In response to John Gunkler's post (LO21755), he suggests two answers to
good questions for improvement and learning:
>1. Why?
>
>2. How?
>
>"Why" takes one up a level in abstraction, getting at the values or
>reasons behind doing something.
>
>"How" takes one down a level, getting at the ways values are implemented.
John suggests that:
>Using "why" to get at value suppositions (justifications) and "how" to
>encourage implementation (action planning) are the two most important
>questions I use.
I've always had a problem with the "why" question because I think, for the
most part, that it forces hypotheticals and often cannot be answered in a
way that makes any real sense.
Ask someone why they do something and you can bet that it isn't the
reality. People do things for a variety of reasons, conscious and
unconscious, and the answers to that question, in my experience, don't
really give you much. They DO stimulate conversation and are open-ended,
though. So at least we aren't telling them the justification (a normal
leadership behavior in many organizations ;-) )
And Ryder Jones, in LO21756, posted a good framework for consideration in
a project-management environment.
My approach is a bit less structured, but it does seem to get discussions
going. As many of you know, I use these organizational Rorchacht inkblot
tests I call "Square Wheels," letting people see a "model of how things
work" and then allowing them to free-associate into various perceived
organizational realities. I don't question their perceptions as much as I
guide their thinking and consideration.
So many of us continue to do the same things because we "have always done
them that way." If asked "why," people WILL justify their behavior --
they have to for "psychic congruency."
But if people consider that "round wheels are already in the wagon" and
"what are other people doing that works better than the way things
normally work?", they will consider possibilities.
If anyone wants to try this out, I'll give you the transparency for FREE.
And once you use it, I'll encourage you and your participants to use our
new Square Wheels Suggestion Card, where people can send email to other
people (even anonymously) about the Square Wheels currrently working and
the potential round wheels that might be employed. Also FREE.
For me, it is all about continuous continuous improvement -- and different
structures and approaches work effectively in various situations. So,
here is a less-than-typical approach toward systems thinking and
organizational learning,
--For the FUN of It!
Scott J. Simmerman, Ph.D. Performance Management Company - 800-659-1466 mailto:Scott@SquareWheels.com
A great source for FREE tools and training resources: <www.SquareWheels.com>
"Don't let the sound of your own wheels drive you crazy." The Eagles, from "Take it Easy"
Learning-org -- Hosted by Rick Karash <rkarash@karash.com> Public Dialog on Learning Organizations -- <http://www.learning-org.com>