The point of discussing issues and decisions in which there is no single right answer is to build your team and its culture.
From the Blog on culture
So when stories we tell make fun of someone’s ethnicity, gender, appearance, ability AND is tolerated, we communicate it is ok.
The default language of digital technology is American English. What biased, ‘colonial’ perspectives, are we, through technology, forcing on the vulnerable?
Our experiences shape our view of the world. This is one of the reasons diversity matters in our decision making, our designing, and so on
Conveners and Gossips are often the behind the scenes culture creators and caretakers in our organisations. Working with them helps our change flourish.
Seeing the culture in which you operate in opens up possibility. Possibility for navigating it, for finding the language, signs, symbols to use.
The hard work of change involves surfacing the unconscious. Making it conscious. It is like a fish realising what water is. When we are aware, we can change
Maps are often a simplified version of reality. Organisational charts are simplified maps as power, influence, and behaviour is much messier than indicated.
When our prime performance metrics are hard numbers it tends to be focused on us and not the experience of those we seek to serve – the how doesn’t matter