit down!
Task
Welcome everyone
Either welcome the full group yourself or arrange for someone else to do it. People
appreciate an acknowledgment of the difficulties involved in attending
“Good afternoon; a special note of thanks to those of you who have spent quite
some time travelling to get here and to you Jane for cancelling your other
appointment, etc.”
Task
Flag the ‘Start-up’ agenda
This deals with the items necessary to get the meeting to the point at which it can deal
with the Content (the purpose for which the meeting was called). It welcomes people,
settles them in, gains agreement as to how the meeting will be run and what it will deal
with. The development of a separate Start-up Agenda was a major step forward
“My understanding of the Broad Purpose of this meeting is ‘to . . .’. I propose
that we review and discuss this in detail after the Check-in round, meantime, I
have put up an agenda to get us underway. I will appreciate your comments on this
as we do the Check-in round”.
Task
Check-in
Help everyone to ‘arrive’ and let go of any outside distractions.
Clear away obvious questions, or matters or other distractions. A person may
have a blinding headache: declaring this will not fix the problem but it does help
if it is acknowledged
Use the Check-in process described earlier. Note comments for consideration
when working on the Broad Purpose, Specific Outcomes, and Main Agenda.
Task
Clear up house notes
This is to sort out the ‘mechanical’ aspects of the meeting, points such as:
Timing;
Breaks;
Arrangements for travel and meals;
Where the toilets and other facilities are;
Smoking needs;
Mobile phones;
Room temperature;
Recording of action points
Provision of refreshments
It is a good idea to assign as many routine tasks as possible to other participants. This
helps you to avoid missing things such as agreed breaks or the finish time.
When checking points such as the room temperature, it is helpful to use open-ended
questions as this demonstrates a willingness to consider various possibilities rather than
simply imposing a decision
"People, before moving on, there are a few House-notes I need to check out
with you . . .”
“We scheduled the closing time at . . . with a break at . . . How well do these
times fit in with your needs?
The toilets are located . . .”
“Refreshments are continuously available and are in the next room. Please
feel free to grab a drink whenever you need to.”
“Is there anyone who needs to smoke?” If the answer is ‘yes’, then follow-up
with “My strong preference is that we do not smoke/use mobile phones in this room
and that we (suggested options). What are your views on this?”. Discuss and agree
on the options.
“I suggest that we stop and check our progress about 30 minutes from the
end, at which point we can decide on whether to extend the meeting or transfer
any unfinished items to the next meeting. If this is agreed, you can then say
“Melanie, I would appreciate your keeping an eye on the time and letting me know
when we have 30 minutes to go?”
“Jon, I would find it helpful if you would write the main decisions on newsprint
for me, how are you with that?”
Task
Agree on Ground Rules: Refer to the chapter ‘Get a mandate on behaviour’
Task
Agree on Broad Purpose, Specific Outcomes & Strategies
Write-up your understanding of the Purpose and the proposed Outcomes on a large sheet
of newsprint and tape them up where everyone can see them.
You may need to modify them to reflect the comments made at the Check-in
Note
At this point you can also agree on the best way to deal with the matters in hand and the
most appropriate decision making and problem solving processes
Task
Write-up the Main Agenda
Gain everyone’s input to review and Prioritise the Main agenda. Write it up on large sheets
of newsprint and ensure that it can be clearly seen by everyone at all times. Note: this
agenda is the detailed sequence of topics or points which need to be dealt with to reach the
Outcomes
“Okay people, bearing in mind the Outcomes we are looking for, what points
do we need to put on the Main Agenda?” After you have listed the group’s
suggestions decide on the order in which you are going to deal with each point
Task
Work on the Main Agenda
The Main Agenda sets out the detailed sequence of items which deal with the Content of
the meeting to reach the Outcomes.
Keep in close touch with the group by asking how they are doing and listening to the reply.
Be prepared to quickly re-arrange the Agenda priorities. Although this approach contradicts
the common wisdom of ‘don’t discuss anything you haven’t had time to prepare for’, to me
it seems to be a pointless discussing something when the group’s real interest is focused
on something urgent that has just cropped up
Be sure to keep the meeting focused on the topic under discussion. If people
drift off the point, refer them to the Main Agenda and the Specific Outcomes. “Jo,
I’m unclear as to how that relates to XYZ”, or “We appear to be well off the topic -
is this what we need to discuss now?”, or “How will this get us to (agenda point)?”
Task
Check progress
Throughout the meeting, keep on checking progress against the newsprint sheets on which
you have written the Purpose, Outcomes and Agenda.
