By Elisabeth Goodman
HAVING FUN WITH PINTEREST
Summer is a wonderful time to reflect and play with new ideas. I’ve been having a lovely time exploring Pinterest for new insights to inspire the teams I work with in workshops.
Pinterest has only been going since 2010 and although it already has more than 70 million users it is still not widely used by people in my community, so I was surprised at how much I have started to find in the way of pictures, annotated diagrams, mindmaps, and increasingly popular infographics to inspire and illustrate some of the ideas that I use for facilitation.
If you would like to follow me on my journey of exploration, please see my “Inspiring Learning” board.
But is Pinterest’s use of visuals for everyone? One of the posts I found is a mindmap stating that we all think in pictures. And yet the NLP (NeuroLinguisticProgramming) representational styles are all about our different ways of representing and communicating information, suggesting that some of us prefer auditory, and others kinaesthetic (touch or feel) or auditory digital (‘self-talk’) representations.
Pinterest does include YouTube videos and audio files such as on this “youtube tips and tricks” board, but will that be enough to appeal to those whose preferred representational style is other than visual? Pinterest statistics suggest that female users outnumber men by 4 to 1. Perhaps we could get a demographic study by NLP representational styles?
Facilitating teams to help them achieve high performance
My colleagues and I have been facilitating a lot of team workshops – in fact that is at the heart of RiverRhee Consulting’s work for enhancing team effectiveness. The goals and approaches that we use have been evolving as our clients ask different things of us, and as we’ve been developing our own expertise in the options available for helping teams to achieve high performance.
Team members benefit from additional insights on their own and others’ personalities.
Whether the team is relatively new, or has been around for a while, there is no doubt that gaining additional insights on people’s strengths and preferred ways of behaving will enhance relationships and build a stronger team.
A 1-hour icebreaker around the NLP representational styles, or a more in-depth 2-hour exercise based on MBTI (Myers Briggs Type Indicator) can be powerful ways to kick off ½-day, 1 day or longer workshops. The overall event might be focused on team building, managing change or overall team effectiveness.
People enjoy finding out new things about themselves and those they work with, and take away insights that they continue to reflect upon and add depth to as they apply them not only at work, but also in their everyday life.
The importance of articulating the strategic context: vision, purpose and goals
Certainty and control: these are the two key enabling factors that team members identify when asked what would help them move more positively through their personal journey of change. Understanding the ‘why’ and the ‘what’ – the strategic context of their work – gives them certainty about what will happen and clarity about what they can control or at least be involved with going forward.
Encouraging senior and line and managers to articulate their strategic goals in terms of key messages grounds them in the practical reality of what they want to achieve.
Sharing these key messages face-to-face with team members also makes the managers more approachable and opens up opportunities for dialogue.
I’m excited by how working with managers on their strategy is becoming an increasing component of my role as a coach and team facilitator, both independently and with the government sponsored GrowthAccelerator initiative for SMEs.
Facilitating discussions for improving team working
Managers often wish that members would take more of an active role in improving how the team works. The answer is to give them the opportunity to have their say, and to then shape the way forward. A pre-workshop diagnostic on the different aspects of team working, as described in “Team development, pre-requisites for success and temperature checks“ can be very powerful for surfacing what’s going well, and what could be improved, especially with an outside facilitator collating the results anonymously into key themes.
It then takes only a little encouragement in a constructive workshop environment for team members to identify the priorities to focus on, along with suggested next steps and the roles they can play to address them.
Finding ways to make more of your team’s time and resources
Leaders and managers often approach us because they are looking for new ideas to address the nitty-gritty of how the team goes about its day-to-day work.
Their impetus may be a realisation that they need to do things differently in order to take on all the new things that their strategic goals entail.
There’s been a recent flurry of discussion in the APM LinkedIn group about the value or otherwise of Six Sigma and its focus on processes. We use principles and tools taken from Lean as well as Six Sigma in our work with teams. The opportunities these give for an open, constructive and fact-based discussion on how the team goes about its business has proved invaluable. Contrary to what some protagonists claim, there is lots of scope for creativity, not only in the form of incremental improvements, but also for breakthrough innovation. And yes, these workshops do make use of visual tools too!
More reflections to come
I’ll be continuing my explorations of Pinterest to expand my facilitator’s tool-kit. I’m also looking forward to becoming qualified in MBTI Step II during the summer, so that I can further enhance team members’ insights into their own and others’ strengths. Meanwhile, if you missed RiverRhee Consulting’s summer newsletter, and would like more food for thought, why not take a look at “Summer and the 3 Cs” now.
Elisabeth Goodman is the owner and Principal Consultant of RiverRhee Consulting and a trainer, facilitator, one-to-one coach, speaker and writer, with a passion for and a proven track record in improving team performance and leading business change projects on a local or global basis.
Elisabeth is an expert in knowledge management, and is accredited in change management, Lean Six Sigma and MBTI (Myers Briggs Type Indicator). She has a BSc in Biochemistry, an MSc in Information Science, is a full member of the Chartered Institute of Information and Library Professionals (CILIP) and of the Association for Project Management (APM) and is also a Growth Coach with the GrowthAccelerator.
Elisabeth has 25+ years’ Pharma R&D experience as a line manager and internal trainer / consultant, most recently at GSK and its legacy companies, and is now enjoying working with a number of SMEs and larger organisations around the Cambridge cluster as well as further afield in the UK and in Europe.