When the future seems largely unpredictable, is there anything you can do to prepare for it?All you need to do is to tap into your imagination and envision all your potential futures - using "futures thinking."Futures thinking is an incredibly useful, practical tool to prepare your mind to adapt faster to new challenges, build hope and resilience, reduce anxiety and depression, and inspire you to take actions today that set yourself up for future happiness and success.Make intentional choices about what you want to imagine in your future - you have to fill in the blanks.

Mental Time Travel

“Episodic future thinking” or EFT is often described as “mental time travel” — your brain is working to help you see and feel the future as clearly and vividly as if you were already there.If you’re having difficulty imagining life 10 years from now, write down a description of what you imagine. It can be easier to think about the future with words rather than with mental images.

Episodic Future Thinking: Imagine

There are three major kinds of sense-making that happen when you engage in mental time travel to your future:<ul><li> First, your brain has to do what cognitive scientists call “scene construction” — mentally building the future world. </li><li>After scene construction, your brain starts to do what cognitive scientists call “opportunity detection.” Here, you look for ways to fulfil your needs and achieve your goals.</li><li>Finally, as your brain works to transport you to the future, feelings will kick in.</li></ul>

Making Sense

You’ve never been 10 years older than you are now, so your brain doesn’t know what to expect if you try to imagine. Plus, there’s so much opportunity for things to change in a decade — your body, relationships, life circumstances, physical environment.Your brain intuitively grasps this unknowability, so instead of confidently projecting one possibility, it opens up a blank space for you to consider multiple possibilities. You have to start making intentional choices about what you want to imagine in your future — you have to fill in the blanks.

The 10 Year Challenge

Crucially, these are real feelings. Studies show that the emotions you experience during EFT can be just as psychologically powerful as emotions experienced in the present. This is one reason why many of us prefer to imagine best-case-scenario futures and avoid imagining the futures that scare us.But there are real benefits to intentionally and carefully imagining futures that frighten you. This can help you do the important work of getting ready for anything — even things you’d rather not think about, let alone actually experience, someday.

The Punchline: Those Feelings Are Real

Wouldn't you love to know what's going to happen to you in the future? Here's one way to do just that, from futurist and game designer Jane McGonigal.

personaldevelopment

Personal Development

mindfulness

Mindfulness

motivationandinspiration

Motivation & Inspiration

problemsolving

Problem Solving

leadershipandmanagement

Leadership & Management

Mental time travel is a great decision-making tool — this is how to use it

Change is hard, but it doesn't have to be if we better manage our expectations and our attitude toward change overall. After all, change is an inevitable constant, and part of developing a mindset for accepting change comes down to how one prepares for and communicates those changes.
In the workplace, the formal term for addressing change is through a process called organizational change management, where methods and strategies are deployed to help drive employees to accept and embrace change.

Organizational Change

Before launching a change management effort, you should have an established vision and an implementation plan. If not, it will be difficult to ask people to change when they don't even understand what the plan or change is. A plan with a clear vision that explains where you are, where you are going, and most importantly, what it means for participants impacted by the change is critical to get right.In providing the plan and vision, use data and tell a story to help crystallize the vision.

Provide the Vision

The success of an organizational change process is often predicated on who you start your message with. As leaders, you want to get buy-in as well as input from your key stakeholders on the plan and vision. By starting with the right audiences, you can attain strategic alignment from the onset and cascade it up and down the organization. Early buy-in can help reduce unforced errors and other unintended consequences later on, such as decreased employee morale or a loss of leadership credibility.

Who to Tell First

One of the most important aspects of organizational change management is managing expectations. This is bedrock: Too often plans are rolled out and timetables are committed to but leaders don't give those impacted a clear understanding of what will happen next.Depending on the complexity of the organizational change and the magnitude of what the change might feel like for those impacted, managing expectations is paramount. Managing expectations comes down to letting people know what is or isn't going to happen.

