Comments for KJCG Blog http://blog.kjcg.com A Community of Effort Thu, 05 Jan 2012 14:09:53 +0000 hourly 1 http://wordpress.org/?v= Comment on Inclusion in the Virtual World by KJCG Webmaster http://blog.kjcg.com/index.php/2011/12/inclusion-in-the-virtual-world/#comment-156 KJCG Webmaster Thu, 05 Jan 2012 14:09:53 +0000 http://blog.kjcg.com/?p=183#comment-156 Hello, Sourav, Thank you so much for your feedback. I especially want to link to your mention of a “common language.” At KJCG, we have talked a lot about the importance of common language for achieving clarity and opening doors to people. When people share and use common terms like Four Corners Breakthrough, leaning into discomfort, and listening as an ally, it serves as an invitation for others to join in the conversation. Hello, Sourav,
Thank you so much for your feedback. I especially want to link to your mention of a “common language.” At KJCG, we have talked a lot about the importance of common language for achieving clarity and opening doors to people. When people share and use common terms like Four Corners Breakthrough, leaning into discomfort, and listening as an ally, it serves as an invitation for others to join in the conversation.

]]> Comment on Inclusion in the Virtual World by Sourav http://blog.kjcg.com/index.php/2011/12/inclusion-in-the-virtual-world/#comment-137 Sourav Tue, 06 Dec 2011 15:50:27 +0000 http://blog.kjcg.com/?p=183#comment-137 I do agree with both of you. It is not about who is in the room and who is not. It is about how you interact with the people who are there in a conversation. In my work, I frequently have to talk to groups who are not based out of the same location. We have conference calls where some 6-8 people dial in to a number. Almost all of us dial in from different geographical locations and most of us sit in open office spaces. This compounds the challenge for us to zone in to a conversation. In a face to face meeting of a group, the challenge lies in 'how do we establish connections with the people who are in the room.' The challenge our group faces is 'how do we zone out from the not so private physical space we are in, and zone in to the virtual space we are dialed into'. After attending the BE BIG workshop i have consciously tried to work towards a few behaviors - saying the hellos and establishing connect at the beginning of the discussion; listing out what we expected from the discussion (moment of focus); and using clarification questions. Making clarification questions a part of our routine has tremendously helped us in virtual conversations - where one doesn't have the advantage of also experiencing non-verbal behavior being expressed by the other person. These coupled with a common language (4 corners breakthrough; and concept of notion, stake, boulders, and tombstones) has enabled us to be much more effective in our virtual conversations than we were before. I do agree with both of you. It is not about who is in the room and who is not. It is about how you interact with the people who are there in a conversation.

In my work, I frequently have to talk to groups who are not based out of the same location. We have conference calls where some 6-8 people dial in to a number. Almost all of us dial in from different geographical locations and most of us sit in open office spaces. This compounds the challenge for us to zone in to a conversation.

In a face to face meeting of a group, the challenge lies in ‘how do we establish connections with the people who are in the room.’

The challenge our group faces is ‘how do we zone out from the not so private physical space we are in, and zone in to the virtual space we are dialed into’.

After attending the BE BIG workshop i have consciously tried to work towards a few behaviors – saying the hellos and establishing connect at the beginning of the discussion; listing out what we expected from the discussion (moment of focus); and using clarification questions. Making clarification questions a part of our routine has tremendously helped us in virtual conversations – where one doesn’t have the advantage of also experiencing non-verbal behavior being expressed by the other person. These coupled with a common language (4 corners breakthrough; and concept of notion, stake, boulders, and tombstones) has enabled us to be much more effective in our virtual conversations than we were before.