Have the newsprint visible at all times
Task
Review the Outcomes, action points and plans
Focus on tidying up the loose ends and ensuring that action points have been clearly
assigned and time-bound
“We have fifteen minutes to go, I suggest that we review how we have done
and confirm the action points”. You then check off each Outcome on the list and
ensure that each action point has been clearly assigned to someone. “Before we
check-out, what other points do we need to attend to?”
Task
Set the date for the next meeting
Having everyone at the meeting is a great opportunity to set the date for the next meeting
Even if you do not finalise the date you will at least have a sense of some of
the constraints
Task
Check-out
Here we help everyone to reflect & ‘let go’. It also builds a common view of what has
happened. Do not close without doing this
Follow the earlier notes on the Check-out process. Thank each person
immediately after his/her contribution.
Task
Close-off
Have a clear end-point to the meeting. It avoids people leaving with a feeling of things not
being properly finished. Thank people for their input and support then formally close the
session.
“Thank you everybody for your enthusiasm, particularly the spirited and
enlightening debate about ( ). I propose to close the meeting now. Are there any
other points we need to cover at this session (pause)? See you next week at 2.30
pm.” Stand up and turn or move away to physically show that the meeting is
finished.
Self assessment
Recall
1. Why do people need to be given help/time to arrive at a meeting?
2. How (and on what note) should a meeting end?
Observe
3. How are meetings which you attend started?
4. Do the agenda topics and priorities at meetings you attend meet your needs at
the start of discussion of content? If not, why not?
Practise
5. At the next meeting you facilitate (even if it is only two people), help people to
arrive and then establish the framework. The way you do this will depend on the
size of the meeting etc.
6. Use newsprint paper, taped to the wall, to note down the purpose, outcomes,
agenda etc. for your next meeting. Make a special point of doing this if only two
people are present.
7. At the close of your next meeting, check with the other participants as to how
well it met their needs.
21 Encourage participation
As many a frustrated and anxious leader has discovered, full participation within
groups is rarely achieved by asking for it, or even worse, demanding it.
Participation comes about when people feel that the conditions are ‘safe’
enough for them to participate. It is an essential task of a meeting chairperson,
leader, facilitator, or whatever, to create these conditions.
Safe conditions do not come about by chance. They require careful thought
and preparation to the extent that what is discussed is almost secondary to how it
is discussed. Meetings usually succeed or fail on the basis of how well this aspect is
attended to.
Self assessment
Recall
1. When we say that a meeting is ‘safe’, what do we mean?
2. How can you make a meeting ‘safe’?
3. Name twenty ways of encouraging participation in a group.
Observe
4. At a meeting, count how many times each person speaks. Note time (in
minutes) that the least vocal person speaks and meeting leader speaks.
5. Observe the number of occasions at a meeting on which a speaker is talked
over, verbally attacked or otherwise discouraged from participating.
Practise
6. List specific ways/actions you will take to encourage participation at a meeting?
One of the world’s great excesses is feedback: the great shortage is feedback which
helps me to grow.
In a practical form, we are now going to combine the elements covered in the
chapter Give helpful feedback to create a powerful means of rapidly improving your
performance in areas of interest to you.
A good place to start getting this type of feedback is at meetings. You will be
truly amazed at the learning - the ‘blinding flashes of the obvious’ (obvious once
you have had them pointed out to you).
The process works as well with two people as it does with larger groups.
Background
High quality feedback on ‘how I am doing’ is vital to your continuing personal and
work development. Yet, much of the feedback given is unasked for, inappropriate
(especially with regard to timing), non-specific, and buried in labels, blame and
judgements. In other words, not much use to you.
Feedback needs to be available whenever it is wanted and presented in a
manner that is immediately useful to the recipient. This does not come about by
accident. It requires careful attention to process, the willing and skilled involvement
of the givers, and to be done in a manner which supports and affirms the receiver
in her or his development. . It is definitely not for making the receiver a ‘better
person’!
Positive or negative, feedback is simply information and the choice is always
yours as to when you will receive it and which bits you will use when making
changes. Be sure to play your part when receiving feedback. -Help anyone
attempting to give it in an unstructured or unhelpful manner to do it in a way which
meets your real needs.
You also need to be confident that those giving it have the necessary
background information, knowledge and skills for it to be helpful.
Caution
I am about to describe a way of obtaining high quality feedback which will develop
your skills on a continuing basis. It is simple and, when followed as described, can
be trusted to produce a really worthwhile outcome - every time. However, do not
be tempted to use only parts of the process, or miss out the ‘obvious bits’. It could
lead to people feeling hurt or angry and will ultimately discredit the process. It will
not do you a lot of good either, no matter what your role.
