Take a clean sheet of flipchart paper. Draw a small black dot in the middle. Ask people what they see, what they notice. Almost invariably in my experience, people will say, ‘A black dot’. I haven’t yet heard someone say, ‘A white sheet of paper’. I first saw this used in an anti-racism workshop. The tutor, Tuku Mukherjee, used it as a metaphor for how we tend to focus our attention on minorities in society and ignore or don’t even see the majority. The backdrop is, in effect, invisible to us.
In this example, the backdrop forms the context for the ‘minority’. In other words, ‘minority’ only has meaning vis a vis a perceived ‘majority’. I heard one astute black speaker say, ‘In the UK, I am viewed as an ethnic minority whereas, when I look across the world as a whole, I see that I am part of an ethnic majority.’ So what we see, what sense we make of it, is contextual. To understand what we notice, we sometimes need to shift our focus to the background against which it stands out. Take, now, an example of a person who is ‘underperforming’ at work. This definition of the situation locates underperformance in the person, as if it represents a quality, aptitude or behaviour of the person him or herself. It leads us to consider how to improve the person’s performance, e.g. through mentoring or training. All things being equal, this may improve the person’s performance and, if so, we may view the situation as resolved. ‘X was underperforming…X is now performing…sorted.’ Yet what constitutes ‘good performance’ is defined by the backdrop, the wider organisation. What if performance expectations are unrealistic? What if the person does not have sufficient resources, guidance or support? What if systems, policies or procedures are such that they make the person’s work untenable? What if relationships or power dynamics are culturally toxic? What if instances of ‘under-performance’ form a repeating pattern in this organisation or team? Step back…look…see.
154 Comments
Gabriella Kovacs ACC
16/11/2017 02:21:24 pm
Thanks for this, and the ICN team coaching insights, Nick.
Reply
Nick Wright
16/11/2017 02:21:52 pm
Thanks Gabriella. You're welcome. :)
Reply
Dr Steve Barlow
17/11/2017 09:31:49 am
Valuable insights, Nick. Thanks.
Reply
Nick Wright
17/11/2017 09:43:01 am
Hi Steve. Thanks for your affirming feedback.
Reply
Sylvia Lee
17/11/2017 09:32:35 am
Part of the problem is highlighted in your ending comments about performance. The Age of Enlightenment grew out of a fundamental shift in world view in the western world to emphasize reason - there was a reason, an underlying cause, for every effect. And so we got reductionist thinking, also known as Newtonian thinking. So for several centuries we have learned to identify the problem underlying a situation. Note - problem is singular. Once we know the problem, we can fix what is broken, and done. n underperforming employee? The employee is broken, so fix him. Yet the reality is, as Nick points out, there are almost invariably multiple variables at play, so fixing one piece of the issue will only generate minimal improvement at most. Likely the causative agents are in the system, but we still use reductionist thinking, not systems thinking. Systems thinking demands paying attention - a lot of it - to context. Without context we reduce things to one cause for an effect, black and white thinking. Black dot on white paper, or white paper surrounding a black dot. Either way, it's missing the context.
Reply
Nick Wright
17/11/2017 09:48:18 am
Hi Sylvia. Well said! You may find these related short pieces interesting? http://www.nick-wright.com/blog/micro-macro; http://www.nick-wright.com/what-is-really-going-on-here.html
Reply
Nicholas Oleynick
20/11/2017 08:33:20 am
What she said. People underestimate the power of systems thinking and its relation to cooperation and results.
Reply
Nick Wright
20/11/2017 08:33:52 am
Hi Nicholas. Do you have any examples you could share?
Dr Luqman (Lucky) Rajput
17/11/2017 09:33:41 am
I love this nick, what a great idea. Thanks for sharing.
Reply
Nick Wright
17/11/2017 09:49:10 am
Thanks for such encouraging feedback, Lucky - I appreciate it.
Reply
William Chadwick
21/11/2017 01:39:52 pm
Nice exercise which can be used in a range of situations Nick and thank you for sharing it and your thoughts.
Reply
Nick Wright
21/11/2017 01:40:35 pm
Thanks William. You're welcome.
