In order for the change to happen the anxiety of learning the new skills and behaviors that the change requires must be lessened. Making the new learning and skills feel natural and safe as possible.
If the culture of the company is Failure Is Unacceptable and people that fail will be punished…It is nearly impossible for people to change to a new way of doing things. Every time a change is expected, temporary incompetence happens.
Once it was clear to everyone that this is not about me…it is about them and my role is to find cooperation and support their work, the focus and conversation changed.
If you are asked to learn a new skill. The fear that your peers may see you as temporarily incompetent causes you to reject the change outright.
Once a system is kicked in a right direction and with a sufficient push, the deviation-amplifying mutual positive feedbacks take over the process, and the resulting development will be disproportionally large compared with the initial kick.
At the end of day 3 we were all losing patience and we felt it was hopeless…so I tried the following version of the Miracle Question.
Create-Learning Team Building & Leadership Learning List.
Join the list.
Spent time with University of Rochester Simon Graduate School of Business PMBA class.
Team Building & Leadership Development
developing a foundation of team work
communication and commitment to the work
7 Steps to High Performance Teams.
The cooperation loop is a mindset of working to find cooperation…any size large and small and develop practice of building from that cooperation.
I argue that it works way better than the resistance loop and the results are greater for everyone.
We find it easier to join the crowd and complain. As opposed to being the outcast who sees the supposed-enemy as a possible-cooperator.