]]> Comment on Stop the Bus! Inclusion in Feedback by KJCG Webmaster http://blog.kjcg.com/index.php/2011/11/stop-the-bus-inclusion-in-feedback/#comment-121 KJCG Webmaster Wed, 23 Nov 2011 16:19:26 +0000 http://blog.kjcg.com/?p=172#comment-121 Hello, Sourav, Thank you for a great comment. A sense of safety and trust is the foundation for ensuring success in feedback sessions. And it’s the responsibility of everyone in the group—starting, but not ending, with the manager—to sustain that safety. This is particularly important when individuals are relatively new to one another. Because they do not have the history of authentic interactions to build trust and safety, as you mention, they must frame their feedback and their interactions in precise language. The 12 Inclusive Behaviors are particularly powerful in this regard. When people understand and use phrases like “leaning into discomfort,” they add clarity to their interactions and open doors for others to join the conversation as allies. Your point about attachment to the work makes a good deal of sense. Certainly, a person’s future depends in part on the quality of her or his work, so ultimately recipients can never completely separate themselves from their performance. This is all the more reason for people to carefully define their interactions and intentionally focus their conversation on the task. By doing so, they give themselves the best opportunity to put the other person at ease and create that all-important sense of safety. Hello, Sourav,
Thank you for a great comment. A sense of safety and trust is the foundation for ensuring success in feedback sessions. And it’s the responsibility of everyone in the group—starting, but not ending, with the manager—to sustain that safety.
This is particularly important when individuals are relatively new to one another. Because they do not have the history of authentic interactions to build trust and safety, as you mention, they must frame their feedback and their interactions in precise language. The 12 Inclusive Behaviors are particularly powerful in this regard. When people understand and use phrases like “leaning into discomfort,” they add clarity to their interactions and open doors for others to join the conversation as allies.
Your point about attachment to the work makes a good deal of sense. Certainly, a person’s future depends in part on the quality of her or his work, so ultimately recipients can never completely separate themselves from their performance. This is all the more reason for people to carefully define their interactions and intentionally focus their conversation on the task. By doing so, they give themselves the best opportunity to put the other person at ease and create that all-important sense of safety.

]]> Comment on Stop the Bus! Inclusion in Feedback by Sourav http://blog.kjcg.com/index.php/2011/11/stop-the-bus-inclusion-in-feedback/#comment-113 Sourav Wed, 23 Nov 2011 14:18:24 +0000 http://blog.kjcg.com/?p=172#comment-113 I was wondering what could ensure success or derail a feedback process. I agree with the points you have made about sharing if we have felt pinched, listening as an ally, and being with the other person. But what else needs to be ensured? I first put myself in the shoes of the recipient of feedback. I would need to feel 'safe' to accept the feedback. Even though the giver of the feedback might talk about the work and not the person, it still is my work. So there is a sense of attachment with the work. I then put myself in the shoes of the giver of the feedback. How do i create a safe space for the individual? I was reminded of the Speed - Trust - Interactions model that Judith and Fred had explained in BE BIG workshop. There is safety in a space if there is trust. Trust can be built only through interactions. Trust is like lubricant in a car. We can have the perfect car but without the lubricant the car would always have problems moving. Hence success or failure of a feedback process would depend on presence or absence of trust also. Trust is built through multiple authentic interaction over a period of time. A manager would have to ensure that these authentic interactions are happening consistently. So the basis is how frequently we have been on the bus together and how were our experiences in these cases. What do you think? - Sourav I was wondering what could ensure success or derail a feedback process.

I agree with the points you have made about sharing if we have felt pinched, listening as an ally, and being with the other person.

But what else needs to be ensured?

I first put myself in the shoes of the recipient of feedback. I would need to feel ‘safe’ to accept the feedback. Even though the giver of the feedback might talk about the work and not the person, it still is my work. So there is a sense of attachment with the work.

I then put myself in the shoes of the giver of the feedback. How do i create a safe space for the individual?

I was reminded of the Speed – Trust – Interactions model that Judith and Fred had explained in BE BIG workshop. There is safety in a space if there is trust. Trust can be built only through interactions. Trust is like lubricant in a car. We can have the perfect car but without the lubricant the car would always have problems moving.

Hence success or failure of a feedback process would depend on presence or absence of trust also. Trust is built through multiple authentic interaction over a period of time.

A manager would have to ensure that these authentic interactions are happening consistently.

So the basis is how frequently we have been on the bus together and how were our experiences in these cases.

