The Cynefin Framework is an interesting lens to use when looking at the challenges and responsibilities of a team. Through this framework, you can make assessments about how members of the team should be working when tackling a particular task or challenge.
We coach, develop and work alongside leaders and teams to shift ideas on leadership and provide the skills and tools needed to grow teams.
Teams often do two things that get in the way of good and efficient decision making:
#1 They talk for too long without being clear of the point of the discussion
#2 They rely heavily on the leader of the team to make most of the calls.
Teams often miss the opportunity to genuinely collaborate because they enter into discussions without clarity of what the discussion is for and how the discussion should proceed to get the most from the time together.
Like many others, and particularly US ex-pats, I’ve been watching the events unfold from the US election. A bit of background: My father was a career US diplomat
Time and again we hear of meetings where groups of people walk away feeling frustrated that their time has been wasted. Discussions seem to go on too long and meander out of control. Often, people complain that they weren’t even sure what the discussion was meant to achieve.
So, we developed a simple tool that we teach teams to adopt during their meetings which seems to have made a big difference. We call it BOOST.
And then the change day cometh. ‘D-Day’. It’s what everyone has been doing all that planning for. And now the key decision-makers and the planners responsible for change can take a bit of a back seat, as their hard work is mostly complete and the change implementation is now in the hands of the people; the leaders of new teams and the teams themselves.
One of the reasons collaboration is highly desired is because as our world gets increasingly complex, there is significant benefit in bringing diverse thoughts and perspectives to difficult issues. But here is the problem…