If a team seems un-movable, don’t just push harder and scream about how obstinate they are being…resistance is futile. Use the inevitability of change to slightly shift their shared perception from stuck to change.
Pretend you are in an experiment and a Scientist is observing your behavior. What would they write/observe that illustrates you are making progress on the solution?
Solutions Equal Solutions
Here is a series of questions. That lead to next steps and building the team.
Spent some time facilitating team building with the Gifford Foundation from Syracuse NY.
Suggesting that he should act ‘As-If’ his work life was organized, his executive team made better decisions quicker and his team achieved what we defined as high-performance. This was more than a thought exercise, it was time for this executive to actually behave As-If.
I figured using SOLVED Solution-Finding Method may frame your thinking for setting some resolutions for your organizations, teams and personal future.
“…complaints are sort of like subway tokens. That is, they get the person through the gate but that does not determine which train he or she will take, nor does it determine which stop he or she will use to get off. Where the person wants to go is not predetermined by where they start out.”
Having commitment results in role clarity and all team members knowing what role they play and what role the others play in achieving the goal; sufficient allocation of resources to remain committed; decision get made because the team members are committed and know the roles of the team.
Often resistance to change is just the lack of clarity.
Taking the time to be clear on what the goal or end of the process will look like and defining with clarity what is expected can be enough to move people and yourself into action.
“Stuckness” is incredibly common amongst teams. It may come from a myriad of problems and knowing the problem does not necessarily give us a solution.