In Part 9 of The Ten Components of “The Thinking Environment” we look at INCISIVE QUESTIONS!

Everything human beings do is driven by assumptions. We need to become aware of them, and by asking Incisive Questions, we need to replace the untrue limiting questions with true, liberating ones. The building of Incisive Questions is at the very heart of generating fine independent thinking. Time To Think

Component Nine – Incisive Questions

Principle

“Removing assumptions that limit our ability to think for ourselves clearly and creatively.”

Definition

“A wellspring of good ideas lies just beneath an untrue limiting assumption. An Incisive Question will remove it, freeing the mind to think afresh.”

Individual perspectives are an incomplete version of reality, so when someone notices our limiting assumptions and points it out to us in a way that questions the assumption in the first place – we are compelled to think about it, free from the assumption mental block. In this way we are “freeing the mind to think afresh”.

Personal Experience

I have noticed that when my limiting assumptions are questioned, I am stumped for a few seconds as this presents a new thought path and I am not quite sure what to do with it without my safety blanket of excuses. Then the magic happens and new thought processes are ignited.

My executive coaching training, in learning how to ask incisive questions, really taught me how to listen properly to others. To be able to identify the core issues and guide the client to the necessary conclusion, I needed to listen – and I mean listen with real attention.

It is an awareness that has shifted the way I approach coaching or advisory interactions.

This doesn’t mean I have mastered always listen with full attention, but when I catch myself not being mindful I refocus and step back into this way of being more naturally now.

Conclusion

Incisive questioning shows the power that multi-perspectives have. Seeing situations from other worldviews broadens the accuracy of our interpretation of reality.

The value of this as a self-awareness and personal growth tool is huge.

It is only through being shown another thought path by removing limiting assumptions that we get the opportunity to reflect and adapt to a new way of thinking and thus, being.

 

For more information on this remarkable workshop and make sure to get your free copy of The Thinking Environment™ Overview.

In Part 8 of The Ten Components of “The Thinking Environment” we look at DIVERSITY!

In order to have a truly equal environment we have to take note and accommodate each other’s diversity with the same respect we allow our own.

Component Eight – Diversity

Principle

“Welcoming diverse group identities and diversity of thinking.”

Definition

“The greater the diversity of the group, and the greater the welcoming of diverse points of view, the greater the chance of accurate, cutting-edge thinking.”

We are social beings, living in a social construct of connecting with and influencing each other. Without this we would not survive – so in essence diversity is an inherent need.

Personal Experience

The power of perspectives is something I advocate fully in business and I suppose in life and general.

In my managing director and board roles, being able to invite and engage with other perspectives has proven to be a necessary tool. It is not always easy to do this. I have to remove my own feeling of insecurities and my need to have my opinion heard, to be open to hear and listen to others with the attention they deserve.

The next challenge is to actually consider their opinions and what value they could bring without my conditioned thinking blocking the way.

Fortunately my management style is circular, so I am inviting participation and initiative from all staff, not just management.

This has rewarded me in the past with seeing staff switch their thinking from just working for me to working with me and opening up their own potential for growth, personally and professionally.

In a board of director’s scenario, we purposefully create boards with diverse ways of thinking by profiling candidates and selecting opposite profiles. There is no benefit to the company if all those on a board think the same. They would never challenge each other, hear new information, or choose the best solution for the decision at hand.

Here, the primary function as a director is to act in the best interest of the company by being as informed as possible, and looking at many scenarios to facilitate sound decision making. Hence, many world views and diversity of perspectives in the board members is imperative.

Conclusion

We cannot get accurate versions of realities without perspectives and this can only come from engaging with diverse ways of thinking and being.

 

For more information on this remarkable workshop and make sure to get your free copy of The Thinking Environment™ Overview.

In Part 6 of The Ten Components of “The Thinking Environment” we look at FEELINGS!

I’m sure you will agree with me that feelings are a vital part of our own well-being and driving force behind how we see and react to to one another and the world.

Component Six – Feelings

Principle

“Unexpressed feelings can inhibit good thinking.”

Definition

“Allowing sufficient emotional release to restore thinking.”

I feel that emotion is a subjective reaction to an experience. It is not a reality, only our perception of reality, related to the perceived impact it has on us based from our life experiences.

In this way, the same experience can evoke a different feeling in different people and of different magnitudes. I think this variation in the human experience of feelings is what makes us so fearful of where someone’s mind-set is when they have unexpressed feelings.

Personal Experience

I am an emotional person, reacting to situations (generally) more than others.

Knowing this, I tend to hide my true emotions which can shut me down. This in turn results in me not being fully present in a meeting and feeling disconnected.

My behaviour then indicates to others in the meeting that something is not quite right with me, yet they don’t know what it is.

This becomes a cycle not only affecting me and my thinking, but affecting other people’s level of being present and focused in a meeting as well.

Knowing that one can use this Component to at least enlighten others that something is amiss (keeping to a respectful amount of detail and not oversharing) does put others at ease too, and for me – feels like a weight is off my shoulders and I don’t have to pretend anymore, or use the “I am fine” line, so often used to hide feelings.

