Geoff started to wonder why his idea to go right, wasn't getting them where they needed to be.
Each of the profiles depending on where they sit, has a most natural way to think and process. Its generally the way they revert to most activities. When you have the opposite profiles looking at the same problem/idea, they will invariably come up with totally opposite views…
Who is right when we have opposing views?
When someone has a totally opposing view to us, we can think that we are right and they are wrong. What’s really interesting is, there is no right and wrong, just a ‘right now’ answer (and it’s not just about opposite profiles not agreeing)
A team we worked with recently had been told that they weren’t hitting targets and expectations and therefore their future was in jeopardy. All of a sudden, it made being right for each of them extremely important. Now, under pressure of job cuts, they were literally fighting for their survival and trying to be seen from amongst the crowd in the team.
“If I do something right, perhaps I’ll be noticed/recognised and will extend my stay in the team”
When this happens, It can create real separation in a team and has the opposite effect of creating flow!
A group of Dynamo profiles that we worked with asked for help. They were each struggling to have their ideas heard. For Dynamo energies, Significance is important. Each team member felt the way for them to be significant and to contribute was for their idea to the best and the one that was ‘right’ – it created a real power struggle, lots of stand offs and wasted lots of their time. Meetings that should have taken 20 mins took 2 hours!
So how do we get it right?
For a team to be performing at an exceptional level, there needs to be a very high level of Trust and Flow. This can’t be created just by thinking ‘how can I be more exceptional today?’ and yet most organisations we speak to would be happy if everyone woke up in the morning thinking just that!
What creates really high levels of Trust and Flow is when you wake up wondering not how you can be more exceptional but how you can help your team members to be more exceptional.
Try asking yourself, ‘how can I help X to be more in flow? How can I help Y to do more of what he/she is talented at and enjoys? All of a sudden you will be thinking about the other people in your team in an incredibly different way…
“But what about me?”
Now, you don’t need to wake up wondering how you can be more exceptional today. Now you have a team of other people thinking just that for you.
How much more powerful and intentional is that? What incredible things will they want to share with you to allow you to be so much more exceptional and how much more supported you will feel in your efforts?
Now it’s no longer about being right, it’s just about getting it right!
I’m right, aren’t I?!
