Forum Replies Created
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1. dd
1. Advise So what I would suggest is that we take this offline from this meeting; in my experience it will be easier to deal with in a smaller group
2. Advocate In my opinion that is an excellent suggestion and I believe we should proceed with the customer feedback
3. Articulate So, in summary we are saying that the market is weak at the moment which presents a problem for Mark and Helen but an opportunity for Sam and Chris
4. Challenge While it is working well, how could we do this even better?
5. Diagnose It would appear that there is a lack of clarity in roles and as a result, a duplication of work
6. Direct It’s everyone’s responsibility to get the Board report in with sufficient time for everyone to read it before the meeting
7. Evaluate The staff survey was reduced to 12 questions as agreed but it still didn’t achieve wide engagement from several areas of the business
8. Inquire What would you like to get out of this discussion?
9. Probe What more do you think, feel or would like to say about the matter?1. What do you hypothesise from Yvette’s triangle?
• Yvette does not perceive herself as using any particular voices strongly. All are registered as ‘absences.’ Did she feel under pressure when doing the profile – will it be a psychologically safe space to share hers with the team? Is she new to the team? Does she lack confidence to speak in the meeting and make her voice present?
• Or does she see herself as quietly confident to use any of the voices but does not feel the need to over extend them. She is the voice of reason and balance in the team when required?
• Potentially introverted – uncomfortable or comfortable with this?
2. What does Yvette’s comparative track tell you about her tendencies under pressure?
• Under pressure she is more likely to express her opinions – does this reflect when she is called upon to share her expertise. But again, she needs to be cautious not to want to appear to be preaching.
• Controlling voices – challenge, direct either decrease or remain more or less the same
• Likewise the probing voice (depth) diminishes to the point of non existence and she is keen not to be seen as criticising (evaluate)
• There are increases in the exploring voices inquire and diagnose (particularly the last one) This may be unexpected if she is generally quiet and needs to be explored as to how these are received
3. What are your hypotheses and lines of enquiry to explore Yvette’s profile?
• That Yvette only speaks when invited to but is reluctant to be seen as either dictating or to be seen as intruding on people – highly sensitive to their reactions or highlights a lack of confidence?
• She is reluctant to be seen as suggesting improvements but under pressure, can demonstrate skills in enquiring about a situation, keen to gain an understanding and to summarise what she has heard and understood. But it depends on how these voices are received if she is generally quiet
• She sees HR as a facilitative role rather than driving the agenda?
Lines of enquiry
It will be very important to be sensitive to Yvette’s perception of this profile and create a situation where she feels comfortable to explore it as it may indicate that she does not feel safe in her current environment. It will be important to help her think through the Away Day and how she wants her voices to show up on that day..
• Understand the context of her profile and her levels of confidence
• How do the low levels of energy around all the voices resonate with you?
• Are they internal or external voices?
• What kinds of situations do you experience as pressurised?
• How do you usually react when you’re under pressure?
• What happens when you use that voice in those situations?
• How do others sometimes react differently to you when you’re stressed?
• This ‘X’ voice shows up more strongly under pressure—what’s going on for you when that happens?
• Are there pressures that make you perform better or expand your voice repertoire? For instance ‘advocate.’1. What do you hypothesise from Yvette’s triangle?
• Yvette does not perceive herself as using any particular voices strongly. All are registered as ‘absences.’ Did she feel under pressure when doing the profile – will it be a psychologically safe space to share hers with the team? Is she new to the team? Does she lack confidence to speak in the meeting and make her voice present?
• Or does she see herself as quietly confident to use any of the voices but does not feel the need to over extend them. She is the voice of reason and balance in the team when required?
• Potentially introverted – uncomfortable or comfortable with this?
2. What does Yvette’s comparative track tell you about her tendencies under pressure?
• Under pressure she is more likely to express her opinions – does this reflect when she is called upon to share her expertise. But again, she needs to be cautious not to want to appear to be preaching.
• Controlling voices – challenge, direct either decrease or remain more or less the same
• Likewise the probing voice (depth) diminishes to the point of non existence and she is keen not to be seen as criticising (evaluate)
• There are increases in the exploring voices inquire and diagnose (particularly the last one) This may be unexpected if she is generally quiet and needs to be explored as to how these are received
3. What are your hypotheses and lines of enquiry to explore Yvette’s profile?
• That Yvette only speaks when invited to but is reluctant to be seen as either dictating or to be seen as intruding on people – highly sensitive to their reactions or highlights a lack of confidence?
• She is reluctant to be seen as suggesting improvements but under pressure, can demonstrate skills in enquiring about a situation, keen to gain an understanding and to summarise what she has heard and understood. But it depends on how these voices are received if she is generally quiet
• She sees HR as a facilitative role rather than driving the agenda?
Lines of enquiry
It will be very important to be sensitive to Yvette’s perception of this profile and create a situation where she feels comfortable to explore it as it may indicate that she does not feel safe in her current environment. It will be important to help her think through the Away Day and how she wants her voices to show up on that day..
• Understand the context of her profile and her levels of confidence
• How do the low levels of energy around all the voices resonate with you?
• Are they internal or external voices?
• What kinds of situations do you experience as pressurised?
• How do you usually react when you’re under pressure?
• What happens when you use that voice in those situations?
