this app won't work on my o/s - deliver 2016
TRANSCRIPT
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This app won’t work on my O/SShifting Mindsets for Team Success
Error
OK
Sue Johnston
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PLEASE NOTESLIDES ≠ PRESENTATION
• These slides are designed to be viewed in conjunction with human beings talking and interacting with you.
• They may make little sense to you if you were not at the live session.
• Stilll, if they’re useful to you, I’m happy.
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Agile Fundamentals
Coach Skills for Agile
Facilitation Skills for Agile
Coach
Places I’ve worked or studied that shaped my learning
Author Trainer Learner
Who is Sue anyway?
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“Have an Android? Sign up for our wait list.”
“Have a Blackberry? Sorry. Can’t help you.”
Error
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#@<?^%$X&$!!!!
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Does BlackBerry’s first
Android Handset Deserve
a Place in your Pocket?
We Reckon So
BlackBerry May Win You Back with Android
Change the O/S
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Our Age of Anxiety is, in great part, the result of trying to do today’s jobs with yesterday’s tools and yesterday’s concepts.
We shape our tools andafterwards our tools shape us.
Most of our assumptions have outlived their usefulness.
Marshall McLuhan
Change the O/S
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The Big Idea
Two Typesof O/S
Changing Mindsets (Ours)
Changing Mindsets (Others)
NextSteps
OPTIONS DOING DONE
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Exciting “Apps”
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OLD MINDSET
NEW IDEA
NEW IDEA
NEW IDEA
NEW IDEA
NEW IDEA
NEW IDEA
This app won’t work on my O/S
Error
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Error
This app won’t work on my O/S
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VALUES
BELIEFS
PRINCIPLES
PRACTICES
THINKING
ACTION
Guide us to
Inform +support
OPERATINGSYSTEM
The BIG IDEA
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VALUES
BELIEFS
PRINCIPLES
PRACTICES
THINKING
ACTION
Guide us to
Inform +support
OPERATINGSYSTEM
The BIG IDEA
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EXERCISE 10 minutes
On your own:• Think of some beliefs that prevail in the organizations you work in or
with.• Some may move people forward.• Some may hold people back.• Some make us awesome.• Some limit our effectiveness.
• Write them on sticky notes – 1 belief per sticky.• 3 minutes
At your table:• See if there are common beliefs amongst these organizations.• 7 minutes BELIEF
BELIEF
Keep the stickies handy. We’ll use them later.
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The Big Idea
Two Typesof O/S
Changing Mindsets (Ours)
Changing Mindsets (Others)
NextSteps
OPTIONS DOING DONE
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TWO OPERATING SYSTEMS
UNILATERALCONTROL
MUTUALLEARNING
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UNILATERAL CONTROL
Values• Be right• Win, don’t lose• Minimize expressions of negative
feelings• Act rational
Assumptions• I understand the situation; those
who disagree don’t• I am right; those who disagree are
wrong• I have pure motives; those who
disagree have questionable motives• My feelings and behaviour are
justified• I am not contributing to the problem
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UNILATERAL CONTROL
BEHAVIOUR
1. State views without asking for others’ views
2. Withhold relevant information
3. Speak in general terms and don’t define what specific words mean
4. Keep reasoning private; don’t ask others about their reasoning
5. Focus on positions
6. Act on untested assumptions as if they were true
7. Control the conversation
8. Avoid, ease into or save face on difficult issues
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MUTUAL LEARNING
Values• Transparency• Curiosity• Informed Choice• Accountability• Compassion
Assumptions• I have information and so do other
people• Each of us sees things others don’t• People may disagree with me and
still have pure motives• Differences are opportunities for
learning• I may be contributing to the problem
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MUTUAL LEARNING
BEHAVIOUR
1. State views and ask genuine questions
2. Share all relevant information
3. Use specific examples and agree on what words mean
4. Explain reasoning and intent
5. Focus on interests, not positions
6. Test assumptions and inferences
7. Jointly design next steps
8. Discuss undiscussable issues
• Transparency• Curiosity• Informed Choice• Accountability• Compassion
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EXERCISE 10 minutes
UNILATERALCONTROL
MUTUALLEARNING
• At your tables, place the stickies you generated earlier on the big head posters, matching attitudes and behaviours with the appropriate operating system or mindset. Add new stickies if you like.
• Discuss implications, results, impact of these with your tablemates.
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EXERCISE
What’s the IMPACT of the behaviours and language you just described?
