Tag Archives: perspectives

Managing Team Conflict

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Managing Team Conflict

GUEST POST from David Burkus

Conflict within a team is an inevitable part of any work environment. The diverse perspectives, ideas, and solutions that team members bring to the table can often lead to disagreements and conflicts. However, it’s important to remember that team conflict isn’t necessarily a bad thing. In fact, it can be beneficial in many ways. It can help identify blind spots, explore different solutions, and find innovative ways to deliver on objectives. The key lies in managing these conflicts effectively.

Effective conflict management can lead to a more engaged team, improved performance, and overall growth. In this article, we will outline how to manage team conflict. We will delve into five key tactics: finding the root cause of the conflict, defining acceptable criteria, questioning assumptions, examining the impact of each solution, and switching perspectives to understand opposing viewpoints.

1. Find the Root Cause

Team Conflicts often arise from differing ideas about the best solution to a problem. Therefore, the first step in managing team conflict is to examine the problem and agree on its root cause. This involves finding common ground around how the team found itself in the current situation. It’s crucial to understand that before discussing solutions, the team must agree on what the problem is.

There are several techniques that can be used to analyze the root cause of a conflict. These include fishbone diagrams or the five whys method. These techniques can help the team to dig deeper into the problem and identify the underlying cause. Once the root cause is identified, it becomes easier to address the conflict and find a solution.

2. Define Acceptable Criteria

Once the root cause of team conflict has been identified, the next step is to set criteria for success before discussing solutions. This involves agreeing on the criteria that will define a successful solution. It’s important to discuss constraints such as time, cost, and responsibility. These factors often play a significant role in determining the feasibility of a solution.

It’s worth noting that disagreements about criteria can lead to conflict. Therefore, it’s important to define these upfront. By setting clear criteria, the team can ensure that everyone is on the same page and that the proposed solutions align with the agreed-upon success criteria.

3. Question Assumptions

Another important tactic in managing team conflict is to question assumptions. This involves gaining a deeper understanding and finding common ground by questioning assumptions about the world, individual capacities, and team capabilities. It’s crucial to avoid criticizing or dismissing ideas outright. Instead, ask for thoughts on specific aspects and encourage open discussion.

By questioning assumptions, people may rethink their solutions or discover flaws in their own thinking. This can lead to more innovative solutions and a better understanding of the problem at hand. It also fosters a culture of open communication and mutual respect within the team.

4. Examine the Impact

When considering potential solutions to a team conflict, it’s important to examine the impact of each solution. This involves exploring the potential consequences and trade-offs of implementing a particular solution. Consider the impact on other divisions, clients, society, and the media. Recognizing that every solution has trade-offs and unintended consequences is a crucial part of the decision-making process.

Examining the impact helps people realize the potential flaws or benefits of their ideas. It also encourages team members to think critically about their proposed solutions and consider the bigger picture. This can lead to more informed decision-making and better conflict resolution.

5. Switch Perspectives

The final tactic in managing team conflict is to switch perspectives. This involves considering opposing viewpoints and championing different ideas. Encourage team members to take on the perspective of others and understand their reasoning. This can help to gain empathy and find common ground.

By considering different viewpoints, a more suitable solution may be found, or a more productive conversation can take place. This not only helps in resolving the current conflict but also fosters a culture of empathy and understanding within the team, which can prevent future conflicts.

Managing conflict effectively is crucial for the growth and success of a team. It helps teams to grow, improve performance, and create a more engaging work experience. Managed well, conflict is what helps every member of the team do their best work ever.

Image credit: Pixabay

Originally published on DavidBurkus.com on January 6, 2024

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The Secrets of Seeing What’s Missing

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The Secrets of Seeing What's Missing

GUEST POST from Mike Shipulski

With one eye open and the other closed, you have no depth perception. With two eyes open, you see in three dimensions. This ability to see in three dimensions is possible because each eye sees from a unique perspective. The brain knits together the two unique perspectives so you can see the world as it is. Or, as your brain thinks it is, at least.

And the same can be said for an organization. When everyone sees things from a single perspective, the organization has no depth perception. But with at least two perspectives, the organization can better see things as they are. The problem is we’re not taught to see from unique perspectives.

With most presentations, the material is delivered from a single perspective with the intention of helping everyone see from that singular perspective. Because there’s no depth to the presentation, it looks the same whether you look at it with one eye or two. But with some training, you can learn how to see depth even when it has purposely been scraped away.

And it’s the same with reports, proposals, and plans. They are usually written from a single perspective with the objective of helping everyone reach a single conclusion. But with some practice, you can learn to see what’s missing to better see things as they are.

When you see what’s missing, you see things in stereo vision.

Here are some tips to help you see what’s missing. Try them out next time you watch a presentation or read a report, proposal, or plan.

When you see a WHAT, look for the missing WHY on the top and HOW on the bottom. Often, at least one slice of bread is missing from the why-what-how sandwich.

When you see a HOW, look for the missing WHO and WHEN. Usually, the bread or meat is missing from the how-who-when sandwich.

Here’s a rule to live by: Without finishing there can be no starting.

When you see a long list of new projects, tasks, or initiatives that will start next year, look for the missing list of activities that would have to stop in order for the new ones to start.

When you see lots of starting, you’ll see a lot of missing finishing.

When you see a proposal to demonstrate something for the first time or an initial pilot, look for the missing resources for the “then what” work. After the prototype is successful, then what? After the pilot is successful, then what? Look for the missing “then what” resources needed to scale the work. It won’t be there.