• How do others sometimes react differently to you when you’re stressed?
• This ‘X’ voice shows up more strongly under pressure—what’s going on for you when that happens?
• Are there pressures that make you perform better or expand your voice repertoire? For instance ‘advocate.’1. What are your hypotheses?
o Becca may be incredibly hard on herself; Is the evaluate voice and external or internal voice? Is it a sign of frustration that she deploys the direct/challenge/and advise voices but then dissolves into the evaluate voice? If it is external, people are likely to only remember the criticism and not the positive energy she deploys in the spirit of change
o She is under real pressure to deliver the training and to get people demonstrating the skills they need to save lives – hence she puts energy into the direct/challenging and advising voices
o She is struggling to get buy in from others? This is a role which requires highly collaborative skills and attendant voices as she is working in partnership with others with great expertise
o There seems to be a lot of emphasis and reliance on the controlling voices which under pressure she understands need to be tempered.
o Under pressure she does understand and deploy more exploring and positioning voice perhaps directed towards getting more buy in2. What lines of enquiry would you follow?
o Where is the energy of the evaluate directed?
o What accounts for the absence of the exploring and positioning voices?3. What questions would you like to ask Becca?
o Many of the questions above and in addition:
Does she consider herself an introvert or an extrovert?
What are driving the strongest voices and what impact are they having?
Which of these voices do you notice yourself using most in your own head?
Which ones are most visible to others when you’re in conversation?
How do you think others experience your communication style?
Are there times where you feel you’ve been misunderstood — and if so, what voice might they have heard first?
By relying less on the exploring and positioning voices, is she in danger of treating the symptom but not the cause
To what extent do her courses resonate with her audiences? What do they need from her?
If you changed one voice in your profile, which would it be and why? 😊Q1. What catches your attention about the shape of Jack’s profile?
He has a strong preference for advocacy – giving his personal opinion. It indicates that if that is not having the impact that he wants then he decides between suggeting a course of action in tandem with how it might result in improvement actitivity. However he may stop short of telling people what to do. He seems to have a lesser preference for exploring voices.Q2. What impressions do you find yourself forming about Jack from his profile?
An energetic individual who is keen to use his experience and expertise in service of a business. Condident in expressing his opinions and have is prepared to push towards what he thinks and believes may be the right course of action. He may be quick to identify areas that need improving and will dig to find out what may support his hypotheses or notQ3. Which aspects of the context do you think might be important in this case? He has been a Senior Director before but is now in a consultative and advisory role working on business improvement. He may not have the previous authority to enact change that he would have had in Operations. He is culturally experienced but may need to temper his natural American cultural approach with other Asian cultures he is less familiar with
Q4. What issues might you be looking to explore with Jack?
How does the profile resonate with him?
How do the voices that he has most preference for help or hinder his role as a consultant (in current and future contracts)?
Which of the voices does he find most challenging to respond to if he is on the receiving end of them?
Of the voices he has less preference for, how might they be of benefit to him in his role?
What voices does he experience within the Asian culture and how does he adapt to them`?Q1. What catches your attention about the shape of Jack’s profile?
He has a strong preference for advocacy – giving his personal opinion. It indicates that if that is not having the impact that he wants then he decides between suggeting a course of action in tandem with how it might result in improvement actitivity. However he may stop short of telling people what to do. He seems to have a lesser preference for exploring voices.Q2. What impressions do you find yourself forming about Jack from his profile?
An energetic individual who is keen to use his experience and expertise in service of a business. Condident in expressing his opinions and have is prepared to push towards what he thinks and believes may be the right course of action. He may be quick to identify areas that need improving and will dig to find out what may support his hypotheses or notQ3. Which aspects of the context do you think might be important in this case? He has been a Senior Director before but is now in a consultative and advisory role working on business improvement. He may not have the previous authority to enact change that he would have had in Operations. He is culturally experienced but may need to temper his natural American cultural approach with other Asian cultures he is less familiar with
Q4. What issues might you be looking to explore with Jack?
How does the profile resonate with him?
How do the voices that he has most preference for help or hinder his role as a consultant (in current and future contracts)?
Which of the voices does he find most challenging to respond to if he is on the receiving end of them?
Of the voices he has less preference for, how might they be of benefit to him in his role?
What voices does he experience within the Asian culture and how does he adapt to them`?Q1. Which negative voice/s particularly annoy you? Patronising and controlling
Q2. How do you tend to react when you feel you are being spoken to in that way? It makes me shut down and withdraw
Q3. Is that reaction deliberate or largely instinctive? Instinctive although sometimes deliberate if I want to reflect on what is being said and if there is truth in it
Q4. What effect does your reaction have on the interaction? It tends to carry on until i have to say something to stop itQ1. Which negative voice/s particularly annoy you? – Preaching and Controlling
Q2. How do you tend to react when you feel you are being spoken to in that way? – I shut down and withdraw from the conversation
Q3. Is that reaction deliberate or largely instinctive? Instinctive … although at times, I do decide to reflect on it and how I can best address it; or that it’s really not worth it as it was mostly well meaning – and instinctive voice on their part that they often can use!
Q4. What effect does your reaction have on the interaction? It can tend to carry on so that in the end I have to address it .. but by that time I am firmly hacked off! And I know I should have spoken up sooner