As always, John’s words are music to my concepts
Originally posted on quantum shifting:
Don’t ask a systems thinker for advice on managing performance or staff engagement. They will probably say something pretty fruity and you’ll wind up frustrated by how fervently they trash conventional wisdom on the subject. Of course performance, engagement, recruitment, they’re all connected, so your systems thinking friend will sound like a fruit loop because they’ll see the whole picture and proceed to suggest that you are asking the wrong questions, when all you wanted to know is “how to get people to do stuff”. You go to them as a sounding board because there is something you like about the way they think; when you’ve talked previously, they come up with ideas that seem counter-intuitive at first, but are actually surprisingly on the money. However, when it comes to a sticky situation you are actually dealing with, you don’t want to hear them bang on about the system, the system, the system. Isn’t that just lovely sounding theories that academics spout? (…wouldn’t work in the real world) In an effort to get them to answer your simple question, you keep repeating “Yes, but they are SUPPOSED to fill out their daily task logs,” quietly tearing your hair out while they insist it’s not a behavioural problem; it’s a systems issue.
One of the most important things I learnt from my past life as a therapist is that if you want behaviour change in an individual, you work with them as a whole being and you work with their whole system (family, friends, peers, environment). You don’t focus on their “problem behaviours”. Similarly, if you want behaviour change in an organisation, you work on it as a whole. You don’t focus on the dysfunctional parts or the underperforming individuals. In my present life as a sociatrist, I apply my understanding of systems to organisations and organisational change, not merely the individuals within them.