A model for change
When giving feedback we tend to offer people the benefit of our wisdom – whether
they have asked for it or not. For maximum learning we need to give people every
opportunity to work out for themselves what it is they need to do (change). For this
reason, the core of the process is the provision of a source of high quality feedback
on which to base possible changes.
Three distinct parts:
1. The Receiver is given clear feedback (information) on how what s/he did
was perceived by others.
2. In the light of the feedback, the Receiver is encouraged to process the
information by reflecting
3. on changes he or she may consider making.
4. The Receiver is asked if s/he would like any advice to improve the
performance in question.
The first part is the most critical stage because it provides the reference
against which any ideas for improvement will be assessed.
Notice that the giving of advice is kept quite separate from the giving of
feedback on performance. This separation helps the person feeding back the
information to focus clearly on the actions rather than on thinking up a way to fix
things. It also treats the Receiver as a fully-functioning adult quite capable of
figuring out what to change and when (or whether) to ask for help.
A personal view
The information fed back should simply reflect how the actions affected, or were
seen by, the observer. As with all feedback, be careful to describe the behaviour
rather than judging it. Be very specific - no further questions required to know
exactly what is meant
Give with care . . .
Those giving information need to take special care to ‘see the person’ rather than
defining or labelling him/her , and to focus on behaviour the Receiver can do
something about. Ignore feedback already given; if one person has already said it
and it affected you in the same way, say it again. Two people saying the same
thing greatly reinforces the point. The location in the room from which the
observation is made gives valuable information about things such as eye contact,
visibility of presentation material and voice projection.
Include any point which could be of use to the Receiver. It may appear minor
or irrelevant to the Giver, but could be important to the Receiver - allow her or him
the opportunity to decide.
The Receiver decides
The Facilitator usually needs to remind the Receiver that s/he is the sole judge of
the usefulness of the points fed back. Encourage him or her to listen without
comment or challenge, quietly consider and filter the information, and feel free to
select those points which seem to be helpful to him/her at that moment. The only
exception to remaining quiet is where the Receiver needs clarification of a point, in
which case it is done through the Facilitator.
Deal with the word ‘negative’
Occasionally, concerns are raised about the word ‘negative’, mainly because it is
considered that the word conjures up unhelpful thoughts of past events in which
feedback has not been given well.
These concerns need to be dealt with before the session starts. My approach is
to talk about what is meant by the term and develop a common view of the way in
which it is used in this context. That is, ‘it describes information intended to help,
rather than to verbally club, the Receiver’.
In the context of a supportive approach, the word negative is a non-event.
Where necessary, help people to turn a piece of general feedback into specifics:
“What did Carol do that gave you that impression?”
“What led you to that conclusion?”
“At what point did Carol do that?”
“What did you mean when you said . . .?”
“How did Carol do that?”
9. Cover the positive points
You are now ready to give a round of positives - again begun by the Receiver and
followed by the rest of the group in the same order as for the negative round. The
positive impressions are given with reference to the same criteria as for the
previous round and with the same or greater care. Never miss this round out, it is
very powerful in affirming the person’s self-esteem.
Start with the Receiver asking for his/her own positive assessment - as with
the round of negatives. Immediately interrupt any discussion or comment and cut
off any direct or indirect negative comments.
Lack of a negative is not a positive
Be careful to give only positives. The presentation of a lack of a negative behaviour
as a positive eg. “you didn’t block our view of the potting wheel that time” is not a
positive! Helpful feedback takes the form of “I liked your explanation just before
you moved onto the new phase of the work, it gave me a chance to check my
understanding”.
10. Bringing in the rest of the group - Positives
Invite the remainder of the group (including yourself), to give their positives
directly to the Receiver (as for the round of negative points). Remind everyone to
describe specific actions or events and to give positives only. Follow the guidelines
above, cut-off any negatives, and channel any discussion through you, the
Facilitator.
11 Enhance the learning (create space for reflection and
collection of thoughts)
At the conclusion of the positive feedback round, ask the Receiver a question to
focus his/her mind on the key pieces of learning that they have gleaned from the
session. On occasion the Receiver may require more time to consider things in
which case you need to exercise your judgement as to whether or not it will be
helpful to the Receiver to do this part. However, this is rarely an issue and as a rule
you should do this part.
Providing a focus. “Carol, to help you to focus on the key learning for you
from this session, what changes are you considering as a result of the feedback you
have received?”
12 Expand the Receiver’s options
Now is the time to ask the Receiver if s/he would like any improvement ideas or
thoughts. Yes; at last you can give advice! This is a high point at workshops.
