Join us for an interactive day of learning and the practical application of 10 thinking tools at Melbourne’s most prestigious training venue.

People and organisations are seeking improvement and quality across many areas except that which is the most important – the quality of the way they think. If we improve the quality of our thinking the quality of the actions that follow will improve.

The Six Thinking Hats are designed to dramatically improve the way individuals and groups think. The methods are used to look at issues from multiple perspectives and help teams to move beyond their habitual thinking styles to achieve a more rounded and thorough view of a given situation. In this full day session participants will develop:

• a sound understanding of multiple thinking styles,
  

• the ability to design and lay out a thinking process,
  

• The ability to better navigate complex and difficult issues,

• the ability to design and facilitate effective, outcome oriented meetings,     

• the ability to generate genuinely new ideas using lateral thinking methods,     

• and become more thorough and objective thinkers.

The session will be held at Melbourne’s premier training venue and all participants will be provided with an optional work-based assessment with which to immediately start to apply and embed the methods and practice back in the workplace. Successful completion of this assessment provides the “Blue Hat Facilitator” Pin.  Email & telephone coaching will be provided to assist with this at no additional cost.

Course Brochure: Six Thinking Hats ALDC May 29, 2012

To Register: Click Here

For more information, contact Frank at Think Quick on 0400 109727, or think.quick@me.com

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My previous post prompted thoughts about the eternal struggle within organisations between those who understand the need for new design going forward and those who would rather see the world through a rear-view lens and adopt reductionist approaches. It’s easy enough to promote the former as the most proactive and the latter as the reactive enemy of progress. However, I’m not sure that this is helpful or even correct. Both are valuable.

It seems that across any given topic there is a tremendous diversity and range of views and it is the views at the extreme ends that capture most of the attention. As a simple example, across an environmental continuum we have fervent kaftanned, Greenies at one end who will happily chain themselves to trees to stop the bulldozers, and at the opposing end we have the rapacious, property-developers who focus solely on the almighty dollar. Most of us of course sit somewhere in between.

If we imagine the continuum forming a rope that is being pulled from each end we have the most active views expressed at the extreme ends. I suspect it is the tension created by these extreme ends that helps to keep the overall position of the rope centred. If we suddenly lost the voice and “pull” of the most strident Greenies the rope would most certainly be pulled toward the rapacious development side, where we’d all end up living in treeless McMansions. Conversely, if we didn’t have the developers, the “pull” exerted by the extreme environmentalists would have us all living as hairy arm-pitted, mud hut dwelling, Wickens worshiping the Earth Mother.

The extreme views of each serve to keep the rope taut and centred. Those who occupy the middle ground and move up and down the rope depending on context, are the ones who are in the best position to help an organisation achieve its goals.

Back to those who favour saving and cost-cutting approaches to efficiency and those who favour new design approaches. The ideal scenario is one in which we utilise both approaches. As context changes so too does the need for differing interventions. Sometimes it will be creative design and sometimes it will need to be the reduction of something current. Either way its important to understand the drivers for each and learn to fluidly occupy the rope between the extremes. A combination of both approaches is the ideal.

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There are two broad pathways to efficiency and sustainable practice.

Mandated requirements to look beyond economic considerations demand that we make a concerted effort seek out new ways and means of developing efficient and sustainable business practices.

The first pathway is one we all understand and routinely apply – i.e. conserving our resources so they are not depleted and therefore available for ongoing use. The second involves designing new and improved ways of doing things that do not tie us to the limiting factors of current thinking, practice and resource.

The first path is about the maintenance of the status-quo. So even when we act sustainably we can in effect be going backward with the quality of our services diminishing. I refer to this approach as Rear-View path. It is largely reactive and although we seek to move forward with good intent, this is in effect like trying driving a car whilst focusing primarily on the rear-view mirror and not the windscreen.

The Rear-View is dominated by austerity methods such as staff cuts, wage-freezes, cost-cutting and a hold on new projects. With the Rear-View to sustainability we adopt reactive and precautionary approaches in which we seek to do the same things we have done in the past but faster and at less cost.  The Rear-View pathway is characterised by  short-term “management” thinking that ultimately contributes to a downward spiral in efficiency given that service demands usually increase, and cheaper and faster rarely equate to better.

