Post on 03-Jan-2016
description
Herding Cats, Owls & Other Animals To get Business Done!
Audrey Lawrence
OLA Superconference
February 4, 2005
Herding Cats
A jovial term used in Witchcraft denoting persons possessing independent spirits. They are known for their "free spirit" and resistance to authority, dogma, and organization.
What are the cats you are herding?
Agenda
• What are your cats (and other meeting problems)?
• Meeting Issues – Systemic Cats
• Personal Styles: Why they act as they do!
• Conflict Resolution
Meetings, Bloody Meetings!
• Is this meeting necessary?– Does it meet your objectives?
– How effective are alternatives?
– Is it the best use of time?
• Should you hold routine meetings?– Is it still meeting your (and group’s) objectives?
– How do you determine conditions for success?
Meeting Size
“The number of people you invite is directly proportional to the
length of any meeting…Optional is 7 – 14 participants.”
- Milo Frank
We have only two goals in life: to make ends meet and to make meetings end.
Who Should Participate?
• Who are you obliged to invite?
• Do they influence fulfillment of meeting objectives?
• Who can give you what you want?
• Who is in favour of your objectives?
• Who is on the fence?• Who can cause trouble
if not invited?
Meeting Participant Responsibilities
• Intervene or prevent problems• Coach others on difficult issues
– Find points of commonality– Agree to disagree– Focus on problem, not personality– Refer to agenda – explain rationale when setting or
submitting items
• Make Procedural suggestions• Remind team of goal, mission and purpose• Agree on next step.
Four Elements for Success
• Time Constraints– Set limits/Off-beat times– Highlight important items
• Preparation– Use Agenda/Specific issues & objectives (use action language)– Send info in advance
• Proper Presentation– Have speakers organized & coached (I.e “ You have 10 minutes to..)
• Control– Project sense of urgency/discuss1 issue at time/watch for digressions/– Don’t let latecomers interrupt flow/ Use judgment for Re-Caps
Problems are team problems, not individuals!
The AnimalsR
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P GOALS
Transforming Conflict into Potential
Conflict provides management with opportunity for creativity.
Conflict is only difference!- Mary Parker Follett (1868 – 1933)
Use it to work for you – Not to condemn it!
How?
• Superordinate goals.• Separate the problem from
the animals (peoples).• Focus on interests, not
positions.• Invent options for mutual
gain.• Use objective criteria.
Preparing for Opposition
• Know opponent's objective– What and Why
• Rework their question or point to your purpose• Shorten the decision making process
– Vote (real or straw voting)
Q: The difference between stimulating discussion and a productive meeting?
A: Results!
7 Steps for Conflict Resolution
1. Acknowledge the problem.(agree to disagree)
2. Decide on when to work on the Problem. (now or later)
3. Meet to present each side. (discuss only this issue)
4. Agree on differences.(Define the problem)
7 Steps (con’t)
5. Find areas of agreement or compromise. (I.e note unhappy with decision but will not hold up process)
6. Ask for help. (ask for suggestions, solutions)
7. Agree on the next step.
Be Bird Brained:Lessons from Geese
• By flying in a V formation, the whole flock can fly 71% further than if each bird on its own.
If people share a common direction, they can get there quicker & easier.
• Geese honk from behind to encourage those up front to keep up their speed!
• When the lead goose gets tired, she rotates back to the wing & another goose flies up to the point – it pays to take turns doing the hard jobs.
• When a goose weakens or is wounded and falls out of formation, two geese will fall out and follow him down to protect him. They stay with him until he is able to fly or until he dies. Then, they set out on their own or with another formation until they catch up with the group.
If we had the sense of a goose, we would stand by each other like that!
• Questions?
Contact:
Audrey Lawrence
613 234-5407
AudreyLawrence
@donnacona.com