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The Path - Goals

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Bobby Dodd Institute - Bridge Academy

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Segment 6 (2022) Collective Leadership

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Segment 7 (2022) Analyze Experience

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Segment 2 (2022) Open to the Contributions of Others

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Segment 8 (2022) Question

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Segment 3 (2022) Critical Reflection

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Blog Posts

What Are You Measuring?

Posted by Bill Crose on September 13, 2019 at 11:33am 1 Comment

A lifetime ago, my training department colleagues and I were satisfied with training data. We cranked out the requested ILT programs plus the "flavor of the year" content, we kept a busy training schedule, and made sure the coffee was always the right temperature. When accused of not delivering effective training because the learners didn't perform as they were trained, we took refuge in our management support role and not ultimately responsible or accountable for LEARNING or productivity.…

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It is easy to make a claim to be open to the contribution of others.

  • What does it mean to be authentically open?
  • What challenges exist to being authenticity open?
  • What response allows one to be authentic and open when responding to a contribution that challenges your core beliefs or ethics?
  • How do you respond to "contributions" that are intentionally destructive, unethical, or corrupt?
  • How do you prevent your biases from determining that the "contributions" of others are destructive, unethical, or corrupt?
  • What other aspects of being "Open to the Contributions of Others"  are you curious about?

Humorists:

Panelists:

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"Remarkable" Speakers/Listeners:

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Paul, I'm happy to be a humorist here or serve in another capacity. This topic is important in building community.  Looking forward to it!   

I'm an interested in the strategies and habits that will help us to be:

"Open yet on guard"

"Empathetic but not naive"

"Impartial when not neutral"

I really would like to assure that I am "Impartial when not neutral." All three habits are important and yet if I could only choose one this would be it.

I think that the key is open / active listening. 

It starts with that - if people see/know that you are actually listening to them, they may feel more at ease in being open and authentic. 

When we make decisions it is important that colleagues see that they are part of of the team, their opinions and skills are valued. Even if you choose to do something different, the goal is for everyone to understand why you made that decision in an impartial way.

Good advice - especially assuring to value the opinions and skills of others - even if you choose to do something different. Now I wonder - what do I do - is every opinion and skill worthy of value?

I found this article interesting in it tries to define authenticity. 

https://www.theguardian.com/women-in-leadership/2014/apr/11/real-me...

What are the strategies that make us authentic in-front of our colleagues that they will see it and potentially act that way themselves. 

Terrific article - my takeaway was "to be" what we claim to be and then let go...

Why might some be unwilling to be open to what Kathryn Schulz had to offer?

I wonder if we are open (perhaps even eager) to be "wrong?"

I don't know that we are open to being wrong. 

But, we may need to be more open about saying we don't have all the answers. This goes towards Brene Brown's discussion on vulnerability. vulnerability is: "uncertainty, risk, and emotional exposure." It's that unstable feeling we get when we step out of our comfort zone or do something that forces us to loosen control. 

Or as she further states: “Vulnerability is not weakness, and the uncertainty, risk, and emotional exposure we face every day are not optional. Our only choice is a question of engagement. Our willingness to own and engage with our vulnerability determines the depth of our courage and the clarity of our purpose; the level to which we protect ourselves from being vulnerable is a measure of our fear and disconnection.'”

So, is the group willing to risk the exposure of being wrong? 

Ha - great point - Eric!

What does it feel like to be wrong (and not know it) vs. What does it feel like to find out you are wrong?

From the Authors of "Learning as a Way of Leading:

Open to the contributions of others requires:

"Maintaining a stance of radical openness to new ideas, perspectives, experiences, and values...."

  • What does it mean to be authentically open?  I think it boils down to being fearless, knowing you will make mistakes, be judged, look foolish, etc and still be willing to be open. 
  • What challenges exist to being authenticity open?  See above.
  • What response allows one to be authentic and open when responding to a contribution that challenges your core beliefs or ethics? It's the ability to hold two diametrically opposed ideas in your mind at once and listen without judgment and try to understand the "other" side.  Easier said than done. 
  • How do you respond to "contributions" that are intentionally destructive, unethical, or corrupt? I think all of those have their place in the conversation to further the conversation.  Some of the best breakthroughs for me and for learning sessions have been through these "contributions".
  • How do you prevent your biases from determining that the "contributions" of others are destructive, unethical, or corrupt?  You can't prevent your biases, you can only understand them and do your best to be curious instead of judgmental. 
  • What other aspects of being "Open to the Contributions of Others"  are you curious about?  I'm often criticized for seeing the "other" side.  My example:  Putin.  What if Putin is a great dad and some folks really think he is a great human being?  I only know what I've been told by the US media.  I'm sure there are other aspects to his humanity.  There always are.  How do we truly hold our judgment and explore uncomfortable ideas?

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