The old mantra of doing more with less is fine but let’s focus on the more in addition to the less.

The second path to sustainability is a proactive one and through new design focuses on the “more”.

With design we seek to develop new ways of delivering the same value (or better) but in manners newly conceived. The thinking here is quite different to the Rear-View and I refer to it as Forward-View (not a real imaginative name I know, but it serves purpose!) On this Forward-View pathway we design and navigate our way forward with an eye firmly focused on the future. The Forward-View is characterised by new thinking, design and navigation. This pathway challenges the status quo and asks “Are they other ways we can do this better?”

Longer-term “leadership” thinking forms the basis for the Forward-View as we focus on What can be rather than the usual What is. Forward-View approaches involve the application of methods that assist organisations to build agility and navigate difficult times with greater impact.

These methods include:

1. New ways of focusing on and defining our real issues
2. New ways of thinking and collaborating,
3. New means of tapping into our diversity & knowledge,
4. The means of scanning and understanding the shifting environment,
5. New ways of generating genuinely new perspectives, insights & approaches, and
6. More practical means of safe implementation that are not bogged down with bureaucratic processes and the fear of failure.

Austerity methods absolutely have their place but we need to be aware of their limitations and not overuse them when better ways can be conceived.

Both pathways need to be applied and intertwine, but we must learn not to routinely default to the Rear-View path alone as our management practices to date have had us do.  The degree to which one pathway predominates is wholly dependent on context but an approach to sustainability that involves only one reactive pathway diminishes capacity over time, and this is not sustainable.

Organisations looking to build on their capacity to navigate difficult economic times and make sustainable practice a part of normal business are invited to contact us at Think Quick to discuss how we can assist in incorporating Forward-View thinking and action with a view to building business efficiency and proactive sustainable practices.

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One of the most important things we do in organisations is interact in meetings.

Yet 90% of people I speak to indicate their meetings are not as productive as they could be or worse, a waste of their time. There is a general consensus across industry that our meetings are all too often insufficiently focused, lacking sound collaborative approaches, have a limited outcome orientation and consume way more time than is necessary.

The importance of meetings in an organisation cannot be understated. In terms of knowledge-transfer and decision-making our meetings are potentially our most potent method because we:

• have the right subject matter experts invited and in attendance,
• if they are in attendance, they should be there with intent, and
• they are in a face-to-face setting where the most meaningful communication should be possible.

There are a number of methods doing the rounds that focus on improving meeting processes and many of these work well but the key to effective meetings is addressing the thinking that takes place within those processes. At Think Quick we have facilitated many difficult and potentially difficult meetings using the Six Thinking Hats and have high levels of success.

Not all meetings of course require such facilitation, I suspect a great deal could be run simply and efficiently if the participants could simply develop some tolerance and empathy for opinions that differ from their own. However, we routinely use the  parallel thinking of the Thinking Hats when:

• there are strongly held views
• there are challenging issues at hand
• there are diverse perspectives on offer
• the conversation is rambling and unfocused, and
• when time is short

The challenge is to incorporate the methods into meetings so they become a part of business practice and are routinely applied. This challenge when accepted is one that can bare great benefits.

To date, just a few of our client’s successes using parallel thinking in their meetings have been:
• Millions of dollars worth of savings in one Department where such saving could not be envisaged prior.
• A $600,000 saving within a business unit as a result of training in the thinking and its subsequent same day application to a key issue.
• The smooth planning of moving 20+ city locations into one newly constructed building.
• A business restructure planned and implemented without any of the associated angst by getting everyone thinking in parallel throughout.

Meetings can be productive, focused and enjoyable. They are the primary engine-room for transferring knowledge and making decisions in organisations, so if you get the thinking right in your meetings right, the flow-on effects are substantial.

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As the economic climate tightens and the challenge not just to thrive but survive increases, the need for Business Efficiency has rarely been greater. Irrespective of industry type we are all going to need to do more with less, increase savings & revenue and improve our product and service delivery. Not only this, it’s all going to have to be done in a sustainable manner.

We don’t however, just suddenly flick a switch and become “business efficient.”  To start down the business efficiency path we need to ensure we have four key elements in place:

We must start with an understanding that everything we do can be improved – even those things that are working well at the moment. Once any new process is implemented the impact-clock starts ticking because the environment for which it was designed inexorably changes and it’s efficacy starts to diminish. If we wait until we can sense the loss of impact we have usually lost the opportunity to intervene in a time and resource effective way. Like it or not all of our processes are in some way failing or moving toward failure without the appropriate oversight.