What do you think?
-
Sourav

]]> Comment on The Webforce of 2031: Danger Ahead by Dara Goldberg http://blog.kjcg.com/index.php/2011/10/the-webforce-of-2031-danger-ahead/#comment-22 Dara Goldberg Thu, 13 Oct 2011 15:16:16 +0000 http://blog.kjcg.com/?p=163#comment-22 :grin: Wonderful post. Thank you for sharing. In particular, I share your concern about the lost of physical interaction. We are social beings at our core and must have meaningful interaction on a regular basis to perform and gain fulfillment in our job to the maximum extent. We rely on body language, verbal intonations, facial expressions and even the basic handshake to derive an authentic sense of belonging and connection. As KJCG has so aptly coined it, to be a truly 'connected organization', people at all levels of the organization simply must have ample opportunities to engage with one another in person. Thanks, Dara :grin: Wonderful post. Thank you for sharing. In particular, I share your concern about the lost of physical interaction. We are social beings at our core and must have meaningful interaction on a regular basis to perform and gain fulfillment in our job to the maximum extent. We rely on body language, verbal intonations, facial expressions and even the basic handshake to derive an authentic sense of belonging and connection. As KJCG has so aptly coined it, to be a truly ‘connected organization’, people at all levels of the organization simply must have ample opportunities to engage with one another in person. Thanks, Dara

]]> Comment on I Dumped Facebook: Disconnecting from the Constant Connection by Jayne Boisvert http://blog.kjcg.com/index.php/2011/04/i-dumped-facebook-disconnecting-from-the-constant-connection/#comment-21 Jayne Boisvert Tue, 16 Aug 2011 00:44:49 +0000 http://blog.kjcg.com/?p=101#comment-21 Katrin, Is this you? Katrin, Is this you?

]]> Comment on Sometimes when the wolf is knocking at the door…. by KJCG Webmaster http://blog.kjcg.com/index.php/2011/02/sometimes-when-the-wolf-is-knocking-at-the-door%e2%80%a6/#comment-20 KJCG Webmaster Wed, 13 Apr 2011 14:09:53 +0000 http://blog.kjcg.com/?p=61#comment-20 Thank you for the great comment, Diane. I LOVE the metaphor of martial arts to explain the energy that comes from co-creating with competitors. And yes, it is so important to avoid the “I can do it all” trap. I see that as a core impulse behind inclusion as a HOW for accelerating results: including more people in the room—people with complementary skills and knowledge—overcomes the limitations we all naturally have as finite individuals. Thank you for the great comment, Diane. I LOVE the metaphor of martial arts to explain the energy that comes from co-creating with competitors. And yes, it is so important to avoid the “I can do it all” trap. I see that as a core impulse behind inclusion as a HOW for accelerating results: including more people in the room—people with complementary skills and knowledge—overcomes the limitations we all naturally have as finite individuals.

]]> Comment on Close Encounters with Extraordinary Thoughts and Minds by MOD Files http://blog.kjcg.com/index.php/2010/12/close-encounters-with-extraordinary-thoughts-and-minds/#comment-14 MOD Files Tue, 15 Mar 2011 18:11:18 +0000 http://blog.kjcg.com/?p=55#comment-14 Hi! Would you mind if I share your blog with my myspace group? There's a lot of people that I think would really appreciate your content. Please let me know. Cheers Hi! Would you mind if I share your blog with my myspace group? There’s a lot of people that I think would really appreciate your content. Please let me know. Cheers

]]> Comment on Sometimes when the wolf is knocking at the door…. by Diane Simpson http://blog.kjcg.com/index.php/2011/02/sometimes-when-the-wolf-is-knocking-at-the-door%e2%80%a6/#comment-19 Diane Simpson Thu, 24 Feb 2011 21:55:06 +0000 http://blog.kjcg.com/?p=61#comment-19 :smile: This post had me thinking of martial arts and how energy moves between and around "opponents" and how we can use that energy to activate our next move...with skill and grace. Also I appreciate the part about not thinking we can do it all; my clients are grateful when I refer them to someone who is skilled in an area I am not..and they keep coming back. :smile: This post had me thinking of martial arts and how energy moves between and around “opponents” and how we can use that energy to activate our next move…with skill and grace. Also I appreciate the part about not thinking we can do it all; my clients are grateful when I refer them to someone who is skilled in an area I am not..and they keep coming back.

]]> Comment on Dumbledore’s Pensieve Realized in the Organizational Blog by Gayle Sinclair http://blog.kjcg.com/index.php/2007/05/dumbledore%e2%80%99s-pensieve-realized-in-the-organizational-blog/#comment-6 Gayle Sinclair Tue, 26 Oct 2010 00:32:18 +0000 http://blog.kjcg.com/?p=17#comment-6 remarkable good and clear.it was usefull for me thanks remarkable good and clear.it was usefull for me thanks

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