Reply
Gill Parkin
21/11/2017 02:40:19 pm
I love this article, thought provoking!!!
Reply
Nick Wright
21/11/2017 02:41:15 pm
Thanks for such affirming feedback, Gill. :)
Reply
Paul Vincent Clarke
21/11/2017 02:42:43 pm
Yes I remember that training programme with Tuku Mukherjee very well little appears to have changed sadly,then again there's always room to improve or revisit!
Reply
Nick Wright
21/11/2017 02:44:58 pm
Wow, Paul - did you do the same workshop with Tuku?
Reply
E.G.Sebastian - CPC, CSL
21/11/2017 02:45:55 pm
Super cool! (I'll probably use this in my future presentations). As far as your underperforming employee... what if s/he is just a lazy ass, trying to get away with as little work as possible :) -- Ying/Yang - you raise a great point, while fact is that some people are just lazy, or horribly uninterested in the work they do. It'd be great if we all applied only for jobs that we totally love; but then, lots of low-skill, high-discomfort jobs would go unfilled...
Reply
Nick Wright
21/11/2017 02:54:45 pm
Thanks E.G.! Yes, that ('lazy ass') is possible. I think you raise some really interesting questions. If a person is horribly uninterested, what might that say about the system/culture as well as about the individual, including the choices they are making and what sense they are making of what they are doing? Your final comment makes me wonder why we undervalue and pay such low wages for jobs that are high-discomfort, even if they are low-skill..?!
Reply
Martine Dinh
21/11/2017 08:55:26 pm
Exactly! Thank you ...
Reply
Nick Wright
21/11/2017 08:56:07 pm
Thanks Martine. :) You're welcome.
Reply
Dr Eugene Fernandez
21/11/2017 10:07:06 pm
A powerful metaphor Nick along with some great examples.
Reply
Nick Wright
21/11/2017 10:07:32 pm
Thanks Eugene!
Reply
Meryl Gilbert
22/11/2017 11:02:35 am
A point very well articulated Nick - I enjoyed the read thank you. I am of course going to be seeing the equivalent of black dots all day now though :)
Reply
Nick Wright
22/11/2017 11:03:48 am
Thanks Meryl. Yes - a variation of 'dots before the eyes' syndrome! :)
Reply
Heather Day
22/11/2017 11:04:21 am
Thanks Nick it's very easy to forget that our perception of things is so conditioned by our place in the majority or minority. I do some work in a school in Southall where I'm in the minority and its a good reminder and way to see things from others perspectives.
Reply
Nick Wright
22/11/2017 11:14:35 am
Thanks Heather. I had an interesting conversation with a social worker friend in Germany about the recent influx of refugees and migrants from the Middle East and North Africa. He commented that, when we think about 'majority' and 'minority', it all depends on our frame of reference - e.g. whether that be race, gender, culture, language, age, profession, birthplace, hobbies or whatever. By shifting the frames of reference, we can discover new dimensions of what we hold in common as well as where there are differences.
Reply
Jose Santiago
22/11/2017 11:17:21 am
Indeed, its bias we have in the brain, as we look for what does not fit, the saying hidden in plain sight, is similar. I really like your use in the racial or ethical context as I am always facing this problem. As much of my work has taken me across the globe I did not think of it in the light you placed on it. If you don't mind I wish to use it next week in a group session I have sand only have a few minutes for this issues of minority issues.
Reply
Nick Wright
22/11/2017 11:19:04 am
Hi Jose. I'm pleased you found the blog useful. Yes, feel free to use it. I would be curious to hear what response you get from the group!
Reply
Bruce Watkins
22/11/2017 11:28:04 am
Good analogy Nick. To me, a successful organisation arises from having good people working in well developed systems and guided by appropriate leadership.
Reply
Nick Wright
22/11/2017 11:29:06 am
Thanks Bruce. Those are good examples of contextual factors that can make a big difference.
Reply
Henry Kwok
22/11/2017 11:30:26 am
Nick. what you wrote is really about a conditioned reaction. have you tried putting the black dot on the paper before the session and simply pin up the piece of paper?
