How to Coach Yourself and Others Empowering Coaching And Crisis Interventions | Page 28

This book is in B&W, not color - Print page in Grayscale for Correct view! Michigan found that, when challenged with a difficult problem, groups composed of highly adept members performed worse than groups whose members had varying levels of skill and knowledge. The reason for this seemingly odd outcome has to do with the power of diverse thinking. Group members who think alike or are trained in similar disciplines with similar knowledge bases run the risk of becoming insular in their ideas. Instead of exploring alternatives, a confirmation bias takes over and members tend to reinforce one another’s predisposition. Diversity causes people to consider perspectives and possibilities that would otherwise be ignored. E. ELIMINATE the barriers to a free flow of ideas. Everyone has knowledge that is important to someone else, and you never know whose input is going to become an essential part of the solution. When insights and opinions are ridiculed, criticized or ignored, people feel threatened and “punished” for contributing. They typically react by withdrawing from the conversation. Conversely, when people are free to ask “dumb” questions, challenge the status quo and offer novel – even bizarre – suggestions, then sharing knowledge becomes a collaborative process of blending diverse opinion, expertise and perspectives. F. To enhance collaboration, analyze and learn from FAILURE. The goal is not to eliminate all errors, but to analyze mistakes in order to create systems that more quickly detect and correct mistakes before they become fatal. G. Collaboration takes GUIDANCE by managers who know how to harness the energies and talents of others while keeping their own egos in check. Successful organizations require leaders at all levels who manage by influence and inclusion rather than by position. H. Eliminate HOARDING by challenging the “knowledge is power” attitude. Knowledge is no longer a commodity like gold, which holds (or increases) its worth over time. It’s more like milk – fluid, evolving and stamped with an expiration date. And, by the way, there is nothing less powerful than hanging on to knowledge whose time has expired. I. Focus on INNOVATION. Creativity is triggered by a cross-pollination of ideas. It is in the combination and collision of ideas that creative breakthroughs most often occur. When an organization focuses on innovation, it does so by bringing together people with different backgrounds, perspectives and expertise – breaking down barriers and silos in the process. J. JOIN the social media revolution. Utilize Web technologies – tools and processes that allow people to share opinions, insights, experiences and perspectives in order to collaborate and to self organize. K. Realize that there are two kinds of KNOWLEDGE in your organization: Explicit knowledge can be transferred in a document or entered in a database. Tacit knowledge needs a conversation, a story, a relationship. Make sure you are developing strategies to capture both. L. LEADERS at all levels of an organization can nurture collaboration within their own work group or staff. The most successful of these leaders do so by taking the time and effort necessary to make people feel safe and valued. They emphasize people’s strengths while encouraging the sharing of mistakes and lessons learned. They set clear expectations for outcomes and clarify individual roles. They help all members recognize what each of them brings to the team. They model openness, vulnerability and honesty. They tell stories of group successes and personal challenges. And most of all, they encourage and respect everyone’s contribution. M. MIX it up by rotating personnel in various jobs and departments around the organization, create crossfunctional teams, and invite managers from other areas of the organization to attend (or lead) your team meetings. For [email protected] Property of Bookemon, do NOT distribute 28