Manage Expectations

A pitfall some leaders make is sugarcoating the message and engaging in equivocating double talk. People deserve respect, and being straight up with people is a form of professional consideration and decency.Another important aspect of managing organizational change is recognizing that different audiences may need different information. The right level of information is key. Too much information may overwhelm, while too little may cause unneeded tension. Figure out your audiences and who needs to know what and when.

Being Clear

When delivering messages, it is important to have the right messenger -- a person who is trusted, an authority, and who can help lead the change as an effective messenger. There can be times when the wrong messenger was selected and they couldn't effectively meet the moment, which undermined the organizational change efforts. When the messenger isn't acceptable, the whole message can be discounted simply because there is an aversion to the presenter.

The Right Messenger

And at times, there can be multiple messengers for multiple audiences. As a leader, think about all the people on the team who have the necessary credibility and leverage their leadership to cascade the message. Often, people will welcome the opportunity to hear from other leaders.

Tailoring Of The Message

Some messages bear repeating, so complex organizational changes usually require multiple channels through which to communicate and then reiterate the message. You can't expect all audiences to hear or see the message the first, second, or even third time.

Rinse, Repeat, and Reinforce

Leaders need to consider all the channels they could use to convey the message -- video, email, Slack, town halls, FAQs, office hours, and newsletters -- to effectively meet staff where they typically like to receive information. <ul><li>The primary goal of a successful organizational change effort is making sure the plurality of those impacted understand what the message is and how it impacts them. </li><li>Secondly, it's getting them to take action if any is required.</li></ul>

The Bottom Line

Change is an opportunity and the outlook is the mindset.

corporateculture

Corporate Culture

communication

Communication

5 Tips in Communicating Organizational Change

The nature of the workplace is changing thanks to evolving societal attitudes. While remote work is hogging the headlines, another revolution is taking place in workplaces: Centralization is out, and decentralized <a href="https://www.entrepreneur.com/topic/management">management</a> is in, reflecting wider technological trends. Cryptocurrencies, Decentralized Autonomous <a href="https://www.entrepreneur.com/topic/organizations">Organizations</a> (DAOs) and Web3 emphasize the benefits of a lack of centralized authority. Given the technological bent, every <a href="https://www.entrepreneur.com/topic/organization">organization</a> has these days, it makes sense to adopt these principles in workplace management as well.

Centralized Org Structures Getting Obsolete

One of the common problems executives face is a lack of flexibility in their organizations during crunch time. Typically, crises blow up to critical levels before they come to the executives' attention, at which point they must personally intervene. Ideally, crises should be nipped in the bud, and lower-level employees must deal with them proactively.

Lack Of Flexibility

A centralized organization places an enormous amount of power in the hands of a few. The organization is structured vertically, leading to lengthy decision-making chains where every decision is second-guessed. In contrast, a decentralized organization prioritizes the opinions of people closest to stakeholders and subject matter experts. This results in a flat or horizontal organization that is nimble and addresses issues quickly.

Power In The Hands Of Everyone

<a href="https://hbr.org/2017/12/when-to-decentralize-decision-making-and-when-not-to">Decentralized organizations work best when responsiveness</a> is the top priority. An organization structured in this fashion also frees up executives' time to carry out more value-added work instead of chasing fires all the time. Another benefit is that lower-level employees are empowered to think about the organization's future instead of worrying about what their manager will think. The result is a flexible organization that is future-proofed.

Being Agile

Organizations face employee churn all the time, whether due to a lack of challenging work or dissatisfaction with the company's overall direction. Both of these reasons are interconnected. An inflexible organizational hierarchy leaves employees fighting to impress their managers instead of creating revenue-generating assets.With power consolidated in the hands of a few, leadership skills are scarce. Thus, when top-level executives move on, the company faces a tough time replacing those who departed and must engage resources to locate and vet suitable leadership.

Promotes leadership skills

Promoting from within is ideal because long-term employees understand the company and its products well. They've witnessed the company's processes from the ground up, which makes them ideal leaders. However, centralized organizations don't provide low-level employees with the opportunity to ascend to leadership roles.A decentralized organization forces employees to act as leaders. Thanks to greater autonomy and priority on responsiveness, employees must act decisively. Intrapreneurship increases, promoting creativity, and the organization is energized.