Reply
Nick Wright
22/11/2017 11:34:00 am
Thanks Henry. That's a topic which, having worked with people in Thailand, Vietnam, Cambodia, Singapore and, most recently Philippines, intrigues and fascinates me. I will order a copy of the book today! :)
Reply
Henry Kwok
24/11/2017 11:00:46 am
@Nick.feel free to contact whenever you pass through singapore.
Nick Wright
24/11/2017 11:01:15 am
Thanks Henry. That would be great!
Brigitte Jowanka
22/11/2017 11:37:25 am
A snowcovered lake with a fishing hole.
Reply
Nick Wright
22/11/2017 11:38:41 am
Thanks Brigitte. I'm curious - how far do you think living in Austria (or anywhere else) influences what you see?
Reply
Kathy Rodwell
22/11/2017 11:39:11 am
Great "what if" questions, great article!
Reply
Nick Wright
22/11/2017 11:39:30 am
Thanks Kathy! :)
Reply
Srihari Balasubramaniam
22/11/2017 03:41:00 pm
This is an interesting insight Mr. Wright and o agree sometimes we focus narrowly on the issue without examining if there are any underlying factors and stressors that are fuelling the issue. Most often it turns out that way.
Reply
Nick Wright
22/11/2017 03:42:16 pm
Thank you, Mr. Balasubramaniam. You may find these related short pieces interesting? http://www.nick-wright.com/blog/micro-macro; http://www.nick-wright.com/what-is-really-going-on-here.html
Reply
Srihari Balasubramaniam
23/11/2017 11:34:52 am
Thanks for sharing these..I have bookmarked them.
Nick Wright
23/11/2017 11:35:36 am
Hi Srihari. You're welcome!
Fi Hills
23/11/2017 11:29:18 am
Love it. :)
Reply
Nick Wright
23/11/2017 11:29:37 am
Thanks Fi! :)
Reply
Katy Murray
23/11/2017 11:32:18 am
LOVE this Nick Wright ✨
Reply
Nick Wright
23/11/2017 11:32:57 am
Thanks Katy!
Reply
John Johnstone
23/11/2017 11:36:48 am
Great article. Context is so important. Thank you.
Reply
Nick Wright
23/11/2017 11:37:16 am
Thanks for your kind feedback, John.
Reply
Brigitte Jowanka
23/11/2017 11:38:07 am
I would think: who am I to tell someone else what they need to see or think.
Reply
Nick Wright
23/11/2017 11:41:47 am
Hi Brigitte. Thanks for your comments. I agree - 'maybe we all just perceive with the glasses we wear'. There is a sense in which we construe what we perceive, personally and culturally, rather than simply see 'what is' - if that were possible and meaningful. Are you familiar with social constructionism?
Reply
Digvijay Sharma
23/11/2017 12:30:50 pm
Love it !!
Reply
Nick Wright
23/11/2017 12:31:47 pm
Thanks Digvijay! :)
Reply
Jeff Moran
23/11/2017 01:16:38 pm
What other type of metaphors do you pull out from the exercise.
Reply
Nick Wright
23/11/2017 01:21:11 pm
Hi Jeff. I think those are great questions. I typically use the activity to illustrate principles from Gestalt psychology, particularly in relation to the notion of 'figure' and 'ground'. You may find these related short pieces interesting?
Reply
Steven Rowe
23/11/2017 01:22:25 pm
I found this very interesting and would like to use it on some diversity & inclusion training I am planning. I'm always on the look out for new approaches to help people understand an issue that has long been overcomplicated by "experts".
Reply
Nick Wright
23/11/2017 01:23:45 pm
Thanks Steven. I'd be very interested to hear about any other approaches you have used, particularly with cross-cultural groups if you have experience in that area?
Reply
Lynette Embree
23/11/2017 01:25:23 pm
Nick — thank you for this perspective. I agree that we often focus on the “minority” and don’t even see the “majority”. Thanks again!!
Reply
Nick Wright
23/11/2017 01:25:53 pm
Thanks Lynette. You're welcome. :)
Reply
Carol Bull
23/11/2017 06:45:18 pm
Great article Nick - thanks for sharing.
