Me: What’s your wicked question? I asked her…..
Her: How can we work better together?
This is the question a leader came up with, when discussing a developmental program for her multinational, multicultural team.
The scenario.
Leadership Team for EMEA, working in silos, everyone more concerned about their individual performance and their local team performance, multicultural differences, different backgrounds, a lot of diversity. No major problem, just a disjointed team suffering lack of effectiveness as a team. Things happen in this team, but the amount of effort is gigantic! I would presume that this will not be sustainable in the long run. They are definitely not working to their best potential.
How can we work better together?
We call these types of questions: Wicked Questions!!! Questions with no single, clear or simple answer.
There are no solutions or explicit answers to wicked questions. We can only craft together intentional actions to change patterns. ( #thrivingincomplexity ) and assess the impact of those actions so we can learn and adjust if necessary. (#adaptiveaction)
source: www.hsdinstitute.com
To help this leader resolve her wicked question, we created an experiential learning space for her team to co-create their own way of working.
These are the key points when creating a workshop for a Team development process:
1) Divide the session into 3 main blocks:
- Focus and Intention
- Co-create & learning
- Commitment and Action
2) Design the process as a flow
Design the process as a flow, allowing the team to go deeper and deeper in their connections and learning. Every intervention needs to be purposeful and intentional in line with the session’s objectives. In this first session, we focused on developing a deeper connection within the team, building trust and revealing the team’s dynamics as key objectives.
3) What? So What? Now What?
Follow this pattern (What, now What, so What) as an intentional structure in the design to drive the session:
Source: www.hsdinstitute.com
4) Kill the theory
No theory or content for the team to learn at all!!! . It’s NOT about giving theory about how teams work better together or a seminar of a High Performing Teams.
Although it should be noted that there is a lot of system change theory behind the design of this intervention, this is an emergent process where the team co-creates its own journey and/or solutions.
5) Select the right tool or method
Select the right method! Select a method or tool to extract the learning which best fits the intention of the process. In this particular case, I used a myriad of OD (organizational development) tools such as:
- Liberating Structures (www.liberatingstructures.com)
- Systemic Facilitation ( www.facilitationsitemica.com )
- Relational System Coaching (www.crrglobal.com)
- Complexity tools (Simple Rules, What, so What, now What- www.hsdinstitute.org)
- Matrix Leadership (www.matrixleadership.com)
6) Tempo and energy
Be aware of the tempo and energy of the session. Remember the virtual space produces more fatigue and the attention span can vary between 1,5 h and 2h max. Combine different types of pacing in your interventions– (active, calm, energetic, focus, participative, etc)
7) Place BRICKS strategically
What are BRICKS?
These are active breaks to shift the tempo or energy of the group during the facilitation. Participants will thrive in different types of energies through the day. It’s up to us to have a good mix!
Source: www.actitudcreativa.es
- Some examples:
- ChiKung
- Visualisation
- Body beats
- Improv
- Haikus
- Journaling
- Breathing techniques
8) Follow up after the session
- Keep the momentum with check points along the way to make sure that transformation is happening.
- Remember it is not only about learning in terms of “aha” moments. Transformation only happens when what you have learned is put into practice.
- Learning circles are a good way to keep the group focused and to keep them on a continuous learning path.
“We are what we repeatedly do. Excellence is not an act, but a habit. “
Aristotle
So, what’s your Wicked Question???
I leave you now with my wicked question.
What are you and your team practising right now??
I hope these tips help you to create a great learning and development environment in your next program! Do not hesitate to reach out if I can be of any help with anything else. I will be more than happy to connect with you.
Mario Villarejo
OD Senior Consultant, leadership development, executive coaching Mario.villarejo@hikeod.com
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