Behaviour Result
Language Result
Do they produce results your organization is trying to AVOID?
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UNILATERAL CONTROL
RESULTS
Performance
• Lower quality decisions
• Less innovation
• Longer implementation time
• Increased costs
Working Relationships
• Lower commitment
• Decreased trust
• Reduced learning
• Greater defensiveness
• Unproductive conflict
• Inappropriate dependence on others
Individual Well-being
• Reduced motivation
• Decreased satisfaction
• Limited development opportunities
• Increased stress
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MUTUAL LEARNING
RESULTS
Performance
• Higher quality decisions
• Greater innovation
• Shorter implementation time
• Reduced cost
Working Relationships
• Greater commitment
• Increased trust
• Increased learning
• Reduced defensiveness
• Productive conflict
• Appropriate dependence on others
Individual Well-being
• Increased motivation
• Increased satisfaction
• Richer development opportunities
• Reduced stress
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The Big Idea
Two Typesof O/S
Changing Mindsets (Ours)
Changing Mindsets (Others)
NextSteps
OPTIONS DOING DONE
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UPGRADING 0/S - YOURS
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• Think a result you want to achieve for yourself.• Look at behaviours you’ve employed in trying to reach it.
MUTUAL LEARNING BEHAVIOURS1. State views and ask genuine
questions2. Share all relevant information3. Use specific examples and agree
on what important words mean4. Explain reasoning and intent5. Focus on interests, not positions6. Test assumptions and inferences7. Jointly design next steps8. Discuss undiscussable issues.
UNILATERAL CONTROL BEHAVIOURS1. State views without asking for
others’ views2. Withhold relevant information3. Speak in general terms and
don’t define specific words 4. Keep reasoning private; don’t
ask others about their reasoning5. Focus on positions6. Act on untested assumptions as
if they were true7. Control the conversation8. Avoid, ease into or save face on
difficult issues
UPGRADING 0/S - YOURS
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When was the last time you met an idiot who agreed with you?
Do people disagree because they’re idiots?
Or are they idiots because they disagree?
UPGRADING 0/S - YOURS
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How does what happens affect what you believe?
How does what you believe affect what happens?
What belief is holding you back?
UPGRADING 0/S - YOURS
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The Big Idea
Two Typesof O/S
Changing Mindsets (Ours)
Changing Mindsets (Others)
NextSteps
OPTIONS DOING DONE
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Mutual Learning Values
1. Transparency2. Curiosity3. Informed Choice4. Accountability5. Compassion
What do these look like on your team?
UPGRADING 0/S - OTHERS
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Mutual Learning Assumptions1. I have information and so do other people
2. Each of us sees things others don’t
3. People may disagree with me and still have pure motives
4. Differences are opportunities for learning
5. I may be contributing to the problem
UPGRADING 0/S - OTHERS
What do these look like on your team?
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• Identify something you and your team or organization do that no longer serves a useful purpose:
• Can you trace that back through the model?
• What principle does it serve?
• What belief does that flow from?
• How can you change that belief?
EXERCISE
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What belief is holding us back?
Is it a fact or is it a belief?
How do we know?
What might be possible if we didn’t believe that?
Could something else be true?
How could we find out?
UPGRADING 0/S - OTHERS
Useful Questions
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Mutual Learning Behaviours1. State views and ask genuine questions
2. Share all relevant information
3. Use specific examples; share word meanings
4. Explain reasoning and intent
5. Focus on interests, not positions
6. Test assumptions and inferences
7. Jointly design next steps
8. Discuss “undiscussable” issues
UPGRADING 0/S - OTHERS
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Can you include Mutual Learning behaviours?
TEAM AGREEMENT
UPGRADING 0/S - OTHERS
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What is the impact of more statements?
What happens when we come from curiosity, rather than from knowing?
UPGRADING 0/S - OTHERS
? : ! ratio
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UPGRADING 0/S - OTHERS
Identify when Unilateral Control is in play
Explore what you may not be seeing
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The Big Idea
Two Typesof O/S
Changing Mindsets (Ours)
Changing Mindsets (Others)
NextSteps
OPTIONS DOING DONE
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INTENTION
ATTENTION
MINDSET IS A CHOICE
NEXT STEPS
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The Big Idea
Two Typesof O/S
Changing Mindsets (Ours)
Changing Mindsets (Others)
NextSteps
OPTIONS DOING DONE
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FIND US HERE!
Sue Johnston
@itsunderstood
Waterloo
You are here