Then I can, and do engage more fully.

Conclusion

I feel one needs to embrace that feelings are a reaction to an event, and we all experience these reactions differently.

Understanding this helps us to help others open up and express where they are without judgment in a calm and welcoming way.

This will also bear homage to the first six Components of: 

Firstly and secondly, Attention and Encouragement– by acknowledging they might have feelings that are hindering them and inviting them to express what they need to, to continue; 

Thirdly, Equality – allowing them the freedom to express themselves, even if you don’t share the feelings or haven’t had the same experience; thirdly,

Fourth, Ease – being created simply by the process of them expressing their feelings and re-igniting their thinking;

And lastly,  Appreciation – by re-enforcing that their experience matters, which in turn means that they matter.

 

For more information on this remarkable workshop and make sure to get your free copy of The Thinking Environment™ Overview.

In Part 5 of The Ten Components of “The Thinking Environment” we look at ENCOURAGEMENT!

Looking at the image below I’m reminded of the unwavering courage I experienced as a child when one of my parents were there to support and encourage me. It’s the same in our professional world, we need to be encouraged and to encourage our colleagues to excel.

Component Five – Encouragement

 Principle

“To be ‘better than’ is not necessarily to be ‘good’”

Definition

“Giving courage to go to the cutting edge of ideas by moving beyond internal competition.”

Competing with others in a thinking space, I would see as limiting my own opportunity to expand my awareness and grow.

The saying that two people can look at something and see something totally different, is exactly the reason one shouldn’t compete.

Personal Experience

This is more my researched perspective than personal experience for now.

The social construct in which we live has changed so drastically since the birth of human culture and communities.

Early humans had a responsibility to their own small social networks of cultures and geographically isolated settlements.

Being community based beings, they would rely on this culture and community for long term sustainability, coherence, encouragement, and overall wellbeing.

As humans and communities evolved, the nurturer and caregiver characteristics of the social way of being would ensure a reciprocal caring and upliftment of their own (immediate) kind, thus humans own survival and longevity continued.

Yet, mankind and technology have exploded in the past century or so and specifically in the past 30 odd years with the information technology boom.

Now with globalisation – it seems a community way of living and a generalised nurturing community social construct is replaced with competitiveness.

Social media and the interconnectedness of businesses and social lives ensure that the growing greed for giving and receiving information continues with the ‘dog-eat-dog’ approach of being better than others and competing in a manmade race of narcissistic tendencies of self-promotion and competition to be the best.

When awareness of this destructive way of being was finally realised, a new value proposition was birthed – that of the values-based approach to business, leadership and connecting with others.

It is the new (or not-so-new) trend towards an integrated global and sustainable way of living and being.

We need to return to our community based and values way of being to survive in a global economy.

This starts with the selfless act of encouraging others.

My personal experience of encouragement as a leader and manager in my company was a circular management approach – nurturing and encouraging staff to think for themselves which in turn created connection and buy-in to my vision.

Conclusion

Leadership is about encouraging followers, drawing on their skills and character to move towards a common vision.

Leading is about them and not you – and this is what encouragement without competition is about.

 

For more information on this remarkable workshop and make sure to get your free copy of The Thinking Environment™ Overview.

Everybody knows a little appreciation goes a long way. In part 4 of the Ten Components of “The Thinking Environment” I delve a little deeper into how we can apply this principle to our business environment for the best results.

“Clients do not come 1st. Employees come 1st. If you take care of your employees, they will take care of your customers”. Sir Richard Branson

Component Four – Appreciation

Principle

“The human mind works best in the presence of appreciation.”

Definition

“Practicing a 5:1 ratio of appreciation to challenge.”

People work better in harmonious situations where they are valued.

Not being valued not only hinders connecting, but also the ability to open one’s mind up to perspectives. Being appreciated stimulates the desire to want to participate.

Personal Experience

In my experience, there is a fine line between showing genuine appreciation towards someone and going overboard or being ‘syrupy sweet’ per se and making comments based on what you think the other person wants to hear.

I always check myself to ensure my intent is honest about my words of appreciation – of what or how the person has influenced me in what I am being grateful for, instead of just making them feel good.

I have found that when showing appreciation as a result of a true reflection of what impacted me about them, it creates connection with the other person and gives them the gift of seeing themselves through the other person’s eyes.

Appreciation of others is subjective as behaviours and their perceived impact affect people differently.

What I appreciate in someone, others may not. This is the beauty of seeing yourself through someone else eyes.

There are so many versions of reality out there and showing genuine appreciation to someone, gives them a clearer and positive picture of themselves.

Conclusion

Today we live in an analytical world, identifying problems and issues (challenges) and constantly trying to improve.

This perspective is the norm in business, hence this five to one ratio for Appreciation to Challenge in the Component of Appreciation which reminds us that often we don’t need to find problems and criticise what we think is not going well, but rather understand and focus on the positive and by enhancing that – often the problems solve themselves. It is this attitude that invites more diverse perspectives and more realities into the picture, which in itself can provide the solutions to many challenges.