Giving advice. “Carol. Would you like some improvement ideas on particular
points of your presentation (or whatever)?”
(Based on a model developed by John Heron & further work with Tom Watkins)
Well, there it is. Use the process whenever you want to accelerate your
learning. It works well and multiplies your learning rate many times over. Use it to
motor ahead creating the future you need.
Self assessment
Recall
1. What is one of the world’s great excesses described in this chapter?
2. What is the purpose of ‘Self-improvement feedback?
3. Outline the sequence for carrying out the feedback process.
4. At the end of a Self-improvement feedback session, what is the last thing you
must do?
Observe
5. In your experience, how often is feedback on meeting or presentation
performance sought or encouraged?
Practise
6. At the next meeting you lead or facilitate (even if it is only 2-3 people), ask for
feedback to help you to improve. Use the Self-improvement feedback process.
Note down your thoughts as to how you felt about the process and the
outcomes.
Congratulations on working your way to this point. By taking charge of where you
want to go and developing the skills which support the changes will you get there.
I have done my best to pass on any skill or information which will help you to
create the future you want. However, it is impossible to cover everything and I
have not been able to go into many items in as much depth as I would like. Also
the spontaneity and interaction of the live situation is lost.
To maximise and accelerate your learning, I strongly recommend that you
attend our workshops. They will help you to fit your new skills firmly into place,
explore the viewpoints of other people and expand on those areas of particular
interest to you.
The Creative Learning Network workshops
At the start of the book, I mentioned that the development of any skill requires
practice to transform understanding into learning, that is, to change behaviour. The
good news is that the process can be speeded up by working with, and learning
from, other like-minded people.
At our workshops, we focus strongly on creating a fun and very safe
environment in which you can try out new skills and rehearse specific situations.
We also provide you with an opportunity to work in-depth on areas of particular
interest to you. In this strongly creative environment you are able to enjoy
discussing some of the deeper aspects of concepts such as the Self-fulfilling Cycle,
developing personal Guiding Principles, trying out the DENIBAW process.
Along the way you also have plenty of fun and enjoy the opportunity of
networking with other participants - some of these can end up being quite long
term contacts or friendships.
Self assessment
Recall
1. What are the benefits of working with others in a safe environment?
Observe
4. How many of your friends actually get around to practising new skills (rather
than just talking about them)?
Practise
5. Grab a telephone, fax, computer or piece of paper and contact The Creative
Learning Network at:
6. Have fun.
Cheers
9. I lent ten dollars to a friend to make an impulse buy. When I next met her, a
few days later, she didn’t offer to pay me back. Several weeks later, I indicated
that I expected to be paid and she gave me five dollars, saying that that was all
she had on her. Weeks later, I still haven’t received the balance.
10. I am responsible for making many changes to help people in their work
situations. I need to get their ‘buy-in’ but am finding it really hard to ‘sell’ the
changes.
11. At a regular meeting that I lead, two people keep on having little side
conversations, and the like, which are distracting to myself and others. I have
mentioned it at the meeting on several occasions but they keep on doing it. I
am annoyed and want things to change but do not want to make a major deal
out of it. It is not a huge issue, but it has been going on for quite some time.
12. The ‘office support’ person keeps on coming over and making changes to my
computer equipment without checking with me first. She is very nice and
authorised to work on the gear but I still feel quite annoyed about it.
13. I did some ‘urgent’ work for a friend only to find, a week later, that it was still
not acted upon; this has happened a number of times.
14. At many of the meetings that I attend, I am unsure as to when they are going
to end (they frequently go for far longer than seems necessary).
15. I realise that I am avoiding doing something that I know I need to act on/do.
16. My manager frequently criticises me in front of others over trivial issues.
17. At the end of the day I often feel quite stressed and as if I haven’t achieved
much, yet I have been very busy!
18. I feel really uncomfortable about giving negative feedback to people - especially
friends and colleagues.
19. A friend keeps on ringing me up and asking me to go out. I’m not sure how to
say no without hurting her feelings or getting into an argument.
20. At some meetings I am annoyed at being held up by people who regularly
arrive late.
21. I find myself getting into arguments with people about changes that need to be
made and I don’t know how to resolve them well.
22. As a manager, I find it quite difficult to criticise someone else’s behaviour at a
Performance Review. I reflect on having done the same sort of thing and that it
may in turn lead to me being criticised.
23. I drew a person’s attention to behaviour which I find unhelpful. The person
agreed to stop but still does it.
