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.
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.
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.
To complete work the employee must have the appropriate resources. This does not mean that a manager needs to supply all the resources that employees desire, but it does mean that the manager should supply employees with sufficient resources. Resources can include materials, consultants, training, staff, etc.; without the proper resources frustration will occur and this frustration leads to disengaged employees.
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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.
An interactive workshop focused on developing internal communication processes with lines of accountability and authority for communication, collaboration and getting work done.
Results without a process is luck. Process without results is waste. How are your processes driving the goals you work to achieve?
Feeling stuck?
Looking for a Solution Finding Stimulus?
When I feel overwhelmed, lost, stuck, unsure of what to do (that happens every day)…Having a method to focus my thoughts and next steps brings me back to getting work done.