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Dealing with a performance issue is a bit like dealing with a hip injury: it can feel like a real pain in the gluteus maximus. It can also change your perspective on managing people, particularly when you ask the question, “Am I dealing with a problem or a pattern?” One of my clients—let’s call him Bob—met with me to talk about a performance problem he faced. He called it a “problem employee.” This employee was behind on work assignments, increasingly absent, and causing frustration within the team.
Recently I had an experience that reinforced for me the importance of understanding the differences between finite and infinite games when we consider our roles in establishing and sharing relationship with others.
We think of conflict as a pattern of human interaction that emerges as similarities, differences, and connections among people as they live, work, and play together. To expand this HSD perspective, think about conflict as a complex pattern that exhibits certain characteristics.
In a Landmark Forum course many years ago, I first heard a reference to ever-and-always-voice. I recognized it immediately as the single, greatest cause of sticky issues. Even if you haven’t heard the phrase, I’m sure you will recognize the phenomenon. It works like this.
Collaborate to Create Community
According to Dictionary.com, “collaborate” means to work together or cooperate to accomplish a task. But what does it really take for a group of unique individuals to come together to create a true collaboration? The definition tells us what to do, but the question people often ask is how to do that.
Build Adaptive Capacity
Mindfulness is a topic today that many people are talking about. I am not an expert in mindfulness. In fact, I am only recently beginning to build a practice of mindfulness.
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