Sometimes flipping your perspective leads to innovation. A number of years ago, I got to meet the great bicycle visionary, Dick Ryan. I have always been a big bike fan, and quite by accident got to see Dick’s prototype, the Avatar, a recumbent bicycle. In conceiving it, Dick flipped the concept of upright riding, and refined a kick back, lie back bicycle that immediately changed your perspective and yielded a far more comfortable ride. I just loved the feeling and as soon as they went into production, I bought one. And I have loved riding it for years.
Reversing doesn’t always yield respect though. Sometimes the spandex speedsters make fun of me, all smiles going slowly up a hill. They grimace, and yell, “Doesn’t that go faster.” My reply always is, “I got this to slow down.” They never say anything to me on downhills as the recumbent turns into a luge!
We teach this technique along with 27 others, to help people refine their innovative thinking skills. Flipping perspective can be a conscious choice, and you can get better at it with practice. It’s helpful to see other’s perspectives, and it develops the ability to see rather than just look. In our work, we call it the Reversing technique, and it’s a powerful way to gain insights not ordinarily available to us. Reversing often develops empathy and is an essential component to design thinking.
If you are ever near our headquarters and want to change your perspective, I am always willing to give you a ride on the Vanguard, Dick’s production name for his original Avatar. Come by and experience getting “bent” as they say in the lingo of recumbent riders. And, if you’d like to discuss our ITS (The Innovative Thinking System) workshop or become a trainer of ITS, give us a shout, McNeil Consulting is the Master Trainer company for the US market. We’d love to talk to you about turning work into play. Watch out for me and others on our recumbents. We see things differently.
You can find any number of articles written on how to stand out from the crowd, to differentiate yourself. The click bait is everywhere. Fitting in is another way to stand out. Collaboration is hard. It requires facing the group paradox head on and solving the I / We dilemma for your self. On real teams, members can lead from anywhere. They can suggest, support, give and take. Membership can be measured by how connected you feel you are to the team and the team’s goals. Heating up team membership is a powerful way to increase team productivity. And it’s done through the work of the individual members. Helping others on the team can be a real source of joy and celebration. On sport’s teams, we call it an “assist.”
Fitting in does not necessarily mean compromising your beliefs or values or giving away the store. On great teams, members learn to anticipate the needs of others and fill those needs quickly, often without talking. It’s wonderful to see this in action and even more enjoyable if you happen to be the recipient. In this context, fitting in is about increasing one’s awareness to include other members as well as the team. Humor, lightness, flexibility, and healthy self-deprecation can all be part of this way of working.
In our Life Orientations work (LIFO) we identify these team members as having an Adapting / Dealing style. What’s more, these preferences can be learned and practiced. When these behaviors become part of the group norm, you can expect surges in productivity, joy, celebration, and cohesion. These are truly memorable teams. Sure click on the promises of how to stand out, as long as you incorporate those ideas into how you can fit in by helping your team to succeed.
Would you like to increase your Influence with the key people in your life?
Have you ever wondered why some people are so action-oriented, while others wait and reason everything out? Or why some people just run when conflict arises? This is your opportunity to understand the characteristics and typical behaviors that everyone displays, and learn how you can expand your ability to work as part of a group while valuing individual differences.
The LIFO® training session begins by helping you to understand your basic orientation to life and work, as well as the orientations of those that you interact with on a daily basis. You can rely on new knowledge that shows your basic orientation to life- what we call your “personal style”- or strengths, and you can learn new skills to maximize to your effectiveness in communicating with others.
LIFO® Training focuses on what’s positive about leaders, teams, and individuals. The LIFO® Method teaches you how to unlock the hidden potential of individuals and teams. LIFO® describes four orientations to personal behavior: Supporting Giving, Controlling Taking, Conserving Holding, and Adapting Dealing. These styles are presented along a low to high range scale and individuals most likely have a personal style that embraces a variety of these orientations. You are not boxed into a label, but rather your behavior flows among them given the circumstances of daily life. The program also shows your behavioral styles under stress. By fully understanding and learning how you can use and expand the use of your styles under different circumstances and with different people, you can enhance your professional career.
A one-day training program will allow you to explore how you can make more of your strengths and minimize ineffective behavior. During the session, participants will learn how to make decisions, deal with stress, implement personal growth plans, manage time and create an environment where you can feel rewarded and encouraged.
This is a unique opportunity to focus on you and expand your core abilities. Don’t miss out!
One of our long term partners - Group Mind Express offers a great assortment of collaboration tools that we have used for over two decades. Their tools get better over time as well as easier to use and more intuitive. We feature these tools in our Facilitation Mastery Series.
We have made use of this model for over 25 years. It’s the most comprehensive team model out there. The model uses simple and direct language to describe the journey teams make on the way to high performance and beyond.
The value it brings to leaders is a visual statement that describes the seven stages of team development along with three keys for each stage. The keys give an easy to understand summary of the issues team members must face and then resolve on their way to high performance.
Using the model creates a structured way to hold meaningful dialogue about where the team is now, and what can team members do to enhance their productivity. The model makes it easy and simple to identify what has to be done and by whom. It also makes clear that team development is everyone’s business.
If you have any questions about it’s use or about how you can become certified in using the Drexler Sibbet Team Performance Mode in your work, ask us about joining our guild. We help both external and internal consultants learn to use the model and integrate it into their consulting practice.