Reply
Nick Wright
23/11/2017 06:45:51 pm
Thanks for your encouraging feedback, Carol.
Reply
Linda Barrett
23/11/2017 06:46:33 pm
Like it. Step back, look and see.
Reply
Nick Wright
23/11/2017 06:47:01 pm
Thanks Linda. Nicely put.
Reply
Sally Peters, MS
23/11/2017 06:47:47 pm
What a great perspective! I love this.
Reply
Nick Wright
23/11/2017 06:50:13 pm
Thanks for such affirming feedback too, Sally.
Reply
Carl Haynes
23/11/2017 06:51:08 pm
Thanks Nick.
Reply
Nick Wright
23/11/2017 06:51:33 pm
Hi Carl. You're welcome.
Reply
Anna B.
23/11/2017 08:21:07 pm
Amazing post and I have a very personal experience of this. Could not have written it better so thanks for this post.
Reply
Nick Wright
23/11/2017 08:21:35 pm
Thanks Anna! :)
Reply
Daniela Zimmermann
23/11/2017 09:10:37 pm
Always good to differentiate.
Reply
Nick Wright
23/11/2017 09:11:08 pm
Hi Daniela. Always good. Not always easy.
Reply
John b. May
24/11/2017 10:48:40 am
Rather a lot of mixed messages?
Reply
Nick Wright
24/11/2017 10:49:03 am
Hi John. Say more..?
Reply
Craig Yetter
24/11/2017 10:52:24 am
A very nice analogy. Thanks for sharing.
Reply
Nick Wright
24/11/2017 10:52:47 am
Thanks Craig. You're welcome.
Reply
Anne Hudson
24/11/2017 10:53:38 am
Thought provoking piece - thank you.
Reply
Nick Wright
24/11/2017 10:54:15 am
Thanks Anne. That's encouraging to hear! :)
Reply
Michael Romig
24/11/2017 10:54:51 am
Great way of creating awareness. Thanks for sharing.
Reply
Nick Wright
24/11/2017 10:55:24 am
Thanks Michael. I thought so too.
Reply
Helen Grantham
24/11/2017 10:56:10 am
Thought provoking and makes me think of the Burke- Litwin model of how organisations are made up of many parts, all need to be aligned for great individual and organisational performance.
Reply
Nick Wright
24/11/2017 10:57:13 am
Hi Helen. Yes - you may find this related short piece interesting? http://www.nick-wright.com/blog/micro-macro
Reply
Faynan Elahi
24/11/2017 10:58:38 am
Thanks Nick for sharing such a nice article.
Reply
Nick Wright
24/11/2017 10:59:21 am
Hi Faynan and thank you for your kind response.
Reply
Sue Kennedy (MAHRI)
24/11/2017 11:23:08 am
Great article, thank you Nick.
Reply
Nick Wright
24/11/2017 11:23:32 am
Thanks Sue! :)
Reply
John Varney
24/11/2017 03:12:16 pm
Yes indeed, the difference is what we perceive. That does not mean that sameness is a virtue. Perhaps we need to ask how we can use the difference to guide our thinking - can we use it to spur us to greater understanding? For creative work we routinely use the variety of perspectives of a diverse group to intentionally enrich our thinking. Good teamwork is a result of diversity of input contributing to coherence of rich output.
Reply
Nick Wright
24/11/2017 03:18:13 pm
Hi John. Yes, some people perceive and notice difference. Others perceive and notice similarity. We can see this demonstrated when we and others visit, say, a different country or culture. Some return and talk about all the differences, others what was similar.
Reply
Krystel Grace Paloma
24/11/2017 06:07:02 pm
Thanks for sharing this post. As a Trainer, I often look for ways to help my learners open their minds to new ideas and break stereotypes. As a coach to these learners, thank you for giving me another way to look at different scenarios and different perspectives.
Reply
Nick Wright
24/11/2017 06:08:17 pm
Thanks Krystel. That sounds like a good training philosophy.
