Peeling the Onion – Getting our key team through the storming phase: by means of Option Solving!

At their prior Option Solving session, the two key owners had produced a decision-picture for figuring out their options for choosing the best way to get their Strategic Team members through the storming phase. After some emotional distancing, they decided upon option E: Work with Key team in pairs on a rotating basis to break down a number of walls. Since they weren’t sure of the best way to do that, they decided on a “peel the onion” exercise in order to flush out some optimal sub-options.

To this extent, they posed the following question to their intuitive minds to get the ball rolling: “What is our best option for getting our Strategist Team working in pairs, as a way of enhancing full team collaboration; considering their domains focus on different things, there may be some resistance among certain pairs, we could resolve some valuable issues, it would highlight who likes working with who?” The four determined considerations were only 50% of those listed, but were the most important ones.

With this in place, they then worked-up two Ying and Yang “bookends;” as their most way-out options. These again would serve as frame-ends between which other possible options could emerge. Our latest example shows them as: “Just leave members to do their own thing,” at one end and at the other end, “Keep pushing to get them working together as a team.” In our latest example, you will notice why they probably wouldn’t work. Such extreme options were good for stimulating the partner’s minds to come up with some good, plausible options..

They then produced five different options – see our Latest Example. One of those options was: “Let pairs exchange views on each other’s domains and how they can help each other”…option A. You are able to see their other four choices in our Latest Example. What option would you see as the most promising?

Again, we turned over their peel the onion option-picture and talked about other issues as a means of allowing emotional distancing . After about 20 minutes we turned it over again for them to make their additional sub-choice. They seemed to feel good about their choice and immediately set about creating an action initiative while things were still fresh in their mind.

If you have an example of your own, please share it with this blogger, through the COMMENTS area.
Thanks Option Solving. (NOTE: Next posting in 2 weeks: “Dealing with verbal abuse by a live-in aid to elderly relative?’” We’re always interested in your COMMENTS or go to peter @ileadershipsolutions.com to connect with the blogger.)

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Getting our key team through the storming phase: by means of Option Solving!

Two key owners had been working on building their senior leadership team to take on running their company more from day-to-day, leaving them to primarily focus on the future. The five key players had been in the company for some time, but had rather tended to go their own way. For that reason, a more concerted effort was being made to work together as a team. But as is the case when you have a bunch of strong personalities, it was not going to be all plain sailing. A team had been formed : now was the time for storming to occur before it would start norming or performing. The storming had already started, in terms of people either not speaking with each other, or not participating in meetings, and so forth.

Already being conversant with option solving, the two owners were happy to start considering options precipitated by the question: “What is our best possibility of getting our key team through the “storming” phase of its evolution, considering the personalities involved, don’t wish to lose current momentum, that it will be a delicate proposition, and a positive outcome could help the business considerably?” The latter four considerations were only 50% of those considered, but these appeared to be the most important ones right now.

They then gave thought to creating two Ying and Yang “bookends;” as their most way-out options. These would serve as a framework between which more plausible options would be slotted in. Our latest example shows these bookends as: “Take a passive stance,” at one end and at the other end, “Demand weekly meetings until we get through it.” When you look at our latest example, you will see why these two were the least acceptable. This was all good because it really started to challenge their intuitive minds, which would eventually make the best call as well as spur their creative juices.

Now they were ready to produce at least five different, possible options and in fact came up with six – see our Latest Example. One intriguing option was: “Continue with 1-on-1 tactical discussions and keep encouraging individuals to work better together ”…option F. You can view their other five choices in our Latest Example. What option would you have thought was the most promising?

We turned the option solving picture over and started to converse about other company issues as a form of emotional distancing and after about 20 minutes we turned it over again for them to promptly make their choice. We will take a look at that in 2 weeks time, since the duo decided that they would “Peel the Onion”, to get a better handle on their final approach, rather than create an action initiative right away. They already felt better, now that they had come up with some interesting alternatives

If you have an example of your own, please share it with this blogger, through the COMMENTS area.
Thanks Option Solving. (NOTE: Next posting in 2 weeks: “Use Peel the Onion to get an even better fix on ‘Getting our key team through the storming phase?’” We’re always interested in your COMMENTS or go to peter @ileadershipsolutions.com to connect with the blogger.)