Building Bridges Through Curiosity
This is a lovely blog from Andrea Chiou, congruent with its title and content, it’s informative and personal – a lovely read. By Andrea Chiou. First published on Adaptive Collaboration.
This blog post is inspired by two case studies, one using ethnography and one using Clean Language – both to improve company resilience and success over time.
An international company (Tesco) recently used an innovative ethnography approach to help turn around poor financial results. Their goal was to infuse diversity of thinking by having managers at international locations become ethnographic observers outside their own country at other Tesco locations. This would help the observers and observed become more aware of their own local cultures by exposure. It spread ideas that worked and helped to meld the culture. You can read about it here.
That Tesco project posited that positive change can come from these steps: perceive what happens in another other work environment, uncover restrictive assumptions through questions, and explore both the new and home environments in new ways. The primary questions used were: What’s familiar? What’s surprising? What do I want to learn more about? Training folks to be curious by enlivening their senses, taking them out of their environment and teaching them questioning skills can indeed be useful in building bridges.
While reading this story, I made immediate associations with the Clean Language group work that Caitlin Walker from Training Attention has undertaken to improve interpersonal understanding in teams and groups. I recommend you read about this adaptation of Clean Language for organizations here. Similar to the ethnography study, Clean Language and Systemic Modeling for organizations use questions to surface the way people operate and think of their life/work/environment. The Tesco experiment involved moving people to new environments to stimulate new thinking. The Clean Language work more simply involves only exposing internal thought processes and intentions to one another within a team or organizational structure. In both cases, the goal is to help folks learn how to reveal information which isn’t readily available or in their field of awareness. This increases the communication bandwidth for mutual understanding and reduces conflict. In addition, with Clean Language Systemic Modeling the goal is that peers co-coach each other and fold Clean Questions into everyday work, conversations and meetings. Long term, there is no dependence on the Clean Language trainer. The process promotes new relationships and emergent knowledge within the organisation.
Latest posts by Caitlin Walker (see all)
- Supporting a peer coaching culture at Recycling Lives - February 9, 2019
- Our NEETs project in Merseyside - July 25, 2018
- Choose Life, Not NEET: No One Gets Left Behind with Clean - November 5, 2016