How do we know when our organisation has this understanding? Organisations that have this understanding don’t only speak of Problem Solving, they have a substantial focus on Opportunity Identification and designing genuinely new ways forward.

Once we acknowledge this we must then have a willing disposition to continuously improve all of our efforts. Easily said, but this is often ignored in favour of the status-quo or superceded by the day-to-day demands of business as usual. The most successful organisations have a willing disposition and commitment to work both “on” and “in” the business as standard practice.

How do we know if our organisation has this willing disposition? Organisations with this disposition typically commit  resources to ongoing improvement methods and tend to maintain or even boost these resources in challenging economic times when business efficiency is most needed.

The third element is a toolkit of simple and easily applied tools and methods to apply to the challenge of being more efficient in business. If asked, most of your staff will readily point to areas that need improving or could be more efficient, but they don’t have the right techniques at their disposable to readily tackle them. When this happens improvement efforts can be hap-hazard and tackled with inappropriate methods resulting in a frustration, failure and reduction in the disposition to continuously improve.

How do we know when we  have these methods at our disposal? If your organisation has these methods there will be a dramatic reduction in the reliance on external consultants. There will also be less tendency to invest and apply old methods that are context-inappropriate and offer no reasonable means of measuring dollars saved, efficiencies gained or return on investment.

The fourth key element is the clear authorising environment that enables people to continuously work “on” the business. In such an environment business efficiency is not only encouraged but mandated and expected.

How can we tell if we have an authorising environment? There is no exhaustive list here but some of the indicators are your Organisational Change related leaders will be a part of the Leadership Team, not just reporting to it. All staff with have time allocated to undertake improvement related tasks. Personal development plans will explicitly include activities for working “On” the business and you will have a more empowered workforce more likely to commit greater discretionary effort in improving services and the bottom-line.

In organisations I have worked in and with, I have NEVER seen all four elements together. Even the co-existence of three at the same time is very rare. Of course there have been many using the words and language of business efficiency because we are good at crafting aspirational missions and visions, but we are correspondingly poor in moving them into reality through action.

In today’s changing world and tough economic climate we actually need to DO and ACT. We can no longer continue to talk and analyse and expect to be successful. We need to raise our heads and start designing our forward.

If we want our organisation to prosper, we need to take the focus off categorising personality types or analysing employees past performance to determine where and how they fit.  Instead, we need to empower them with new approaches and methods that will allow them to move the organisation forward with efficiency and also determine where and how they fit themselves.

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Late last year I had the pleasure of working with the Hargraves Institute facilitating a newly design programme of problem solving and opportunity recognition called X-Teams.

The X-Teams approach is one that delivers a team based programme that aligns and fully supports current strategy and also assists in forward design.

Each X-Team programme is customised to business unit or organisational objectives, goals and internal programmes.  The process is integrated into current work procedures, locations and staffing requirements to ensure minimal disruption and maximum contribution from all participants, sponsors and the executives involved.

X-Teams provides a cost effective means for an organisation to start to develop their own internal “hothouse” environment for testing and developing solutions to real issues as a part of normal business. In undertaking an X-Teams programme an organisation can:

• Learn powerful techniques to deliver improved productivity and new insights.
• Help identify and develop your high potential talent and future leaders to become leaders of productivity and growth.
• Help you to challenge your existing processes and cultures via the application of contemporary and proven thinking methods.
• Build your ability to build insight quickly and develop action oriented experiments and approaches that are rapid and low cost.
• Get more value, faster from your people by providing them the skills and insights they need.
• Identify those elements of the status quo that are in need of redesign or change

Typically in an X-Team programme the senior leadership of an organisation will determine the key areas they would like the process to address. Once these have been decided the programme is designed with the organisation’s imperatives in mind and the X-Teams are selected and formed. The teams will then over a five week period participate in a facilitated process of problem solving and design that will enable them to work with their colleagues to design interventions address their organisation’s most pressing needs.

For an obligation free discussion on how this new process can add value to your business or organisation contact myself or the Hargraves Institute.

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