So...I've discovered the reality of the inclusive course I am doing -
which is, yes, I have a project to do that connects my learning with
summat real. Always maintain this is the better way to learn by doing it
on the job, but it's caught me out a bit.
It's not so
much the 'what' of the project for me but the 'how'. How best to
demonstrate that everyone's views matter; how to best to establish
success criteria which gains buy in from everyone. And oddly how to do
this in an environment where there are huge changes happening; for
example, flexible working, new management systems, new and more
training, new strategies - change, change, and more change.
There
are tried and tested techniques in a trusty 'toolkit' that I have by,
but here's the thing - they don't all work! We're not all robots, and we
can't always expect things to work out as we imagine. And we all hear
things so differently. If you listen to a presentation you will hear one
message if you are someone who generally feels empowered, compared to
someone who is distressed or anxious or defensive or someone keen to see
change, or who feels entitled, or has a can-do attitude.
This
is all about being 'inclusive' - how do we ensure that everyone
understands the success criteria for the project in the same way (will
we ever all actually even think of it as 'success'?) and so how can we
ever measure whether it has been successful? Obviously the project
should benefit someone or something, but agreeing on whether that
someone or something needs this happening is debatable.
The
reality is - I need a project. The next reality is a member of my team
has suggested one - so I'm in facilitating mode, not driving mode. Next
challenges......tackling outcomes and outputs remembering that we WILL
have a whole range of hidden opinions and attitudes which are creating
barriers to success. Next reality......working REALLY hard at finding a
message that strikes to the hearts of everyone........