Fair Promotions

Scaling a business is a tough task. Typically, a centralized organization has to design new hierarchies and determine the degree of additional responsibility existing executives will bear. All of this results in a slow-moving expansion that often stops before it begins. In contrast, a decentralized organization can respond to changing business conditions quickly and scale accordingly. Thanks to every <a href="https://www.entrepreneur.com/topic/team">team</a> and employee functioning as a separate cell, the organization can realize economies of scale and be nimble at the same time.

Easy Scalability

When expanding into a new market, a fully empowered team can research local norms and inform the broader organization of the steps it is taking to launch the company's products in that market. Thanks to the absence of lengthy approval times, the team can move quickly and establish a presence.An organization resembles a collection of well-funded startups or early-stage companies, with each team bringing its special brand of creativity and expertise to the broader community.

No Lengthy Approval Times

While <a href="https://www.entrepreneur.com/topic/decentralization">decentralization</a> emphasizes individual <a href="https://www.entrepreneur.com/topic/empowerment">empowerment</a>, executive teams also have an important role to play. In fact, executives steer the larger decentralized ship and do their best to empower their employees. Decentralization emphasizes lean management. The result is an executive team that is focused on maintaining conditions that allow lower-level employees to fully express their creativity. Lean management of this sort is not focused on establishing authority or micromanagement.

Efficient Management

Determining metrics and other performance indicators is also simple in this <a href="https://www.entrepreneur.com/topic/structure">structure</a> since executives aren't involved in every single low-level decision that has to be made. Instead, they can focus on the big picture and ensure the organization's goals are being met. The result is a happier executive team that performs a massive amount of value-added work.

Focus On The Big Picture

The flexibility inherent in the organization also allows employees to choose the work they're most passionate about instead of following a default executive career path. Thus, people who are truly passionate about becoming executives and performing the tasks inherent to these roles occupy the positions.

Do What You Love To Do

Decentralization is much more than a buzzword these days. It's the best way for organizations to structure themselves in 2022 and beyond. Given the rapid change of pace in the business world, decentralization is the best way to future-proof an organization.

A quiet revolution is taking place in the workplace right now. Here's why centralized, hierarchal corporate structures are out.

crypto

Cryptocurrency

business

Business

4 Reasons Decentralized Business Management Is Booming

<ul><li class="ql-align-justify">Write down your purpose and keep it on your desk to act as a constant visual reminder of why you do what you do</li><li class="ql-align-justify">Humans are basically suckers for punishment, and when we experience setbacks or receive negative feedback at work, it has a big impact on our energy levels</li><li class="ql-align-justify">In your own workspace, think about how you can create a wall of encouragement.</li></ul>

Create a "wall of encouragement"

When we are facing several big problems in our lives, we ironically don’t have the capacity to solve the little one. As a result, we tend to engage in short-term, reactive thinking.To escape the trap of tunnelling, give yourself some slack, in the form of time or resources. For example, is there a simple process that you find yourself executing regularly (budgeting, paying bills) that could be automated using software? Are there standard emails that you find yourself writing again and again that you could create a template for?

Tunnelling

When thinking about your “to don’t” list, consider the things you’re currently doing that are sucking your energy up.There might be certain people that you decide not to see, certain habits that you want to break, or projects that are no longer serving your growth at work. Sadly, there may also be a few items that you want to drop but can’t at this stage in your career. As such, focus on the things that are in your control.

Create a "To Don't" list

productivity

Productivity

timemanagement

Time Management

Stop Trying to Manage Your Time

Definition: The ability to understand, appreciate, and interact with people from cultures or belief systems different from one’s own.A key component of cultural competence is learning to interact with people who have different communication styles (verbal, nonverbal, written, or visual), approaches to problem-solving, and even methods of asking for help.

Cultural competence 

Definition: A skill that helps you create a more supportive relationship with yourself, your thoughts and feelings, and other people.Your emotional fitness directly impacts your productivity, creativity, and ability to make decisions and help others. One way you can strengthen your emotional fitness is to simply check in with yourself more often. Every morning, ask: “How am I feeling right now?” Based on your answer, determine how to best accommodate your needs that day.

