Understanding Someone Else – “If I Were You…”

Purpose:
 
This PET is a way to promote mutual understanding between the people – not agreement.  It helps people look at the world through another’s eyes.  This helps them suspend their own point of view and gain new insights.
Objectives:
  • To promote mutual understanding between people.
  • To help people see another’s point of view.
Process:

Do the following:
    • Have the attendees choose a statement beginning with, “If I were you…” such as, “If I were you, my main goals would be…”
    • Write each person’s name on 2 slips of paper and put all the slips of paper into a bag, box, etc.
    • Have each person draw out 2 slips of paper (not his or her own) so that each person has the names of 2 different people.
    • Give everyone a turn being the focus person.  Note: When someone is the focus person, the 2 people who have that person’s name will take 3 minutes each to say to him or her, “If I were you…”
    • After listening, the focus person has 3 minutes to respond.
  • When everyone has had a turn, ask the people to share any insights they gained from the statements or from the responses.
Debriefing Questions:
  • “How did you feel when you were the focus person?”
  • “How did you feel when you were speaking to the focus person?”
  • “What insights did you gain from the statements?  From the responses?”

Hopes for 2017

“My Hopes for 2017”

Since 2016 has been viewed as a not so good year, I wanted to look at 2017 with optimism.  My hopes for 2017:

For all:

Let’s eliminate polarizing groups.  No one group has all the right answers and we need to work together to solve the problems facing humanity.  We do this by replacing judgment with dialog.

Let’s make collaboration a reality instead of a “buzzword”.  In 2016, much was written about collaboration, but it tended to focus more on tools and working together.  I believe that collaboration is far more than that.  We do this by building trust and understanding “how to” share ideas, listen, and build on each other’s strengths.

Let’s make Diversity a standard.  The trend towards parochialism undermines diversity.  Diverse environments are stronger – whether you are talking about sociology, science, other.  We do this by embracing Diversity so racism becomes unacceptable.

Let’s make fake news a thing of the past – this is not “freedom of speech”.  We need to hold our news sources accountable.  We do this by not looking only for those who support our pre-conceived ideas, but looking for those that present facts instead of opinions.

Let’s support peace.  In 2016, for the first time, there was no armed conflict in the Western Hemisphere.  We do this by supporting peace and those promoting peace to spread to all hemispheres.

For Companies:

I hope that companies realize the importance of preparing their people for the 21st Century.  Technology is important but without people, where would technology be?  The critical skills for success needed to prepare people for the 21st Century are: self-awareness and emotional intelligence, team building and trust, communication skills, critical thinking, innovative problem-solving, collaborative solutions, etc.  As we move towards an era when outsourcing is commonplace, co-creating, co-working, and the gig economy increases, these critical skills become crucial.

I hope that companies realize that with Data, they need to develop a plan and a business model.  Data, Big Data, IoT, etc., are all the rage, as they should be, but like many other trends (or fads) in the past, automation helps but companies need to understand what the data means, how it’s to be used, and their needs.  Without that, data is simply noiseData needs understanding to become information and then knowledge.

I hope that companies realize that strategy is “not” dead – strategy is never dead.  A fast-changing environment needs strategies more than tactics – you either lead or follow.  With Strategies, you lead.  However, companies need to realize that with Strategies, a living plan exceeds a static plan.  You cannot create static strategies in this environment; they need to be flexible, agile, and understood by all – making it an ongoing process, not an event.

For Group Facilitation Skills:

I hope to see structured facilitation become less formal and more of a standard practice with group facilitation skills becoming a core skill set of many roles.

I hope to see companies recognize the importance of Group Facilitation Skills training.  The ability to engage people in effective communication, decision-making, and problem-solving is a skill set that cannot be outsourced.  Increasingly, these skills are being included as core competencies in many jobs/roles because they contribute to the overall well-being of any organization.  They are trainable and make a significant impact to the bottom line.

I hope to see companies recognize that Process Skills are as important as People Skills.  People skills are absolutely necessary, however the group must also build something of value – that requires a thought process.  This is crucial to building something of value.  A thought process is not a procedure – it is a thinking process that takes people from point A to Z in making decisions, solving problems, etc.  Meetings without thought processes do not succeed.  People Skills combined with Process Skills enable collaboration.

I hope to see Virtual Meetings become productive using group facilitation skills.  These are viewed as cost-effective meetings by saving travel.  They have become a standard, but virtual meetings do not enable teaming – trust is lacking.  Implementing them requires thought to ensure engagement and overcome the barriers that impede teaming.  In virtual meetings, building trust is crucial.

For me:

I hope to train all y’all this year!

I hope Millie, Sean, Al, and I continue to be healthy and close – working with your family is a challenging adventure and I wouldn’t miss it for the world.

Last, but not least:

Thank you for your loyalty and I wish all y’all a Healthy and Prosperous Year!gary rush facilitation

“The Facilitation Masters Conversation Series™” by Millie Rush – Conversation 3

I am pleased to share the third of our new video series showcasing thought Leaders in facilitation, business analysis, project management, and other areas where “Facilitation” makes an impact. We will continue adding videos over the coming months – stay tuned.

“The Facilitation Masters Conversation Series™” Produced by: Millie Rush, MGRconsulting

Facilitation Masters

Ingrid Bens, IAF CPF     Gary Rush, IAF CPF    Michael Wilkinson, IAF CPF

Music – Chopin Etude Op 10 – performed by: Sean Rush, Pianist

“What separates great Facilitators from good ones?”

This is the third of 4 conversations around Group Facilitation with Ingrid Bens, CPF, Gary Rush, CPF, and Michael Wilkinson, CPF.  The 4 conversations are:

  1. “Why is facilitation important and for whom?  Why do Leaders need it most of all?” – previously posted
  2. “What are the 3 changes you have seen in facilitation since you began?” – previously posted
  3. “What separates great Facilitators from good ones?”
  4. “What do you see for the future of Facilitators? Of facilitation?”  coming soon

What is the goal of this video?

We want to get people to understand what “Group Facilitators” do and why it is a special skill that you learn through proper training. Like any job skill, Facilitation skills can be taught and learned. A Group Facilitator is far more than “one who makes easier.”

“What is Group Facilitation and why is it important?”

We believe that facilitation is a critical skill for the 21st Century. Group Facilitators should be in high demand – effectively facilitated workshops and meetings save organizations time, money, increases quality, and enhances communication creating a collaborative culture. Therefore we believe that every job should include a requirement for facilitation skills.

What we’d like you to take-away from this video is an understanding that facilitation skills is the one skill-set that cannot be outsourced and that effective Facilitators are highly effective Leaders who understand “how to” delegate, develop effective processes, bring people together as a team, and “how to” guide by letting go of their ego. We also want you to understand that Facilitator training needs to be taken seriously – it cannot be, “I learned on the job.”

We welcome your feedback and please share these with everyone in your network.