Millions saw the apple fall, but Newton asked why. - Bernard Baruch we all sat in a staff meeting to resolve some important issues to discuss or challenge to be overcome experience. Everyone is throwing out ideas and suggestions with a view to being defeated or rejected in future. Then there is that moment of silence. The argument position a person interjects. Entered into any verbal exchange while others were members of the team to bring together all the information found a simple and concise way. Comment is the answer, "Sure," I was trying to say, "You hit the nail on the head right." Just 60 minutes to discuss non-progressive thirty yards downfield moved. If you notice that everyone had great suggestions proffering were not talented, you're probably sitting there thinking to yourself, "Why did not I think of that?" If this is your question was not changed the course of the discussion that you ask yourself, "Maybe I say why not?" The new central idea is you, all rally around watching "That's exactly what I have been trying to say!"
How does this happen? How intelligent, articulate to experienced, who are then tracked the issues discussed when and how to address the situation? How we spend hours in meetings is a clear determination that more meetings need to clarify to leave with? Knowledge and ability to solve whatever problem you are facing sitting around the table. Challenge for collaborative problem solving in a way that leads to access to learning. Training, coaching and consulting its many years, I learned that two people to solve the problem come to the table with the mental map. First look at the problem-oriented as it is today. Starting with today, and look backward for answers. They remind us of where we have been honest to us by the rules should be followed. Why do we have their attention, we are in this situation we are in? I PROsiders the group says. Problem-oriented problem by avoiding past mistakes to get the results lean toward solvers. What is wrong when it's wrong, how long has it gone wrong - the correct position in the group of "pain" is great at the show. Why they did not discuss goals and meetings this might sound a little like the focus
"We get many customer complaints about service are" people we solve their problem rather than provide information on the website or resource material we want. " "We get more accomplished, but we may have lost 20% of its employees." "The target is only 24 hours a day, we can not have it working hours is unreasonable." Makers are forward-looking view on the other side of the table. SOsiders (solution-oriented problem solvers) in the group make sure they know exactly where the organization and the title should really tools, techniques, or strategies that will get you there. They believe that sometimes you have to jump in and do something. They are being critical, is taking a way to get results from it. If you do not need, they have a plan to create something new. Less constrained by rules or limitations of the past, he is always ready to move on. They focus on what can be done. You know the group meetings because they constantly tell you to solve the problem.
"All we need is for two people each manager for the project is to lend." "We answer the phone within 12 hours of each service need to set a goal." "Let's get someone in to train these people and get them to speed." "We improve the user interface can reach more straight forward." Get the most of our meetings. Analyzers to the problem consistently tell us that we move forward and solve the problem solvers to make sure that they have discovered the Holy Grail might be. Round and round we go time clock is ticking. My experience has taught me, but that both of these positions are absolutely necessary, relevant, and it is equally flawed. Narrowly tailored to both perspectives and belief systems are based on personal work and life experiences. PROsiders today are mired in the past can not see the current situation. The group also acknowledged that no situation or seemingly as hard as we want to believe is needed. What has happened or is happening, but significant degree how to move forward to provide information only.
Conversely, SOsiders the future ignore the realities of the day are focused on are. This group may be possible to know everything, but it can also be very expensive or there to make it possible for far too many obstacles are. Each scene work and life experiences is predicated on the limited set. When people stick to their position and all angles before the goal and intention of discussing the problem without looking at the decision on a course of action is lost in translation. PROsiders and SOsiders same but with different dialects can speak the language. Remains a shy explain things the way they are they are out and the other does not pay for tips that can be applied or throw. And if you think the source of the problem is people at the table - right you're. Are contained in the Pro and SOsiders so heavy my point, only slow them down and getting a chance to focus all the way to see the investment in question for which neither a definitive answer or is willing to ask. Putting these two ideas together a complete picture perfect and invaluable partner to solve the problem provides the necessary information. Working collaboratively means problems where we need to be where we build a bridge to resolve.
Every meeting - every business problem - could use some expert bridge builders. These people more than the Pro and SOsiders not explain the language, they bridge the gap between them, get people focused on the goal. Over Troubled Waters, need to build more bridges. You better build bridges to solve the problem how to learn? You resist the temptation to jump into the ground. You knee jerk reactionary beliefs and reactions to clear your mind. Before you say a word, ask yourself "Why?" We are spending time on this issue, why is it worth? If I'm right and the answer is clear why there's disagreement? Only when we set our vision challenges us to think beyond the way that we can begin to look at should be. In this case neither is prepared with a response both to actually listen to the answers and then are forced to discuss the situation. Questions to narrow the gap between a great two-way places. These questions, seemingly polar group members closer together will be forced into a search for an answer. It thus presents a good question the answer is not already known and can be a different kind of thinking can not be accessed without the means of crafting.
We consider each call in 12 hours that we have lost 20% of their employees? " Respond to if we do a project we hope to accomplish two people to lend? "What is the quickest and most effective way to solve because of complaints so that customers do not need to call?" To these questions there is usually a brief silence in the room quickly, then the "I'm not sure." "Why? Ask" "I do not know." "I really did not think about it that way." Temporary suspension of the slight pause and reason for all the cooperation and group problem solving process needs to begin. Different from other approaches to problem solving, results focused problem solvers or Bridgers mental maps that they detect problems with a variety of angles to allow the greatest number of values different perspectives and options. You can not demand that they offer a way to say something rather than to the meeting and expectations. With great potential to solve the problem they usually separate themselves goals and results than they have problems or more by focusing on solutions is not. They both want to solve problems and to investigate by finding the difference between them come to their conclusions. In that gap is attainable goals. These bridge builders grow their circle of influence as they get others to step back and see the bigger picture. Instead of focusing on different parts focus becomes what success will look like.
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