For more information on this remarkable workshop and make sure to get your free copy of The Thinking Environment™ Overview.

In part 2 of my overview of the Ten Components of “The Thinking Environment” I look at the 2nd component EQUALITY!

A truly vital component in any business, NEEDED, to make the best decisions for the company and it’s people. We simply cannot afford to discount the power of equality when it concerns survival and growth in the business environment.

Component Two – Equality

Principle

“Even in a hierarchy people can be equal as thinkers.”

Definition

“Treating each other as thinking peers; giving equal turns and attention; keeping boundaries and agreements.”

Giving someone your authentic attention when they talk is not only a sign of respect which enhances a feeling of value in the speaker, it is also where a sense of equality is borne.

Our connected, competitive world relies on us saying more and pushing the self-promotion envelope to be heard. This results in a loss of the ability to respect that others also have a right to be heard.

Personal Experience

I am constantly trying to improve my own mindful behaviour – in the context of being aware of my impact on others through being present in each moment.

Being a managing director and head of many staff meeting forums with divisions and staff, kept me on my toes with my own awareness and behaviour regarding this Component.

I didn’t think of it as ‘equal’ then, but rather as respecting each person individually and letting them know it. Of course, this is equality, and through practising this individual respect in staff meetings where there are hierarchies, I have found the most impact and reward with staff.

Feeling heard makes people feel they matter and what they say and think has value and could contribute to a bigger picture, of which they are a part of and not just working for. This is the differentiator – it is inclusive.

The knock on benefit is a staff culture of engaged and committed workers, who now have a personal stake for taking initiative and thinking outside their own box.

By coming up with ideas and proactively thinking about scenarios – not only do they learn and grow, but the company takes an interest in their thought process and perspective.

Conclusion

Awareness of equality in this context is an imperative leadership skill. Leaders that are successful create resonance with followers by their own behaviour self-management and awareness, and managing relations with others.

Practicing and managing equality removes ego from a group and promotes impartiality. When this is present, a feeling of threat or negativity is removed from individuals, so their openness to listen and participate is enhanced and their  attention can be truly focused on the discussion at hand.

For more information on this remarkable workshop and make sure to get your free copy of The Thinking Environment™ Overview.

In this 10 part series, I explore the Ten Components (ten behaviours) of The Thinking Environment™ by Nancy Kline and how they impact relationships and interactions with my own real life examples.

“Time to think: listening to ignite the human mind.” (Nancy Kline)

Each Component is introduced with the principle and definition behind it, followed by an explanation and personal experience of each Component reflecting practical relevance, understanding, and applicability of the Component in a bigger context.

“The Thinking Environment” Component One – Attention

Principle

“Attention is an act of creation.”

Definition

“Listening with palpable respect and genuine interest without interruption.”

Attention to me is a form of mindfulness. It is being present in the moment, conscious of one’s self in relation to how conscious and present you are for another through the action of listening to them and being aware of the impact your level of attention has on them.

“Attention is the rarest and purest form of generosity” is another saying that articulates the value that this component can have on the receiving person.

As a listener, if I truly wish to engage with someone and connect on an authentic and deeper level with them– I have to consciously remind myself to listen with this kind of attention.

This is true respect for someone else. On one hand, it is intangible in that it can be a silent contract between talker and listener, initiated by the listener – which in essence shifts the dynamic of the interaction and can set the tone of that interaction.

It is powerful, hence the impact it has as a core Component.

Personal Experience

As a facilitator and chair in various business roles, the gift of consciously creating and managing attention of this kind to others is a key leadership attribute.

Amongst other characteristics, it shows an inclusive and integrative leadership style.

Through this approach, I am able to control the dynamic of the group through this attention with others.

In this facilitator role, my calm, respectful listening promotes participation while reducing ego – as the facilitator is not ‘competing’ with the group and this sets the expectation for how others conduct themselves and interact with others in a meeting.

Attention of this kind, is not an inherent attribute in humans, as although we are social beings, our desire to matter and be heard can suppress our listening skills.

We are also competitive by nature in business and getting ahead, thus this kind of attention has to be an “act of creation”.

In these roles – I have dealt with gender, ego and dominating issues and through managing and maintaining consistent, impartial openness to hear and receive what each person has to say and using the power of Attention in this way, I am able to diffuse and maintain control of meetings.

This has proven over time to show this “palpable” (thus becoming tangible) respect. The structured board format is the perfect platform to subtly introduce this Component as it blends well with the overall purpose of a board – to each give input, be heard, discuss strategies, and make joint decisions.

Conclusion

Having consciously practiced this form of attention giving many times in various scenarios, I am constantly surprised at the power of influence it has over the dynamics of the interaction – to helping a friend really feel heard and lift her spirits – thus empowering her thinking processes as she felt, to facilitating professional interactions in a mature and focused way.

As we go through all Ten Components (behaviours), you will see how they all work hand-in-hand with each other, yet each one is so powerful on its own.

For more information on this remarkable workshop and make sure to get your free copy of The Thinking Environment™ Overview.