The roles people play impact their decisions. They will be more likely to work with others if they don't see the other person as a threat to the group they belong to. This is why it can be a valuable tool to consider the role the other person is playing.

When considering the roles of other people, we are trying to "walk a mile in someone else's shoes." We should think about their needs, aspirations, and challenges so that we can communicate in a way that doesn't put them on the defensive. This will increase the chance to create a collaborative environment.

As a result, we can create positive momentum because different roles can work toward collective goals. Rather than people butting heads and pushing against each other, they move together in the same direction.

For more information or to have me speak to your organization, please contact me at www.crucialtalks.com.

For a number of years, ever since the industrial revolution, people have been on a path where data and analysis was king. People believed that if they had the right data and the right analysis, then the decision would be obvious. However, emotion trumps data every day of the week. We make decisions based on what feels right. We are social, storytelling animals and emotions play a huge role in what we do.

The key takeaways we can gain from this are:

  1. If we understand the why and how of human decision-making, we can bring our systems to a place beyond the point data analysis, statistics, or policies can bring us.
  2. If we can figure out the social dynamics that are driving people’s decisions in our systems, we have a better chance to impact those decisions.

We looked at a battle between Spock and Kirk from the 2009 movie, Star Trek. Spock represents the belief that logic and data is king. Kirk shows us that understanding the power of emotion in human decision-making is something we all need.

If you would like to contact me or would like me to speak to your organization, please visit www.crucialtalks.com and reach out to me. 

Lagging indicators measure outcomes. Things that have already happened. Leading indicators measure inputs so that we can try to impact outcomes before they happen. Appreciative Inquiry, because it focuses on a strength-based, positive approach to change in human-based systems can help us when we are working on developing leading indicators.

It's Mother's Day 2018, which coincidentally falls on Top Gun Day. So in this episode, we get to hear a clip from Top Gun to have a better understanding of lagging indicators (High speed passes over 5 air control towers and 1 Admiral's daughter).

To have me speak to your organization or help you with using Appreciative Inquiry to develop leading indicators, please visit www.crucialtalks.com. I'd love to hear from you!

Strong disciplinary programs exist in many workplaces today. It has been a part of our work cultures and is the "goto" framework in many organizations when someone does something wrong. Although we may have been taught to operate this way, discipline can hamper positive discussions that may actually help our organizations get better. If we focus purely on discipline, we are losing out on a tremendous amount of learning. Organizational learning is the key to honing and sharpening what we do. The majority of the human-based systems we work in are fairly stable because we may have reached the pinnacle of what technology and process improvements can do for us. The next phase is human improvement and that takes a framework that can positively impact the people in our systems. Ferris Bueller's discussion with Cameron about Cameron's father's Ferrari give us an opportunity to discuss the role of discipline and how we should try to avoid the pitfalls that come with strong disciplinary programs.

For more information, please visit www.crucialtalks.com