Set directions together: Taking time to understand each other
Cat Ainsworth and Alex Mecklenburg of DOT PROJECT explore how people can align around common goals and objectives.
As a cooperative DOT PROJECT has always been interested in how people can align around common goals and objectives. Whilst most of our work involves digital or technology the core of what we do focuses on people and understanding how people and teams are working together.
It’s really hard to set directions together, we don’t feel we can support organisations on that journey unless we are also on that journey ourselves. As a cooperative we aim to make space and time to understand shared objectives and work towards collective intent.
When we start working with clients the conversation often starts with a challenge or problem related to technology or digital. What we are interested in at this point is how people how people are together, how they understand each other and how aligned they are around a common goal. In our experience if teams are not aligned and tensions appear, it’s much easier to identify ‘digital’ as a challenge, rather than exploring more deeply how people and teams are interacting. In our work we aim to create space for teams to set directions together — by listening and sharing bravely, understanding what is strong so it can be built upon and creating spaces which feel safe enough to try new approaches.
Any time a new direction is set people are heading towards some form of uncertainty. We champion focusing not only on what people want to do together but also how they are and want to be together.
New directions mean change. We often hear that people fear change, but in reality we believe that people fear loss. If people are not supported through change processes, and given the space to set directions together, they may find it difficult to ‘get on board’ with a new direction.
Why it’s important
Through our work we have learnt that consciously setting directions together reveals what connects us and what sets us apart. Making space for what sets us apart enables teams to explore difference with curiosity. By acknowledging and embracing difference then exploring what connects us brings clarity and moves teams towards collective understanding.
We focus on supporting people and teams to move towards a collective awareness by moving through the following levels of awareness:
Me: Here the focus is usually what is going on for me and how do I want to change?
You: How are others responding to change? How can I support them?
We: How is this change going for us and our relationships with each other?
This moves people and teams beyond my and our experience to the experience of us and our relationships with each other.
Within an organisation there are two core dynamics which need to be in sync to manage change effectively.
- Relational enablers of change — how are we together within the organisation: what we value, what are our roles with each other, how we behave and how we communicate
- Process enablers of change — how we work together within the organisation: how we manage, how we plan and how we sustain our work
Tools to help
To explore these enablers we use a range of tools which focus on working with individuals, teams and organisations and networks.
At the individual level we focus on supporting individuals to understand their personal roles, values and expectations. The following questions can help individuals build this understanding:
What do I see: Reflect on the direction that you see. Create clarity for yourself on what that looks like and explore how you personal expectations and experiences influence the direction you see.
What can I bring into the team: Explore what role and values you can bring to the collective/team/organisation.
What opportunities lie ahead for me: Learnings, experiences & connections
What do I need: Acknowledge what you need in the process:
- Being heard/being seen
- Safety
- Clarity
- Tolerance
At the team level we start every project with an alignment session. As part of this process we ask organisations to reflect on the following questions:
Supporting teams through the alignment canvas uncovers common goals and expectations, areas of difference and concerns which creates an increased awareness within teams about how they want to be together as they move towards a collective direction.
At an organisational level we encourage teams to consider how they are making decisions and what their decision making approach is. Sometimes a small number of people will need to make a decision, at other times broader consultation is possible and important. The following table can help identify what decision making approach to use in a specific context:
Reflecting on our own journey
Within DOT PROJECT we embed sociocractic practices into the way we make decisions and set directions together by drawing on a combination of advice based decision making and consent based decision making. You can read more about sociocratic practices from fellow cooperative Outlandish.
We have learnt, in setting directions together with the charities we support and within the DOT PROJECT cooperative that it always takes longer than you might think, but the direction always feels stronger when you can take the time to align together. It’s a messy and sometimes chaotic process — so it can be really useful to engage external support when the directions you are setting are crucial and important to your organisation. Overall taking the time to set directions together creates a stronger foundation for the future, and brings a new awareness to teams and individuals where people see each other as human beings first and foremost. Once this becomes the foundation creating the processes and tools to implement the direction feels much more achievable.
Cat Ainsworth has a deep rooted passion in understanding humanity and influencing positive change. At DOT PROJECT, Cat champions collective practices within the cooperative and works with organisations to support teams to build digital confidence and capabilities and catalyse collective action between organisations.
Alex Mecklenburg is a certified coach and facilitator Alex believes that connections and relationships are the fuel that drives innovation and enables organisations to thrive. At the DOT PROJECT, Alex works across teams, leadership and boards to guide them in building relational strategies and relational skills that support, boost and sustain digital change journeys.
