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I'm on a quest to be more effective, to find out what I can do to get out of people's way, to maximize their efforts that result in real organizational change, and become more other-focused by clearly understanding my motivations, thoughts, and biases. This is a habit, make no mistake. Here's the relevant quote:
Some people are more effective than others. . .skilled people find a way to get all the information out in the open because the free flow of information is critical. Furthermore, people need to be able to open and honestly express opinions, share feelings, and articulate their theoriesThink: The greater the group’s shared pool of meaning the greater the groups IQ the better likelihood of good results. So our “trick” is to create conditions for dialogue that will help us master the tools for talking when the stakes are high.
- "It's not my place to point that out! That's the boss' job."
- "If I say something, then [Team Member's Name Goes Here] will chew me out or badger me about it!"
- "I'll get in trouble for saying something about it since the boss or someone likes to keep things harmonious." (or, instead of harmony, "looking pretty even if fake").
- "No good deed goes unpunished! I'll get stuck with the job, whatever it is because I bothered to speak up!"
- They don't make a connection between what they know and what the group needs to know, so they keep their mouths closed, like a poor man who holds onto the vase that hides a precious gem that would alleviate his financial troubles.
The value of Twitter, of course, is that people can start sharing openly about various resources and ideas that highlight what's going on. If there's a lot of research, articles, public opinion, whatever encouraging a different perspective, then it's THOSE people who are introducing the concept, enabling us to talk about our problem from an elevated perspective...we are simply trying to solve the equation.
Others' perspectives + Internal Reflection on our issue = Positive dialogue
One of my favorite questions to ask at a meeting, a question that serves as a "dip stick" to assess safety in a meeting is, "What haven't we discussed that is important to discuss?" Another way of saying it, "What haven't I brought up, asked about, that we need to talk about?"
When you ask this question over time, you can see growth in a team. If the team says nothing, then safety is low. No one will speak up because for one of the 5 reasons mentioned earlier. In time, though, we should start to get more open dialogue...if not, then that's an indicator that you've made less progress than you hoped for in building the team's relationship.
Absolutely critical is the need for team members to hold each other accountable so they can begin the work of solving real problems a team experiences. As a boss myself, I love it when I get called on the carpet by a team member. It shows me that reverence is given to the needs of the organization over the retaliatory fear an employee struggles under.
Accelerating professional growth means moving the conversation along faster. Some of the realization that this was true came about as a result of the conversation I had in a principal's conference room...some of our brainstorming a vision resulted in comments like these:
- Learning has to be public.
- Create, sustain and grow a culture of learning (we stole this one from Karl Fisch, Arapahoe Public Schools...thanks!)
- Knowing and Doing Gap
- Technology is a must!
- Connectivism vs static
- Find what works for you.
Some of the key concepts for me include the idea that learning has to be public, the culture of learning and how technology can help us accomplish that. The idea that the Knowing-Doing Gap can hamper any initiative trying to get off the ground--essentially, the idea that a teacher may know what to do but never actually do it--can be frustrating.
I hope that Twitter as a method of facilitating open dialogue about what we need to know, and how we are going to get it done, can accelerate learning, helping us reach escape velocity.
Everything posted on Miguel Guhlin's blogs/wikis are his personal opinion and do not necessarily represent the views of his employer(s) or its clients. Read Full Disclosure