Andrew Finlayson:
>What are the five most important questions a manager should constantly
>be asking his or her staff to help build a learning organization?
1.) What is the problem? Do we agree on THE problem?
2.) What is the right direction of the solution? Do we agree on that
direction?
3.) Do we have a proposal for the solution? Does it solve the problem and
the various symptoms which stem from that problem?
4.) Is the solution sufficiently polished, i.e. are we sufficiently sure
that there will be no major negatives, when the solution is in operation?
5.) What are the obstacles in implementing the solution? How can they be
overcome?
These are the five steps of buy-in by Eliyahu Goldratt. In my eyes it is a
great tool to deal with any kind of resistance: What did I try to do and
where did the reaction come from? Many kinds of mistakes can be detected:
Did I try to present a solution before we agreed on the problem? Did the
other already questioning the implementation while I still was just
presenting the direction of a solution? etc.
Liebe Gruesse,
Winfried
--"Winfried Dressler" <winfried.dressler@voith.de>
Learning-org -- Hosted by Rick Karash <rkarash@karash.com> Public Dialog on Learning Organizations -- <http://www.learning-org.com>