David...thanks for moving this topic into one that I think is a more
valuable one for generating a learning organization (something that
icebreakers rarely do in my estimation).
The check-in process is critical at many points and stages of
organizational "coming-together's."
Virginia Satir developed this five-point check-in that many of you are
familiar with. Based on research in the workplace, successful worker
performance is related to effective and pleasant social environments. She
observed five subjects, or topics that great performers addressed every
day. This list of social interactions, may be spoken every morning in an
informal meeting, or spontaneously, throughout the work day as conditions
warrant.
Appreciations - affirmations of someone else's good performance.
New Information - something that I know, you don't know, but you should
know.
Questions - Something that puzzles me about you or anything else around
here.
Complaint with request for change--Always presented with an openness to
dialog towards a solution.
Wishes hopes and dreams - Goals, aspirations, and objectives that I have.
Rarely do I accomplish great things without someone's assistance. This may
lead to an offer to aid someone else.
I use this process to frame the conversations that will occur within new
groups coming together for a workshop or other activity. I've also found
it a valuable connector to use among people within work groups or teams
when it is used frequently and genuinely.
I guess that the real test (whether we use the check-in or humor, or
games, or other methods of connecting the group with itself) for effective
processes should be...is it "on purpose" (aligned with the purpose that
brings us together); is it respectful (does it connect each of us without
humiliating or debasing any one); and is it authentic (not contrived--or a
tool designed to manipulate others; not based in one's own cynicism about
how others behave).
regards,
Doc
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