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Michael Lisanti, MD-PhD, FRSA, FRSB, FRSC likes this
It's not that I am picking on loud people. I am not saying, for example, that people who talk more, who are more extroverted, don't ever have the answers. Of course, they do. The thing is, when people who talk more (or more confidently, or more smoothly, or more openly) have the answer, people already know about it because it's already being expressed.
Nor am I saying that everyone who is quiet has the answer. It's obviously true that someone who is not speaking may not have the answer. The thing is, when people don't talk as much (or as confidently, or as smoothly, or as openly) but they have the answer, people won't know because it isn't being expressed.
It takes a particular approach to facilitation, to team dynamics, to creating team rules and expectations to make sure the best ideas win out.
Nor am I saying that everyone who is quiet has the answer. It's obviously true that someone who is not speaking may not have the answer. The thing is, when people don't talk as much (or as confidently, or as smoothly, or as openly) but they have the answer, people won't know because it isn't being expressed.
It takes a particular approach to facilitation, to team dynamics, to creating team rules and expectations to make sure the best ideas win out.
43 Replies43 Replies
Brigitte Labrie I so appreciate the manner at which you have engaged. How good it feels to discuss, to "talk" without the vitriol so common in comment sections everywhere. Thank you!
I think what you’re saying at least, from my perspective, is as a leader, or a meeting facilitator, be aware and alert that the people speaking may not be the people who have to implement or have the actual answer.
We all fall into the trap when we hear somebody who is eloquent or somebody who looks like us, or somebody who comes from the same department because we feel an affiliation toward that person and therefore give what they say more value. While the weak person or the person who is by himself is trying to say something and no one listens because they can’t identify with the person. It happens all the time.
We all fall into the trap when we hear somebody who is eloquent or somebody who looks like us, or somebody who comes from the same department because we feel an affiliation toward that person and therefore give what they say more value. While the weak person or the person who is by himself is trying to say something and no one listens because they can’t identify with the person. It happens all the time.
It takes a particular approach to facilitation, team dynamics, and creating team rules and expectations to ensure the best ideas win out. Here are a few ways to do this:
1. Frame the decision to be made: what the decision is, why it matters, how the decision will be made
2. Send it in advance along with the ask that each person comes prepared to share their POV with data to support it
3. Ask people to write down answers before talking i.e. a writestorm before they brainstorm
4. Set rules of the road: an obligation to speak up, a culture of listening, a rule of not dominating, and a commitment to support the decision once it’s been made
5. Facilitate the conversation: ask for quiet voices to speak up
6. Have louder voices restate what others have said before jumping in with their own opinions
7. Nobody speaks twice until everyone has spoken once
8. Divide up the group into subgroups to solve the problem separately and come together to share their different ideas
9. Ask people to switch sides and argue against their own position
1. Frame the decision to be made: what the decision is, why it matters, how the decision will be made
2. Send it in advance along with the ask that each person comes prepared to share their POV with data to support it
3. Ask people to write down answers before talking i.e. a writestorm before they brainstorm
4. Set rules of the road: an obligation to speak up, a culture of listening, a rule of not dominating, and a commitment to support the decision once it’s been made
5. Facilitate the conversation: ask for quiet voices to speak up
6. Have louder voices restate what others have said before jumping in with their own opinions
7. Nobody speaks twice until everyone has spoken once
8. Divide up the group into subgroups to solve the problem separately and come together to share their different ideas
9. Ask people to switch sides and argue against their own position
(edited)
What if the quiet person in a meeting does not have any answer? What if the quiet person never speaks in any of the meetings? What if the quiet person never has anything to say or contribute? What if the quiet person never takes initiative to voice out their opinions or concerns?
Are they really contributing?
Your post makes it look black and white which it is not.
Are they really contributing?
Your post makes it look black and white which it is not.
26 Replies26 Replies
Karita Fischer that’s not proof! Not saying something is in no way the same as not having anything to say.
(edited)
Greg McKeown you know, whatever bro. How can we possibly make a difference in if someone doesn’t have anything to say or you could somehow prove that they actually do even though they don’t say anything? All of this is waste of our time. I rest my case.
I'm not a fan of allowing introversion and extroversion to determine the better or stronger answer or solution. I think this fractures teams and pits one group against the other. Also, introverts can benefit from the extroverts talking through their ideas, allowing the introverts to put pieces together in their mind. It's also allot of heavy lifting to expect extroverts to carry a meeting while introverts process in silence. Extroverts need "down time" too. So, let's find ways to bring people together while recognizing that all people have much to contribute to create great solutions.
17 Replies17 Replies
Exactly
Thank you
I really appreciate all of your wisdom and insights Greg McKeown but I do think this is rather simplistic and implies that introverts have all the answers if only someone let them speak and extroverts are loud and dominating - which carry’s a bad:good bias.
I think both have value and it’s the job of the leader/mtg owner/facilitator to create an opportunity and environment before, during and after the meeting to get the best out of everyone?
I think both have value and it’s the job of the leader/mtg owner/facilitator to create an opportunity and environment before, during and after the meeting to get the best out of everyone?
In meetings, it’s tempting to pay attention to the loud, confident voices.
However, the deep thinkers who hold back often have the key you need to unlock your problem and move forward.
It’s not just a question of listening, it’s listening for the right things from the right people.
#listenright #decipher #discern
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