It has happened to all of us, someone at work (your manager, coworker, subordinate, peer, vendor, customer, etc…) pisses you off and you go off an angry tirade about how resistant and uncooperative they are.
On and on and on.
While these statements may be true, they are not really useful in creating any solutions and changes to getting your work done.
The mastery phase occurs once you are already filled with the requisite skilled knowledge needed. Mastery occurs, not as fast as the skill building phase. Because mastery take decades of small changes and adjustments that yield results. You have to value what you are mastering, enough to commit to the time it takes.
The insidious thing about the causal point of view is that it leads us to say:”Of course, it had had to happen like that.” Whereas we ought to think: It may have happened like that – and also in many other ways.
We are in interesting times; and it is time to STOP the causal trap of inward spiraling doom loops of “it had to happen like that” is bullshit. It may have happened many other ways, and now you can cease upon the many other ways.
When a goal is defined, the expectation of a different, more satisfactory future starts to develop and behavior changes in the present become possible. The future is made salient to the present; thus, the goal and the consequences of its achievement can “determine” or shape what happens next. Therefore the question, “How are you going to know when the problem is solved?” is crucial to the development of a successful solution.
Solutions Focused Leadership Coaching mikecardus.com Coaching / mentoring discussions creating organizational and leadership futures activates parts of the brain that create reality for the individual. Using a model of finding solutions and creating clear & distinct future actions, re-wire your brain to take those behavioral actions. It returns to Kirpatricks’s 4 levels for organizational … Continued
Shared process and structure for leadership team to make decisions and solve problems within a time span.
Skill in active listening and communication to peers, supervisors and direct reports.
Co-creation of decision making methods for Leadership team to utilize in real-time. Leadership team will make a decision that is applicable to the organization at the time of our meeting.
Co-creation of team problem solving for Leadership team to utilize in real-time. Leadership team will solve a problem, develop an action plan & plan the step to a solution that is applicable to the organization at the time of our meeting.
THE PROCESS IS BROKEN.
The woman became upset with me, because she thought that her work is valuable because of a little extra effort, that is totally wasted and NOW you have nail polish that looks very sloppy on the counter and the problem is not fixed. The woman is frustrated and the problem still exists.
Discussing and listing what created success, and then when I asked “If we were to go through this challenge again what would you as a group and individuals continue to do to be successful?” they had counter-examples to utilize.
Going negative to highlight and create a comparison tool for the solutions is just what is needed.
“It’s good to know what doesn’t work, but it’s really helpful to know what does.”
A program overview (for those of you facilitation and experiential nerds who enjoy seeing program overviews) of a Large Group, 95 people for 2 days-12 hours of Corporate TeamBuilding, Organizational facilitation and processing I led.