Workforce Development
A practical illustration
In order to demonstrate how we need to unlearn in order to transform, I use a memorable, practical experience. Participants are asked to complete an apparently simple jigsaw puzzle. The component pieces are poured into a pile on the table and the instructions are simply to ‘make the puzzle.’
People work through a predictable pattern. They turn all the pieces over so that the right side is showing. They look for corners and straight edges. They connect pieces that seem to fit together. Then they hit a problem. However much they try, they cannot fit the pieces together in the conventional way that they were expecting. Their existing pattern of belief and behaviour doesn’t work and they need to break it and do something different.
At the end of the exercise we explore the learning process that was involved. Learners always highlight how strong the known patterns are and how they automatically fall into a known way of working. They describe the ‘unconscious’ process of turning and sorting the pieces and the assumptions they make about what the final puzzle will look like. They discuss the uncertainty and anxiety of experimenting with something new and the reluctance to accept that known solutions might no longer be appropriate. They also comment, frequently, on how they may not experiment with something new because they don’t want to be seen as offering a ridiculous suggestion. However, they recognize that is exactly what is required to create an innovative, transformational idea.
Transforming organisations
Transformational change doesn’t happen if we simply tinker around with systems and procedures. If we are to make genuine transformations in organisations we have to go right back to the underlying patterns and assumptions that cause the organisation to do what it does. Why need to question everything we think we know with a range of questions from, “Why?” to “What if…?”
We also need to need to acknowledge the emotional attachment we have to patterns that have served us well, find ways of preserving them and their inherent value so that they are available should we find appropriate uses for them, but acknowledge that we no longer need them because our world has moved on.
Ann is a Learning Experiences and Trainer at RSVP Design. Ann is an experienced Management and Team Development Training Consultant, with exceptionally strong facilitation skills.