Category: Learning

Managing Relationships Minus Technology

Around Valentine’s Day, we hear more about relationships than any other time of year. Interestingly, the Wall Street Journal provides two interesting articles on relationships and technology. One story, its not u, focuses on ending relationships electronically– primarily through email or text messages. Its author calls the technology-arbited breakups, “techno brush-offs.”

Each article makes the point that our interpersonal relationships are changing for the worse. Tough conversations once reserved for face time are absorbed by people’s familiarity with—and inappropriate use of—technology. One woman, the recipient of a combination-text/email breakup, considers such a message “a product of our times.” “‘I hate what this has become,’ she says. ‘Every computer and cellular phone needs a little instruction manual to let people know what can be sent in a text, what can be sent in an email, what can be said on the phone, and what must be said in person.’”

Yet the appreciation for interpersonal interactions conflicts with our everyday tendencies. We check and respond to email constantly and depend on the web for to-the-minute information on both personal and professional topics. The WSJ article, Deleting the Habit, talks about the similarities between technology reliance and drug addiction. “Addicts” have a hard time unplugging during once-sacred quality time– on vacations, during family time, and even while honeymooning.

Global Ideas Bank, a London think tank, holds an annual “International Internet-Free Day” to encourage people to participate in face-to-face interactions. The Bank’s director said to WSJ, “It’s good to speak to people.” But getting off the Web grid encourages people to do things that seem archaic to techno-junkies, like reading newspapers, having face-to-face conversation, or making phone calls from (gasp!) land lines while sitting still.

Though the content of these articles isn’t groundbreaking, few of us relate these key learnings to our professional lives, like unplugging during meetings and conferences, and having phone or face-to-face conversations rather than instant or email messaging. Using one-way communication technologies, like the latter, cuts valuable interpersonal cues from our interactions. And like breaking off love relationships via email, breaking tough or sensitive news to colleagues is more difficult for recipients when they can’t hear your voice, ask immediate questions, or see your facial expressions.

We advise clients to consider the type of medium through which they send messages. The concept of media richness relates to the amount of feedback a medium affords to a sender or receiver of a message. Lean media are best suited to deliver specific, tactical, or historical information; while rich media are better suited to deliver strategic, persuasive, or emotion-invoking messages. And conversations with your colleagues, direct reports, clients, or leaders often fall into one of these three categories. Highly charged topics simply require face-to-face discussion, or at least a phone call. (Read more about CRA’s take on media richness here.)

So let this time of year remind you to move away from the computer, put down the cell phone, and take time to talk to your colleagues, friends, and family. Communicating this way may take more time (and sometimes gumption) on your part, but your relationships will more likely thrive and endure as a result.

(Read here about techno brush-offs and here about technology junkies. WSJ.com registration is required.)

Is Talk Cheap?

At a recent lunch with corporate learning & development leaders in the Philadelphia area, I was struck by how the conversation kept coming round to, well, conversation. For example, those dealing with an aging workforce found that the necessary succession planning discussions were just not happening. The challenge in this case was to arm senior managers with the means for conversation that transfers knowledge and coordinates new action.

To a large extent, leaders and managers today are paid to talk–and we believe that modern corporations are largely “networks of conversation.” So, it stands to reason that conversation is the primary vehicle for getting things done. Then, why don’t we take the time to get better at it?

A common myth says that as budgets go through ever greater scrutiny, the bulk of L&D investment will be focused on job specific, technical training. Granted, there will always be some need for this. But as the L&D leaders gathered at our lunch clearly testified, a shift is abreast–a shift in spending from traditional training programs which seldom work (see David Maister’s “Why (Most) Training is Useless”) –towards programs that build conversational and relational effectiveness.

Are you guilty?

I posted some PowerPoint advice a couple of months ago, but then just last week I found the chart below that might help to bring the point home even more.

Look here for additional information about how you can avert death by PowerPoint and here for more reasons why you should rely on yourself as the message and not the tool as your message.

A Few Thoughts About Learning

While doing a little light reading on systems thinking, I came across a quote I really like—“Nothing inhibits future success like making procedures to formalize what generated a previous success.”

In The Art of Systems Thinking, O’Connor and McDermott remind us that what we often hail as a success was really a break-through—a new way of thinking—which comes from a change in one of our mental models. Once a break-through is formalized and institutionalized it becomes the norm—and we tend not to question it or give it any further thought. This is especially true when our organizations select people who act and think like the existing team. No one questions the norms. The risk? Nothing changes and over time the system runs down.

So, what can we do to avoid organizational decay? O’Connor and McDermott offer thoughts on two types of learning—simple learning and generative learning. Simple learning takes place when we change what we do in response to the results and feedback we get—for example, making changes to your operations based on the results of a satisfaction survey completed by your customers. It’s important to do this—and it’s a good way to get better and/or more efficient at what you already do.

However, if you’re really looking for the change, revitalization, and innovations needed to stave off decay, you need to foster generative learning. Generative learning happens when we let feedback change our mental models—that is, change our deeply rooted assumptions and our way of looking at things—an essential if you need to solve big problems and drive your business toward a changing future.

(Source: The Art of Systems Thinking, Joseph O’Connor & Ian McDermott)

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