When you see a plan that requires new capabilities, look for the missing training plan that must be completed before the new work can be done well. And look for the missing budget that won’t be used to pay for the training plan that won’t happen.

When you see an increased output from a system, look for the missing investment needed to make it happen, the missing lead time to get approval for the missing investment, and the missing lead time to put things in place in time to achieve the increased output that won’t be realized.

When you see a completion date, look for the missing breakdown of the work content that wasn’t used to arbitrarily set the completion date that won’t be met.

When you see a cost reduction goal, look for the missing resources that won’t be freed up from other projects to do the cost reduction work that won’t get done.

It’s difficult to see what’s missing. I hope you find these tips helpful.

Image credit: Pixabay

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Designing for Neurodiversity by Embracing Different Perspectives

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Designing for Neurodiversity by Embracing Different Perspectives

GUEST POST from Chateau G Pato

In the world of innovation and change, embracing diverse perspectives is not just a catalyst for creativity; it is a necessity. One of the most potent yet often overlooked forms of diversity is neurodiversity. Neurodiversity recognizes the range of differences in human brain function, highlighting the value of including people with various neurological conditions, such as autism, ADHD, dyslexia, and more, in our innovation processes. By designing for neurodiversity, we can unlock new potentials and create solutions that serve a broader spectrum of individuals.

Understanding Neurodiversity

Neurodiversity refers to the concept that neurological differences are to be recognized and respected as any other human variation. These differences can influence how individuals process information, solve problems, and interact with the world. Understanding and valuing these differences can lead to richer, more effective solutions and innovation.

Organizations that prioritize neurodiversity gain the advantage of varied cognitive perspectives, leading to more robust problem-solving abilities and creative solutions. Designing for neurodiversity not only empowers those with different neurological patterns but also enhances the organization by tapping into a wider pool of talent.

Case Study 1: Tech Innovations Company

Background

Tech Innovations Company, a leading player in software development, realized that their teams lacked diverse approaches in product design. Recognizing the need for varied cognitive input, they set out to create an inclusive environment for neurodiverse individuals.

Implementation

The company partnered with organizations specializing in neurodiversity employment to bring neurodiverse talent into their teams. They redesigned their interview processes to focus on the skills relevant to roles rather than traditional screening methods. Furthermore, they transformed their workspaces by incorporating features like quiet zones and adjustable lighting to suit sensitivity needs.

Outcomes

The inclusion of neurodiverse individuals led to a remarkable breakthrough in one of their flagship projects. A team member with autism suggested a novel approach to debugging software—a task that had stalled for months. Her ability to identify patterns overlooked by others provided the company with a new competitive edge.

By capitalizing on neurodiverse talent, Tech Innovations Company not only improved their product cycles but also enhanced team morale and reduced attrition rates significantly. Their journey illustrates how neurodiversity can drive predictive insights and innovation, offering a competitive advantage in the fast-paced tech industry.

Case Study 2: Creative Design Agency

Background

Creative Design Agency, known for its cutting-edge campaigns, discovered a gap in its ideation process. The company realized that many of its designs were tailored to neurotypical users, failing to engage a broader audience.

Implementation

The agency decided to integrate neurodiverse perspectives by hiring consultants with experiences across the neurological spectrum. They conducted workshops to educate existing staff on neurodiversity and encouraged brainstorming sessions that included neurodiverse voices. This initiative was complemented with feedback loops where neurodivergent users regularly reviewed their campaigns.

Outcomes

One of the significant successes was a campaign that incorporated visual designs and messaging accessible to individuals with dyslexia. The campaign stood out in the market for its clarity and universal design, setting a new standard within the industry.

Additionally, internal engagement improved as employees felt a sense of pride and accomplishment in creating inclusive and impactful work. The campaign’s success demonstrated that embracing neurodiversity can generate creativity and practical applications such as universal design principles, benefiting a wider audience.

Design Principles for Neurodiversity

Designing for neurodiversity requires intentional changes and adaptations in how organizations approach their innovation processes. Here are a few principles to consider:

  • **Inclusive Hiring Practices:** Develop recruitment processes that eliminate bias and focus on skills and potential rather than conventional qualifications.
  • **Flexible Work Environments:** Create workspaces and schedules that accommodate different sensory needs and attention spans.
  • **Continuous Education:** Educate all team members on the value of neurodiversity and provide training on how to work effectively in diverse teams.
  • **Feedback Loops:** Regularly seek input from neurodiverse users or employees to refine products and strategies.
  • **Unconventional Problem-Solving Techniques:** Encourage the use of varied methods and perspectives in brainstorming sessions to foster innovation.

Conclusion

Designing for neurodiversity is not merely about inclusion; it is about leveraging the full potential of human variance to fuel innovation and creativity. As we have seen in the cases of Tech Innovations Company and Creative Design Agency, embracing neurodiverse perspectives leads to groundbreaking outcomes and competitive advantages. By understanding and valuing these differences, organizations can transcend traditional boundaries, creating products, services, and solutions that are truly inclusive and far-reaching. By fostering an environment where neurodiversity is not just accepted but celebrated, businesses, and communities alike stand to benefit significantly from this often untapped wellspring of human capability.

Extra Extra: Because innovation is all about change, Braden Kelley’s human-centered change methodology and tools are the best way to plan and execute the changes necessary to support your innovation and transformation efforts — all while literally getting everyone all on the same page for change. Find out more about the methodology and tools, including the book Charting Change by following the link. Be sure and download the TEN FREE TOOLS while you’re here.

Image credit: Pexels

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