Reply
Christa Barbara
24/11/2017 10:43:32 pm
That is what our maths teacher did when he started his first lesson with us in the 5th (we were 10years old at Times) - he explained is that this is the complete universe, hence the complete maths, physics and life - I was very much inpressed and year by year I had a better understanding but what he was trying to tell us - never forgot it!
Reply
Nick Wright
24/11/2017 10:44:05 pm
Hi Christa. Sounds like your teacher made quite an impact!
Reply
Gina Campbell
24/11/2017 10:44:50 pm
Wonderful use of metaphor to make your point.
Reply
Nick Wright
24/11/2017 10:45:35 pm
Thanks Gina. Yes, I was very impressed when Tuku used it.
Reply
Dr. Zareen Karani Araoz
24/11/2017 10:46:20 pm
Right on. Thank you!
Reply
Nick Wright
24/11/2017 10:46:55 pm
Thanks Zareen. You're welcome!
Reply
Byomajit Mishra
26/11/2017 07:22:53 pm
Hi Nick. I am happy that I read your write-up. Though you have presented it nicely, its not about presentation, its about the right kind of issue you have pointed out. In most of the cases, we fail to see the backdrop or even if we see we tend to not to look at it.
Reply
Nick Wright
26/11/2017 07:24:12 pm
Hi Byomajit. Thank you for such kind feedback. May you stay blessed too.
Reply
Lori A Peterson, PhD RODC
26/11/2017 07:28:04 pm
Love this use of imagery and analogy. Thank you!
Reply
Nick Wright
26/11/2017 07:29:11 pm
Thanks Lori! Yes, I think Tuku really hit on something with this metaphor. Evocative and revealing.
Reply
Arlin Pauler
26/11/2017 07:30:12 pm
Good example of Human-Centered management. Less fear, less turn over, more productivity.
Reply
Nick Wright
26/11/2017 07:31:10 pm
Thanks Arlin. I guess it's where a systems approach can sometimes create greater empathy and understanding.
Reply
Clare Stafford
26/11/2017 07:31:59 pm
I LOVE this too!! Reminds we of Wollants, Therapy of the situation, an approach that doesn't make a person 'wrong' but looks at the entirety of factors that comprise the situation and then designs an intervention at this broader level.
Reply
Nick Wright
26/11/2017 07:33:02 pm
Thanks Clare! I haven't heard of Wollants. I'm very curious - can you say more..? Do you have any examples from practice?
Reply
Arthur Basley
26/11/2017 07:37:48 pm
Thanks Nick. Simple yet powerful.
Reply
Nick Wright
26/11/2017 07:38:36 pm
Thanks Arthur. That's what I like about the dot and sheet too.
Reply
Olu Burrell, MSOD, ACC
26/11/2017 07:39:33 pm
Thanks for sharing this! It invites us to test our assumptions and ask the question “Do we have the problem we think we have?” Excellent!
Reply
Nick Wright
26/11/2017 07:40:19 pm
Thanks Olu. That's a great question!
Reply
Wissam Assouad
26/11/2017 07:41:20 pm
Thanks Nick for sharing this.
Reply
Nick Wright
26/11/2017 07:41:57 pm
Thanks Wissam. You're welcome.
Reply
Jerry Gray
26/11/2017 07:44:23 pm
Thanks Nick, point (small & black!) well made. I learnt many years ago as a change management consultant to be wary of executive exhortations to 'help fix' a particular team, function or department. Once you really understand the reasons for 'underperformance', they rarely stop at the organisational boundary of the group you are working with. And neither do the solutions...
Reply
Nick Wright
26/11/2017 07:46:42 pm
Thanks Jerry - and well said. :) You may find this short related piece along those lines interesting? http://www.nick-wright.com/blog/micro-macro
Reply
Manuel Mateos
26/11/2017 07:47:51 pm
Great idea! It may be useful for reinforcing and enlightening many subjects on effective perception and interaction. Thank you!
Reply
Nick Wright
26/11/2017 07:48:30 pm
Hi Manuel. Yes, I think so. Thank you!
Reply
Rajkumar Chakravarthy
26/11/2017 07:49:42 pm
Thu is a different perspective.
