Agenda - Council Work Session - 11/22/2022

Home

DARCY WALKER MANAGEMENT REPORT 06.16.2020 • Foster a personal attitude that all improvement is a positive thing - regardless of how it comes about or who initiates it. • Recognize that it often takes courage to raise concerns - and be prepared to appreciate this courage in your team members. • See team members who bring you less than positive feedback as productivity partners, working with you positively to continually improve the way things are done. • When you're wrong, say so, as loudly and as early as you can. • Note when you automatically defend an established position - could you be more open? • Foster an environment where new ideas are welcomed and it is acceptable to question the way things are traditionally done. Challenging Activities • Publish a process for providing formal feedback on key topics. • Let your team know that you welcome feedback on concerns about anything affecting the organization and its performance. Reinforce this message repeatedly. • When someone raises a concern, thank them for taking the trouble to do so and assure them of your intention to investigate their input. • Research all concerns raised and be seen to follow up by explaining any outcomes or resolutions to those raising concerns. Be the role model for the accountability you want to develop in your team. • Be available to speak privately if a team member is concerned about public discussion on sensitive matters. • Work hard to see the perspective of those raising concerns, and be aware of your own biases, especially when repeated complaints are raised. Your team will stop bringing concerns to you if you seem disinterested or pass judgment without investigation. • Coach your team on how to raise concerns in a constructive, positive, and non judgmental manner, and encourage them to bring you their positive thoughts on how to address the concerns they raise. Li TF N I NG TO ALL POINTS OF VIEW WITH AN OPEN MIND Skills, Behaviors, and Attitudes to Adapt and Practice • Encourage others to share their opinions, including those that differ from yours. • Avoid being defensive when you receive criticism. Perceive criticism as constructive toward future improvement, rather than personally destructive to your character. • Try to understand others' positions on an issue. Take time to consider the information from their perspective. • Listen in this order: hear, understand, interpret, then respond. Do not jump from "hear" to "respond." • Make every effort to understand others' points of view on issues, and take time to consider their stake in the issue, their perspective, and possible motives for seeing things the way they do. Challenging Activities • In a hotel lobby, airport, restaurant, etc., listen and observe people for ten minutes. Note what you have heard and observed. Did you interpret your observations differently because you had no prior opinions or attitudes on the topics they spoke about? You probably listened closely and with an open mind. When your direct reports are speaking, consider sometimes imagining that you are hearing what they are saying for the very first time. You may adopt a new perspective to what they are saying, leading to an innovative solution or a fresh interpretation of long-standing issues or problems. © by John Wiley & Sons, Inc. All rights reserved. Reproduction in any form, in whole or in part, is prohibited. 27