24. I have made a personal appointment with a senior manager about a matter that
is very important to me. When I arrive, she is working on a document, waves
me to a chair and asks what it is that I want to discuss. She asks if it is okay to
continue editing an important report that she has to get out and hopes that “I
don’t mind if she continues working on it”. She assures me that she will be
listening attentively.
25. When faced with the need to make a quick decision between two great sounding
opportunities, I find it hard to decide what to do.
26. The service engineer has ‘fixed’ my machine three times and on each occasion
says “it will be alright now”. I am fed-up about what is happening, want to get
someone else to fix it, but feel unhappy about having to confront the person.
27. A senior person keeps on swearing at me in front of others. I feel demeaned by
the behaviour and need to deal with it but am anxious about how it will affect
my job.
28. A manager at my workplace often comes and stands with his arms folded
looking at the area in which I work but not saying anything.
29. Often, I am just starting to relate a really good story to a friend, when he
comes in with his ‘bigger and better’ story over the top of mine and mine is lost.
30. Meetings that I attend drift all over the place, result in few useful outcomes and
generally waste my time.
31. I am finding a person’s behaviour quite annoying and have made several
pointed remarks hoping that he would ‘get the message’ but to little effect.
32. I don’t know what to say or advise when a friend starts to tell me about a very
serious personal situation which he is finding really difficult to deal with.
33. I have gone ahead and done some work and then found that what I have done
is not what was required.
34. As the office junior, I am expected to keep the kitchen tidy but most others
leave it looking a mess, making it really hard for me to keep the place looking
clean and tidy.
35. When faced with a particular situation, I find it very difficult to avoid becoming
angry and giving someone ‘a piece of my mind’.
36. Other people and groups make decisions which directly affect my work, but
without asking for my input.
37. I send e-mails and leave voice messages for a person which need a reply, but I
rarely (if ever) get one.
38. When ‘negotiating’ I seem to get locked into the same old ritual and not get
down to the real issues.
39. Two people who report to me are in deep conflict over what they see as needing
to happen - the situation is affecting others in the department.
40. I find it difficult to maintain a focus on what really needs to be done rather than
simply responding to urgencies.
41. A colleague often makes little snide remarks about me to others (in front of
me).
42. Unless I do something wrong, I get little feedback on how I am doing. What I
do get is ‘off-the-cuff’, flippant remarks which are of little help to me.
43. I was given some extra work to do and then later on it was taken away from
me without any explanation. I am unhappy because it seems to reflect on my
ability to do the job.
44. I have certain, set and time-bound, tasks to do each day. My manager often
gives me an urgent job to do that will stop me from getting one of my tasks
done by the required time. This has happened with this manager on a number
of occasions (she also contributes to my year end performance review).
45. A colleague just walks in and expects me to drop everything and do an urgent
task for her.
46. As I go to make a cup of coffee, I pass another person coming out of the
kitchen and find the bench covered with chocolate drink and a dirty cup sitting
in a ring of milk. I have encountered this on several occasions just after this
person has been in there.
47. I am frustrated by the difficulty of meeting expected work standards with my
equipment. My manager has made it clear to us that she cannot spend any
money in our area and that we are not to ask.
48. On several occasions, I have gone to my manager to discuss things that have
gone wrong and been given a long lecture on what I ‘should’ have done. I no
longer bother going to see him about things any more.
49. When given a compliment I often dismiss it with a silly comment, say “it was
nothing” or diminish its impact in some other way.
50. I give instructions to people but they seem to go away and do the wrong thing.
51. A colleague, to whom I send draft documents to keep her in touch with what I
am doing, often sends them back with ‘red pen’ edits all over them relating to
the grammatical structure. I find this intensely frustrating because that wasn’t
the reason that I sent them to her.
52. A fellow manager, who missed out on getting my job, is going out of her way to
avoid me and I am finding it very difficult to get her input on things. We talk to
each other, but only on a superficial level.
53. I have been told that a specific person is spreading untrue tales about my work.
54. When complimenting someone I am never quite sure what to say.
Self assessment
Recall
1. Which situations pressed your buttons?
Observe
2. How many other situations can you add to the list?
Practise
3. Rehearse your favourite situations with a view to achieving a positive outcome
and then apply them ‘in real life’.
4. Enjoy the improvements and surprise at how well everything went.
Read more
Here are a few books which for various reasons you may find to be helpful in
moving forward. The listed titles cover a wide range of related topics - some going
back quite a few years but still relevant today - to give a different perspective, ‘stir
the pot’ or because they look interesting.
I have not necessarily read the latest version, everything from cover to cover,
or each author’s total offering. However, there is enough here to provide interesting
and challenging reading and links to other topics.