Reply
Nick Wright
26/11/2017 07:50:29 pm
Hi Rajkumar. I'm interested. Can you say more..?
Reply
Bolanle Enang
26/11/2017 07:51:16 pm
Fantastic read.
Reply
Nick Wright
26/11/2017 07:51:55 pm
Wow - thank you for such encouraging feedback, Bolanle!
Reply
Manuela Hjelseth
26/11/2017 08:05:24 pm
Great article and use of metaphore Nick, that can be used in many contexts. And yes...what is good performance? Depending on individual perception and corporate standard you will find as many statements as there are people.
Reply
Nick Wright
26/11/2017 08:06:23 pm
Thanks Manuela and, yes - very true.
Reply
Deborah Huisken, PCC
26/11/2017 08:07:57 pm
Nick, I think it a lot easier to read about and think we understand such things than it is to actually integrate and act from those learnings. That’s why I am such a strong believer in experiential learning, and in encouraging people — myself and my clients — to step outside of our contexts to see and feel them from a different perspective. It's difficult if not impossible to know what we don't know and understand what we’ve not experienced... To me, that deeper level of learning, understanding and then action, which is where the real change takes place, is what’s needed for such things to really make a difference.
Reply
Nick Wright
26/11/2017 08:10:39 pm
Hi Deborah. Thanks for your reflections. On the importance of 'experience', I agree. You may find this short related case study article interesting..? http://www.nick-wright.com/just-do-it.html
Reply
Lisa Iarkowski
26/11/2017 08:11:39 pm
That's a great exercise to bring awareness to context. Considering a person's context or system they are living and working in is fundamental. But organizations also need help seeing where their systems are helping or failing and be willing to make changes that will elevate performance more broadly. Training and coaching individuals won't be enough if systems problems aren't addressed.
Reply
Nick Wright
26/11/2017 08:13:10 pm
Thanks Lisa - and well said. You may find that this related short piece on systems resonates? http://www.nick-wright.com/blog/micro-macro
Reply
Heather Prince
26/11/2017 08:14:35 pm
I too asked my meditation group, what did they see and got the answer of the black dot, rather than the white vastness of possibility around it.
Reply
Nick Wright
26/11/2017 08:15:22 pm
Hi Heather. Thanks for sharing that experience. Did the group have any further reflections on what happened?
Reply
William C. Hensel
26/11/2017 08:16:34 pm
Amen and thanks, Nick. Engaging the capacity to shift perspectives, to entertain alternative principles of organization and interrelationships and interpretation and action, is a very significant component of functional intelligence and effectiveness in any case or context.
Reply
Nick Wright
26/11/2017 08:17:16 pm
Thanks William. :)
Reply
Helen Hastings
26/11/2017 08:28:33 pm
Love this, simple but effective.
Reply
Nick Wright
26/11/2017 08:29:00 pm
Thanks Helen. I agree.
Reply
Jacqueline McCarron
26/11/2017 09:40:37 pm
I am a classic example of someone with potential and A Toxic And Un-Yielding Corporate Culture.
Reply
Nick Wright
26/11/2017 09:41:14 pm
Hi Jacqueline. Intriguing. Do you want to say more..?
Reply
Rebecca (Beck) Henshall
26/11/2017 09:42:16 pm
Thanks Nick, great reminder!
Reply
Nick Wright
26/11/2017 09:42:37 pm
Thanks Beck!
Reply
Janet Steinwedel, PhD
27/11/2017 02:36:35 pm
I see a lot of uses for this exercise and am particularly thinking of using it with some team building I have coming up. Asking the team what they see could bring some interesting conversations out in the open. Team members might first think of the dot as themselves (positively or negatively), then as the team (again positively or negatively). The white could represent the opportunity the team has. Of course, the team might see themselves as the white space and the black dot as some speck of difficulty. There are a multitude of ways this could go but it could get conversation flowing quite effectively. With a team that's having difficulty it might be good to have them journal their thoughts and then more carefully invite their sharing something that they wrote. Thanks for the exercise!
