What could it entail, look and feel like in practice?
I did some work with a leadership team recently. In conversation beforehand, it was clear they believed that certain behaviour changes would enhance their effectiveness. They were convinced in principle about this but hadn’t yet tried it. At this stage, it felt like a proposition, a possibility. It was still at the head level, a compelling idea that made good sense rationally. We decided to experiment to see what would happen experientially.
The team chose three principles to focus on and practice. ‘Let’s be aware of space and pace (ensuring the right time and speed for each topic); rationality and intuition (being sensitive to analysis and feeling or discernment); speaking and listening (saying honestly what we are think and feel and tuning in to hear each other).’ We invited each other to hold up a green card each time we saw these principles being modelled.
It felt a bit clunky at first but the team members gave it a go and the effect was amazing. The conversation felt focused, deep and purposeful. The quality of contact between participants was enhanced and the work became more inspiring and effective. We paused to reflect on how well the team was modelling these principles at the end of each meeting and, over a short space of time, the impact was transformational.
I facilitated another group recently on solutions-focused brief coaching. It was a 90-minute workshop, a new event designed to inspire and equip leaders with a fresh approach to relationships. I wanted participants to leave with an experience of the difference this approach could make, to feel the positive impact rather than simply to understand the principles and concept. The
participants were enthusiastic and gave it a go.
We opened the workshop by inviting each person to share a current issue with the person beside them. The other person’s role was simply to help them think it through. The conversation had a 7 minute time limit, at the end of which they would reverse roles and repeat. We ended that piece by asking participants to give and receive feedback on how they had experienced the conversation, what had helped etc.
I then introduced the core principles and sample techniques of solutions-focused coaching, working interactively with the group to flesh them out. We looked at contracting, solutions-focused vs problem-solving questions and moving towards action and commitment. The group grasped the principles but I wanted to progress the workshop from idea to experience, from conceptual
understanding to compelling determination to follow it though.
So I invited the group to run a second 7 minute conversation with the person beside them, this time consciously practising this new approach. Again, after 7 minutes they reversed roles and repeated, followed by giving and receiving feedback. The shift in experience was extraordinary. The participants looked surprised and pleased at such a marked shift in their own skill and the positive impact on their partners.
The pivotal moment in each of these examples, in the team meeting and the coaching workshop, was the shift from rational awareness through physical/emotional experience to genuine conviction. Conviction based on experience can have a remarkable and truly transformational effect. It has the potential to lead forward from belief-in-principle to positive engagement, sustainable effort and profound change.