Emotional fitness 

Definition: Looking beyond what is evident on the surface and finding a hidden structure — one that reveals both how an object or idea was designed and how it can be re-created.Reverse engineering can facilitate skill acquisition in any field and is especially useful for knowledge workers whose success depends on their ability to learn quickly and adapt to rapidly evolving industries.

Reverse engineering

Definition: When we underestimate the time and obstacles in completing a task, even when it contradicts our past experience.The planning fallacy starts with wishful thinking. Minor (or even major) delays aren’t factored in, and we unwittingly place ourselves in last-minute or worse, past-deadline scenarios.

Planning fallacy

Definition: A situation in which a younger or early career professional mentors a senior colleague.Reverse mentoring helps everyone become more engaged at work. Junior employees are able to access newer social networks, and senior employees gain fresh perspectives or expand their knowledge around new trends.

Reverse mentoring

… and help you bring your best self to work.

career

Career

5 Terms That Will Make You Better at Your Job

They are abundant, they are irrational, and they cause problems for others without apparent benefit to themselves, thereby lowering society’s total well-being. There are no defenses against stupidity, argued the Italian-born professor, who died in 2000. The only way a society can avoid being crushed by the burden of its idiots is if the non-stupid work even harder to offset the losses of their stupid brethren.

Stupid People Share Several Identifying Traits

Always and inevitably everyone underestimates the number of stupid individuals in circulation. No matter how many idiots you suspect yourself surrounded by, Cipolla wrote, you are invariably lowballing the total. This problem is compounded by biased assumptions that certain people are intelligent based on superficial factors like their job, education level, or other traits we believe to be exclusive of stupidity. They aren’t. Which takes us to:

Stupidity Law #1

The probability that a certain person be stupid is independent of any other characteristic of that person.Cipolla posits stupidity is a variable that remains constant across all populations. Every category one can imagine—gender, race, nationality, education level, income—possesses a fixed percentage of stupid people. There are stupid college professors. There are stupid people at Davos and at the UN General Assembly. There are stupid people in every nation on earth. How numerous are the stupid amongst us? It’s impossible to say.

Stupidity Law #2

A stupid person is a person who causes losses to another person or to a group of persons while himself deriving no gain and even possibly incurring losses.Cipolla called this one the Golden Law of stupidity. A stupid person, according to the economist, is one who causes problems for others without any clear benefit to himself.

Stupidity Law #3

This law also introduces three other phenotypes that Cipolla says co-exist alongside stupidity.First there is the intelligent person, whose actions benefit both himself and others.Then there is the bandit, who benefits himself at others’ expense. And lastly there is the helpless person, whose actions enrich others at his own expense.

The 4 Phenotypes - The 3 Non-Stupid

Cipolla imagined the four types along a graph, like this:https://en.m.wikipedia.org/wiki/Carlo_M._Cipolla#/media/File%3ACipolla-matrix.svg

The 4 Phenotypes Graph

The non-stupid are a flawed and inconsistent bunch. Sometimes we act intelligently, sometimes we are selfish bandits, sometimes we act helplessly and are taken advantage of by others, and sometimes we’re a bit of both. The stupid, in comparison, are paragons of consistency, acting at all times with unyielding idiocy.

Consistency Always Wins - The Revenge Of The Stupid

However, consistent stupidity is the only consistent thing about the stupid. This is what makes stupid people so dangerous. Cipolla explains:Essentially stupid people are dangerous and damaging because reasonable people find it difficult to imagine and understand unreasonable behavior.An intelligent person may understand the logic of a bandit, for example. The bandit’s actions follow a pattern of rationality: nasty rationality, if you like, but still rationality.

