Issue #4 - May  5, 2007

Contents:

1. No More Musty Meetings

2. Managing Conflict in the Workplace: July 19-20, 2007 -

        Birthday Special: Pre-registration Discount!

Hello:

A friend was complaining to me the other day about a meeting she went to...  She said that the person who had set up the meeting had told his team that he wanted input from them about an idea he had. My friend proceeeded to tell me that when she and others left the meeting they felt like they weren't able to supply any input at all - it seemed like the team lead just wanted "nodding heads," but no real valuable feedback. People left the room thinking they had really wasted their time.

I suspect that most of us have been to musty, "Why am I here?" waste of time meetings. This and next month's newsletters will focus on improving meeting processes. 

 

Become an observer at your next meeting! Here are three common behaviors that lead to less effective meetings and poor decision making:

  

1) "Group think":  This is where there is little debate or discusson about ideas. Often, the idea that comes from a person with more power or authority is the idea that gets adopted. Usually, there is no reality check at the end or "check out" where people can voice final opinions/feeling/thoughts.  People leave the meeting thinking that the solution decided on wasn't the best, but "Everyone else agreed with it, so it must be ok." There will be little buy-in with the solution/idea, leading to a lack of interest, energy, and commitment to its effective execution. Then, when the idea fails in its execution, people will say,"I knew that wasn't going to work!" and everyone else will agree!

  

2) There is little "parallel thinking": This is where each person or groups of people will take particular stances or positions on a subject. This may show up as people "taking sides" or positions of being "right." There may be one person who always takes the stance of "devil's advocate" by always seeing the negative side. There may be a person who always looks at the positive side, and those who always have the detail, but don't consider the bigger picture. There may be high debate, but no common ground is looked for or established, and there is an unwillingness to walk in the other person's shoes or understand their point of view. There are "winners" and "losers." People leave the meeting feeling disrespected, unvalued, and with a low level of trust in the other people (a sure-fire team-breaker).

 

3) There is no "lateral thinking":  People may only be looking at a subject from one or two points of view, without broadening out to consider other perspectives, stakeholders, or interests. In this scenario no one asks what-if questions. This leads to little variance in idea generation, with few alternatives proposed.  The quick and easy (low-hanging) ideas will get discussed, but possible better ideas, which take time to surface, will not make it to light.  This scenario can also lead out of or into "group think." People may leave the meeting fired up about pursuing a particular course of action, and may do well in accomplishing it, but the solution may not be the best, or won't solve the problem at a deeper, core/root level.

  

I recommend four books that talk more about parallel thinking, lateral thinking, creative problem solving, and group think:

  

1. "Lateral Thinking," by Edward de Bono

2. "Six Hat Thinking," by Edward de Bono

3. "Cracking Creativity," by Michael Michalko

4. "The Abilene Paradox," by Jerry B. Harvey  http://www.12manage.com/description_abilene_paradox.html

 

Next month I will provide some easy ways to establish your meeting processes to be fruitful, not musty. 

 

Do you have some questions or thoughts about this?  Your own experiences? Send me a note:  inquiry@synergybuilders.com. 

The deadline for registering for the May 10-11 seminar is past, but there is plenty of time to register for the July 19-20 seminars!

 

Since May is my birthday month, I am offering a special 35% DISCOUNT on either of these seminars to everyone who pre-registers by the end of May (I must receive your call or email by midnight, May 31).

 

Wherever there are two or more people, conflict will occur, and whether it is a business-related issue or a personal disagreement, how you deal with these conflicts will affect your relationships, your personal and organizational effectiveness, and your project and business outcomes.

 

The next public seminars on Managing Conflict in the Workplace are July 19-20, 2007, in Austin, Texas.

 

The Seminars are:

#1: "How to Resolve Conflict with Others" (1 day)

#2: "How to Manage Workplace Conflict" (1 1/2 day, includes Seminar #1) 

 

Carol Warkoczewski is a certified trainer with the

Mediation Training Institute.

 

PRE-REGISTRATION DISCOUNT!! 35% discount if you pre-register by midnight of May 31!

To register:

Telephone: (512) 263-5521

or Email:  inquiry@synergybuilders.com

(Credit cards, check, or cash accepted. Time-payments can be arranged.)

 

Special Pricing available:  Click here