Reply
Nick Wright
27/11/2017 02:37:36 pm
Thanks Janet. I would be interested to hear how the team responds and what insights emerge!
Reply
Joan M. Capua
27/11/2017 02:43:08 pm
You are spot on! Or should I say "dot on ".
Reply
Nick Wright
27/11/2017 02:43:37 pm
Thanks Joan! :)
Reply
Jackie Arnold
27/11/2017 02:44:13 pm
What a wonderfully simple way to raise cultural awareness. I'll definitely use this example. Thank you.
Reply
Nick Wright
27/11/2017 02:44:50 pm
Thanks Jackie. Yes, I think so too.
Reply
Shelley Tripathy
27/11/2017 02:46:22 pm
Thank you Nick. Can we pls have more such posts. Really provide good insight.
Reply
Nick Wright
27/11/2017 02:46:48 pm
Thanks Shelley.
Reply
Harold Russell
27/11/2017 02:47:38 pm
Thanks Nick. And with the person who is underperforming (paragraph 3) we invariably pay attention to the things that aren’t working with/for them rather than to all the things that are (i.e. all their strengths) which we can become oblivious to.
Reply
Nick Wright
27/11/2017 02:50:25 pm
Thanks Harold. I think that's where insights and practices such as positive psychology, strengths-based work and appreciative inquiry can be so hope-inspiring and confidence-building - and achieve very different results. You may find this related short piece resonates with you? http://www.nick-wright.com/blog/an-appreciated-inquiry
Reply
Jony Mandal
27/11/2017 03:06:33 pm
Well presented thought!
Reply
Nick Wright
27/11/2017 03:06:51 pm
Thanks Jony!
Reply
Kim Morino
28/11/2017 10:44:12 am
As a coach and professional Resume Writer, I have found in many cases, underperformers were placed in the wrong job for their skills. When place in the correct job for their skills they quickly excel and get promoted.
Reply
Nick Wright
28/11/2017 10:46:04 am
Thanks Kim. That has often been true in my experience too. It's also, sometimes, about where people place themselves which is where things like spiritual, existential and career coaching can be so valuable.
Reply
Corby Furrow
28/11/2017 10:47:19 am
Great article. It is so important to look not just at the “obvious”.
Reply
Nick Wright
28/11/2017 10:48:22 am
Thanks Corby. Yes - I agree. You may find this short related piece interesting? http://www.nick-wright.com/blog/micro-macro
Reply
Donald George
28/11/2017 10:49:25 am
Interesting article. However, I don't see today's diverse society summed up in just two groups - a white sheet of paper and a black dot. We are enjoying success with the contributions of many.
Reply
Nick Wright
28/11/2017 10:50:59 am
Thanks Donald. Well said. I think we can think of people, groups and cultures as multifaceted rather than binary...and in terms of dynamic complexity rather than simple static difference.
Reply
Matthew Buesing
28/11/2017 10:52:01 am
Nick, thanks for sharing. I can see this exercise having a worthwhile impact on long-standing, siloed organizations who focus heavily on antiquated methods and have a resistance to see the greater, ever-changing environment and its effect on business.
Reply
Nick Wright
28/11/2017 10:53:15 am
Thanks Matthew. I think that's an interesting and useful application of the metaphor.
Reply
Anne Owen
29/11/2017 10:07:30 am
Thanks for this Nick. The white page is simple and profound. Developing systemic awareness in relation to performance is more challenging. HR people out there: how much focus is there on systemic context in standard performance management development?
Reply
Nick Wright
29/11/2017 10:09:52 am
Thanks Anne. Yes, I once worked with an HR leader in Vietnam who, recognising systemic interdependencies, abandoned individual competency frameworks and performance plans/reviews and shifted to a team-based system instead. You may find these related short pieces interesting? http://www.nick-wright.com/blog/micro-macro; http://www.nick-wright.com/what-is-really-going-on-here.html
Reply
Leave a Reply. |
Nick WrightI'm a psychological coach, trainer and OD consultant. Curious to discover how can I help you? Get in touch! Like what you read? Simply enter your email address below to receive regular blog updates!
|