Consistent Stupidity Is All The Stupid Have, But It’s Plenty

You can foresee a bandit’s actions, his nasty maneuvres and ugly aspirations and often can build up your defenses.With a stupid person all this is absolutely impossible as explained by Law # 3. A stupid creature will harass you for no reason, for no advantage, without any plan or scheme and at the most improbable times and places. You have no rational way of telling if and when and how and why the stupid creature attacks. When confronted with a stupid individual you are completely at his mercy.

A Double Attack - The Unforeseeable And The Patternless

Non-stupid people always underestimate the damaging power of stupid individuals. In particular non-stupid people constantly forget that at all times and places and under any circumstances to deal and/or associate with stupid people always turns out to be a costly mistake.We underestimate the stupid, and we do so at our own peril. This brings us to the fifth and final law:

Stupidity Law #4

Law 5: A stupid person is the most dangerous type of person.And its corollary:A stupid person is more dangerous than a bandit.We can do nothing about the stupid. The difference between societies that collapse under the weight of their stupid citizens and those who transcend them are the makeup of the non-stupid. Those progressing in spite of their stupid possess a high proportion of people acting intelligently, those who counterbalance the stupid’s losses by bringing about gains for themselves and their fellows.

Stupidity Law #5

Declining societies have the same percentage of stupid people as successful ones. But they also have high percentages of helpless people and, Cipolla writes, “an alarming proliferation of the bandits with overtones of stupidity.”“Such change in the composition of the non-stupid population inevitably strengthens the destructive power of the [stupid] fraction and makes decline a certainty,” Cipolla concludes. “And the country goes to Hell.”

Decline And The Composition Of The Non-Stupid 

Think of how stupid the average person is, and realize half of them are stupider than that.

Talk sense to a fool and he calls you foolish.

Never argue with stupid people, they will drag you down to their level and then beat you with experience.

We are all born ignorant, but one must work hard to remain stupid.

Only two things are infinite, the universe and human stupidity, and I'm not sure about the former.

The difference between stupidity and genius is that genius has its limits.

Stupidity is far more dangerous than evil, for evil takes a break from time to time, stupidity does not.

Nothing in the world is more dangerous than sincere ignorance and conscientious stupidity.

In 1976, Carlo M. Cipolla, professor of economic history at the University of California, Berkeley published an essay outlining the fundamental laws of a force he perceived as humanity’s greatest existential threat: Stupidity. We (still) grossly underestimate the stupid, and we do so at our own peril.

We underestimate the stupid, and we do so at our own peril.

strategy

Strategy

teamwork

Teamwork

humanresources

Human Resources

The 5 Universal Laws Of Human Stupidity

Definition of habitable zone : If a planet’s orbit takes it too close to its parent star then it will be too hot for liquid water to exist, and if it’s too far out it will be too cold. However, the actual distances involved, that define the habitable zone, vary between stars.

What Is The Goldilocks zone? 

The Goldilocks zone: The place in a solar system that's just right

#shorts #spacefacts #goldilocksandthethreebears #goldilocks #habitablezone The Goldilocks zone: The place in a solar system that's just right The Goldilocks zone is a place where planetary temperatures allow liquid water to exist. The Goldilocks zone gets its name from the fairy tale, "Goldilocks and the Three Bears". Goldilocks is a fussy little girl whose porridge has to be just right — neither too hot nor too cold. It’s the same with life itself — or at least, the kind of water-based life we’re familiar with on Earth. For a planet has to be "just right", or able to support life, it cannot be so cold that water only exists as frozen ice, and it cannot be so hot that the water all boils away. Only planets within a certain range of orbits dubbed the "Goldilocks zone" — or formally known as the "habitable zone" — are thought to be capable of supporting life. Definition of habitable zone : If a planet’s orbit takes it too close to its parent star then it will be too hot for liquid water to exist, and if it’s too far out it will be too cold. However, the actual distances involved, that define the habitable zone, vary between stars. Know more about… Space : https://youtube.com/playlist?list=PLO6kTsDI4xfnAISJIMWKxkPoL9qoU9Hwv General knowledge : https://youtube.com/playlist?list=PLO6kTsDI4xfn6hHfyZBGiw-atw0its-7Q Science & Technology : https://youtube.com/playlist?list=PLO6kTsDI4xfmONVgfMhMbstBLpZuyJCP2 Health : https://youtube.com/playlist?list=PLO6kTsDI4xflrlYCGE0EIyWXoBoNG81-r 🙏Requests🙏 I requested to you (My viewers) please subscribe to my channel and if you like video then please press like button.All youtubers are doing hard work in video making and your like, Share, Subscribes are fruits for our hard works. You also follow me on: - Facebook: www.facebook.com/thetechers You can visit my Website : www.knowledgevaccination.blogspot.com This video is under Fair Use: Copyright Disclaimer Under Section 107 of the Copyright Act in 1976; Allowance is made for "Fair Use" for purposes such as criticism, comment, news reporting, teaching, scholarship, and research. Fair use is a use permitted by copyright statute that might otherwise be infringing. Non - profit, educational or personal use tips the balance in favor of fair use. All rights and credit go directly to its rightful owners. No copyright infringement intended. Sound credit : YouTube Audio Library Video Credit : Storyblocks/pixabay/Wikipedia Thank you all of you...🙏

