How can we own our experiences and act as sensors for an ever learning and evolving organization in a changing and uncertain environment?
We are daily confronted with new information, ideas, opportunities and blockers that might have an impact on our organization. In conventional organizations we usually do not have a good way to process all of these impulses, which often leads to frustration and stagnation. We often misinterpret tensions as something negative, while they are actually the fuel you need for change, improvement and innovation. In a volatile and uncertain environment we need good sensors within our organization to react quickly and be able to change our course, whenever needed. Tension-based work is the fuel to address ideas and blockers in time and to be able to effectively progress with our work.
When applied in daily work and meeting routines, as well as through deeper self- and metareflections, working with tensions can fuel the development of an organization. In order to make use of this potential, we need to establish clarity and the necessary skills to identify tensions and how to process them effectively. A tension based approach and working environment drives innovation and agility, while keeping team members satisfied and engaged.
In this session you will:
- Identify what tensions are and how to sense them
- Learn how to process tensions effectively
- Take ownership for your own experiences and needs
What characterizes mastery of this capability?
- Teams know how to identify and communicate tensions and how to process them effectively
- Knowing what we need: We have developed the skills and ownership to take action on what we sense that we would need to serve the highest good of the project/team
- Evolutionary and learning organization, that quickly adapts to a changing environment
- Long-term: Less and more productive meetings
What characterizes the lack of this capability?
- Stagnation, frustration and conflict, due to inflexibility to respond to unexpected tensions
- Slow processes to adapt to change in the environment or customer demand
- Decision Bottle-Necks, blockers and long processes
- Unclear responsibilities, lack of psychological ownership and employees who are emotionally disengaged
- High employee fluctuation