Unpacking Tension

ASSIGNMENT

This Assignment provides the opportunity to begin to tackle the 'real life' workplace complexities in the arena of systemic tension contributing to workplace bullying.

This is your opportunity to begin to integrate your learning to date on opening systems. It is your opportunity to begin meaningful engagement underpinned by psychological safety, creating space for vulnerability. This may involve your own vulnerability. Pushing past the comfort zone, embracing the unknown and being ok with that.

Keep it SIMPLE

Safety

Any change involving people requires the foundation of relationship. A key indicator of workplaces who have challenges with their culture, is a lack of trust. To rebuild this trust, establishing a trusting relationship in any change orientated partnerships is the foundational first step, no matter how big or small that process is. You will not gain 'real' insight into what is going on for your people from their perspective if there is issues with psychological safety.

The unpacking tension points exercise is a beginning step to building safety. It also however, requires a platform of feeling safe to disclose. In organisations with closed systems, it may require consideration of a floor canvasing approach, formal contracting and unbiased positioning (e.g external contractor).

Involve

Understanding perspectives and context is everything when it comes to understanding any presenting organisational people related challenges. Once safety is established, start by seeking to understand. This requires an invested 'walking alongside approach', ensuring your people have support from the right lens of expertise and/or mandate to create meaningful change.

Finding out as much as you can, what is important, what is working well and the current challenges. Work with your people to gain insight from all perspectives, which provides the foundation for mapping out the plan forward together.

Measure

Tailoring a plan requires a focus on a clear goal and measurable key results that are required to progress towards that goal. The critical step of identifying where the tension points are and how to overcome these can be tangible key results, as well as identifying and engaging opportunities to build on this discovery process.

"One of our organisational values is Care, but some of our people have identified feeling bullied and unsupported." Identify, spotlight, talk about it. Name and unpack the tension point, find out what needs to change and create a meaningful pathway forward.

Note for those interested in upskilling in creating clear measurable action plans, check out the SIMPLE. Method Certification Link at the end of this lesson. Becoming certified in SIMPLE. involves training in the GROWTH Framework, a universal planning tool providing a step by step process for effective mapping for transformation change at any level. However for now, the challenge is to embrace vulnerability (letting go of controlled process, risking not knowing the outcome or how this is going to be achieved) and starting those conversations! Often less is more when it comes to process, as long as there is good process.

Perspective

Whether formal insights or vulnerability based conversations, explore all lenses. What do we know? What don't we know? What insights do we need from each other and others to understand the whole?

Learn

What do we know? What don't we know? What can we learn from each other and others? What formal learning requirements are there? Identify and address knowledge gaps.

Evolve

When organisations are aligned, continuous improvement potential is unleashed through a process of action and reflection; identify clear measures, practice and adapt. Evolution reflects

Note how safety is the opening space to approaching organisational development underpinned by SIMPLE.

In relation to the CASE STUDY...

Name the key stakeholders who you would need to organise a meeting (you can make up aspects that are not clear form the case study e.g roles etc) with the objective to engage in a process to unpack the tension points (see the 3 steps below). However, you must first ensure a space of psychological safety for all involved (including you!). Does this impact on who your stakeholder group might be? What are your key considerations? Are there other steps you might first need to take?

Note: In terms of addressing real life organisational tensions, it would be valuable to ensure stakeholder engagement 'cross systems' with a focus beyond leadership.

Unpacking Tension

ASSIGNMENT

Introducing our SIMPLE method

Keep it SIMPLE

Unpacking Tension Points

"The tension between professional development and workload demands"

1.

IDENTIFY

2.

SPOTLIGHT

3.

TALK ABOUT IT

"Talking about them (tension points) is one of the most powerful things you can do as it carves out a space to have those hard conversations."

Daniel Coyle
Author of CULTURE CODE

Note your reflections in the g.d HUB by
following the link below...

Unleashing the potential of people at work

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Unpacking Tension

ASSIGNMENT

Introducing our SIMPLE method

Keep it SIMPLE

Unpacking Tension Points

"The tension between professional development and workload demands"

1.IDENTIFY

2. SPOTLIGHT

3. TALK ABOUT IT

"Talking about them (tension points) is one of the most powerful things you can do as it carves out a space to have those hard conversations."Daniel CoyleAuthor of CULTURE CODE

Note your reflections in the g.d HUB by following the link below...

Unleashing the potential of people at work

Click "Edit Contents" and start uploading your learning material.

Select a course first to display its contents.

No available contents for

Registro y Pago

Registro

Producto

There are no free, paid or coming soon courses in your school yet.Why don't you create one?

The school owner is working hard preparing the courses for you.

Oops, you haven't created any courses yet.

No blog posts found in your blog. Why don't you create one?

1.

IDENTIFY

2.

SPOTLIGHT

3.

TALK ABOUT IT

"Talking about them (tension points) is one of the most powerful things you can do as it carves out a space to have those hard conversations."

Daniel Coyle
Author of CULTURE CODE

Note your reflections in the g.d HUB by
following the link below...

There are no free, paid or coming soon courses in your school yet.
Why don't you create one?