Dr. Seuss on Disruptive Engagement
Even Dr. Seuss would understand about the issues and opportunities around the positive impacts of supervisors leading more active involvement to make impacts on people and performance. The data are simply so clear that people DO have ideas for improvement but that no one in the organization facilitates the process of capturing those ideas. Thus, there are large gaps in innovation and quality and productivity because possibilities simply are not realized.
I’ve blogged elsewhere about the general idea of Disruptive Engagement but I thought that one image, simplifying to the stupidly understandable level, might generate some actual thinking about choices and doing things differently! (grin)
People have ideas for improvement, the Round Wheels are already in the wagon. But they interact with their supervisors, who generally choose to NOT do things differently because of risk or time or task interference or the lack of collaboration from other departments. “I’m here from Human Resources to help you,” is such a “reality joke” in so many places because they are structurally unable to help, too.
If things are going to improve, it is going to be the people who choose to improve things. And it is going to come from increased collaboration and alignment to shared goals. Do some effective team building (see why I hate outdoor activities)!
Facilitate Dis-UN-engagement and Dis-UN-empowerment with your people by choosing to actively involve them in some workplace improvement activities. Visit The Square Wheels Project for some simple tools and support,
For the FUN of It!
Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.
Visit The Square Wheels Project at www.TheSquareWheelsProject.com
You can reach Scott at email@example.com
Square Wheels® is a registered trademark of Performance Management Company
LEGO® is a trademark of The LEGO Group
Originally published at Performance Management Company Blog.