#shorts #spacefacts #goldilocksandthethreebears #goldilocks #habitablezone 
The Goldilocks zone: The place in a solar system that's just right

The Goldilocks zone is a place where planetary temperatures allow liquid water to exist.

The Goldilocks zone gets its name from the fairy tale, "Goldilocks and the Three Bears". Goldilocks is a fussy little girl whose porridge has to be just right — neither too hot nor too cold. It’s the same with life itself — or at least, the kind of water-based life we’re familiar with on Earth.

For a planet has to be "just right", or able to support life, it cannot be so  cold that water only exists as frozen ice, and it cannot be so hot that the water all boils away. Only planets  within a certain range of orbits dubbed the "Goldilocks zone" — or formally known as the "habitable zone" — are thought to be capable of supporting life.

Definition of habitable zone : 
If a planet’s orbit takes it too close to its parent star then it will be too hot for liquid water to exist, and if it’s too far out it will be too cold. However, the actual distances involved, that define the habitable zone, vary between stars.

Know more about… 
Space : https://youtube.com/playlist?list=PLO6kTsDI4xfnAISJIMWKxkPoL9qoU9Hwv

General knowledge : https://youtube.com/playlist?list=PLO6kTsDI4xfn6hHfyZBGiw-atw0its-7Q

Science & Technology : https://youtube.com/playlist?list=PLO6kTsDI4xfmONVgfMhMbstBLpZuyJCP2

Health : https://youtube.com/playlist?list=PLO6kTsDI4xflrlYCGE0EIyWXoBoNG81-r

🙏Requests🙏 
I requested to you (My viewers) please subscribe to my channel and if you like video then please press like button.All youtubers are doing hard work in video making and your like, Share, Subscribes are fruits for our hard works.
 
You also follow me on: - 
Facebook: www.facebook.com/thetechers
You can visit my Website : www.knowledgevaccination.blogspot.com

This video is under Fair Use: Copyright Disclaimer Under Section 107 of the Copyright Act in 1976;  Allowance is made for "Fair Use" for purposes such as criticism, comment, news reporting, teaching, scholarship, and research.  Fair use is a use permitted by copyright statute that might otherwise be infringing.  Non - profit, educational or personal use tips the balance in favor of fair use.  All rights and credit go directly to its rightful owners.  No copyright infringement intended.

Sound credit : YouTube Audio Library
Video Credit : Storyblocks/pixabay/Wikipedia

Thank you all of you...🙏

Hi Friends,
In this channel, We provide you with Facts about Latest Space, Science & Technology research and information, Research based Health-related facts, General Knowledge facts, and many more. Your Information, Our Responsibility. 
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Sudhir Talati

What is The Goldilocks Zone? #shorts

Advocates of the approach “don’t bring me problems, bring me solutions” believe it increases empowerment, helps employees manage up and boosts careers. However, it is fraught with challenges. <ul><li>Not every problem has a quick solution. </li><li>Solution-only thinking creates a culture of advocacy instead of inquiry, where each person wants their own particular solution instead of considering multiple perspectives.</li><li>Employees may shut down in fear, breed a culture of intimidation, and prevent raising serious problems.</li></ul>

