* 1 pinch Sociocratic methods (e.g. consensus decisions inspired by Sociocracy 3.0)
* 2 good spoons active listening (e.g. theory U - The 4 levels of listening according to Otto Scharmer)
* 1 keen sense for Hidden fears and pretended concerns
* 1 hearty portion Trust in the skills of all employees
* 1 clear management stance: Equal rights in the process
* 1 shot Transparency about goals, benefits and risks
* Optional: External moderation for delicate phases
Results in: A culture of change in which objections do not block, but rather refine and strengthen proposals.
👩🍳 PREPARATION:
1. Appreciate resistance: They are not disruptions, but ingredients that improve the recipe.
2. Listen and sort: Understand which concerns are substantive and which are merely pretextual.
3. Organize participation: Using sociocratic methods to give everyone a voice - even quiet voices.
4. Check management attitude: Trust can only be built if managers really take employees seriously.
5. Create transparency: Openly shows why the change is important, what risks are seen and how they are being countered.
6. Do not force consensus: Instead of unanimous consent, consensus is often sufficient - in other words: no serious objections.
👉 RESULT:
Jointly developed solutions that are hardened and refined by objections.
Have fun cooking!
Anyone who has tried or modified the recipe, feel free to comment!
This recipe is from
Frank Brown