There are two posts of mine that seem to be popular “semi-plagiarize” content. http://horizontalchange.com/?s=speaking Although I must admit it is a quick thrill to look something up, find it and then realize you wrote it. Some day there will be so many I will not be able to keep track of it… we all need our imaginary, but possible, end states. In the interest of catering to stakeholders (in this case some distinctly different kinds of readers) here are a couple of exercises to go with the posts- steal away, but something more than 2 pixel font acknowledgment would be nice –:).
The Why Exercise
We are often so focused on producing deliverables and checking off our “to-do” lists that we neglect to answer why.
Choose a perspective, an imaginary end state or an idea, spend 10 –15 minutes developing it and creating fake facts for support. The exercise is to give a short explanation and then have two or more individuals ask questions. The questioners are assigned two roles- one someone who needs explanations and reasons, one someone who expects facts.
You can switch roles and try this multiple times.
The connection to change management becomes quickly apparent. The fact role will force the participants into timeframes, specifics, tasks and action. The explanation role will put emphasis on the early stages of end state definition. If the roles are played well mini battles will ensue. In real life it is important to understand these two perspectives in stakeholders. CM practitioners must address both. In a too low too late scenario the why will need extra attention.
The Work Style Exercise
We listen (or not) in many different ways, it might be because of a learning style, it might be because of connection to the information or it might be because of the way we like to work.
Present a group of four or more with hidden roles for a mock meeting or discussion. Each of the roles will represent a style or way of listening- looking for facts, looking for relationships and connection, looking for attention to detail, looking for speed and action. Conduct the meeting, play the roles and then debrief. It is interesting and revealing to switch roles ,especially if the role you play out is not a normal one for you.