The “bring me a solution” approach

<ul><li>Make it safe: Change your behaviour so that people won't be afraid of giving you bad news. When you receive bad news, pause, paraphrase the concern, then ask quations about the problem.</li><li>Require problem statements instead of complaints. People need to learn how to distinguish between raising a valid concern or just complaining. Complaints lack accountability and have villains and heroes, whereas problem statements provide objective facts.</li><li>Find the right person to solve the issue or coach them on how to think about the situation and broaden potential solutions.</li></ul>

Encourage your team to bring up problems in a more productive way

Three ways to encourage a culture of communication.

The Problem with Saying “Don’t Bring Me Problems, Bring Me Solutions”

During the last 20 years, the agile movement that originated from the Agile Manifesto has gained momentum, even outside of software development.
Most organizations report that their agile efforts have paid off in terms of speed, quality, value, and long-term growth. However, about half of organizations that undertake agile transformations fail in their attempts.
If your team has yet to reap the rewards of agile, you need to understand what’s preventing you from delivering fast, frictionless and scalable solutions.

Successful agile teams

While agile processes and tools provide support, the primary mechanism is how team members interact.
Can team members interact with conflicting ideas, talk and listen, give and take, question and answer, analyse and solve? Or do they censor one another and end up withdrawing themselves?
If you drop agile tools and processes into a legacy culture where individuals are criticised, embarrassed, discouraged, or intimidated, they stop being agile.

Processes and tools are scaffolding

When organisations implement agile, they often revert to technical processes and tools because cultural considerations are difficult to put into practice. It's easier only to pay lip service to the human side and then move to processes with measurable and observable indicators that give the illusion of agile.
Start by framing agile as a cultural rather than a technical or mechanical implementation. Be careful not to approach culture as the completion of tasks. Culture can't be completed.

Frame agile as a cultural implementation

Meet with your team to identify vulnerable behaviours they think are vital to success. For example, asking questions, giving feedback or expressing different viewpoints. Then, identify positive response patterns for each behaviour, such as thanking someone for pointing out vulnerable behaviour. Document the behaviour and response pairing and display them in your meeting room. Create a printed job aid of the list that team members can carry with them.

Develop, document, and display vulnerable behavior/response pairings.

When you've jointly created a list of vulnerable behaviour/response pairings, pick one to practice. If a gap appears between the vulnerable behaviour, the response it should receive and the team leader's own behaviour, the dissonance will breed cynicism and lessen credibility. If a leader tries to model the behaviours and publicly acknowledges mistakes, the team will make progress.

Focus on one behavior and practice cultural accountability

Set time aside in a meeting to review what went well and what could be improved. <ul><li>Discuss the quality of the team's interactions.</li><li>Identify potential threats to openness.</li><li>Ask if they felt included in the process.</li><li>What was the most vulnerable behaviour they engaged in?</li><li>How did the team react to it?</li><li>Did you hold back on anything because you didn't feel safe?</li></ul>

Formally evaluate your dialogic process

Scrum meetings are daily coordination meetings where team members review the backlog, identify problems, and prioritize tasks. They are short meetings used for reflection.
For example, if a team faces a complex issue, they pose a question about the problem and ask the team to come prepared to the next scrum meeting to discuss it. This allows the team to clarify their thoughts and encourages divergent thinking.

Conclude your scrum with a “question/reflection"

Want to build a high-performing team? Start with creating a safer work evironment

books

Books

Fostering Psychological Safety In The Workplace

Scrums and kanbans can’t help you if you’ve got a legacy culture that punishes vulnerability.

Understand yourself and those around you.

psychology

Psychology

startup

Startups

Agile Doesn’t Work Without Psychological Safety

If you can't feed a hundred people, then feed just one

"If you can't feed a hundred people, then feed..." - Mother Teresa quotes from BrainyQuote.com

Mother Teresa Quotes

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