Michael cardus's Posts - SOLWorld2024-03-28T23:45:03Zmichael cardushttps://solworld.ning.com/profile/michaelcardushttps://storage.ning.com/topology/rest/1.0/file/get/357589343?profile=RESIZE_48X48&width=48&height=48&crop=1%3A1https://solworld.ning.com/profiles/blog/feed?user=3e5pomw5j2okh&xn_auth=noDiscover Solutions through Dimensions, Time and Cost: DTC Operatortag:solworld.ning.com,2011-11-03:2102269:BlogPost:492552011-11-03T14:44:30.000Zmichael cardushttps://solworld.ning.com/profile/michaelcardus
<h2><font style="font-weight: bold;">Dimension Time Cost Operator</font></h2>
<p><strong>Dimension Time Cost Operator</strong> (DTC) – A <a href="http://create-learning.com/blog/corporate-team-building/creativity-to-innovation-implementing-inventive-solutions" target="_blank">TRIZ tool</a> for for seeing problems differently exploring ideas of extremes in size, time and cost. The DTC Operator can work to release…</p>
<h2><font style="font-weight: bold;">Dimension Time Cost Operator</font></h2>
<p><strong>Dimension Time Cost Operator</strong> (DTC) – A <a href="http://create-learning.com/blog/corporate-team-building/creativity-to-innovation-implementing-inventive-solutions" target="_blank">TRIZ tool</a> for for seeing problems differently exploring ideas of extremes in size, time and cost. The DTC Operator can work to release <a href="http://create-learning.com/blog/team-building/psychological-constipation-8-routine-causes" target="_blank">Psychological Inertia</a>.</p>
<p> </p>
<p><font style="font-weight: bold;">The DTC Operator Algorithm</font></p>
<ol>
<li><strong>Define the problem</strong>: Name the system or the part of the system of interest.</li>
<li><strong>Consider ideas</strong> created by DTC extremes:</li>
</ol>
<h4><strong>Dimensions:</strong></h4>
<p><em>If dimensions were extremely large what would success look like, how would that happen, in what way could that system be developed?</em></p>
<ul>
<li><strong>List ideas/solutions:</strong></li>
</ul>
<p><em>If dimensions were extremely small (almost gone) what would success look like, how would that happen, in what ways could that system be developed?</em></p>
<ul>
<li><strong>List ideas/solutions:</strong></li>
</ul>
<h4><font style="font-weight: bold;">Time:</font></h4>
<p><em>If time were extremely long what would success look like, how would that happen, in what ways could that system be developed? (i.e. Days, Years, Decades instead of seconds or minutes) OR</em> <em>If speed were extremely slow what would success look like, how would that happen, in what ways could that system be developed?</em></p>
<ul>
<li><strong>List ideas/solutions:</strong></li>
</ul>
<p><em>If time were extremely small what would success look like, how would that happen, in what ways could that system be developed? (i.e. nanoseconds instead of seconds) OR</em> <em>If speed were extremely fast what would success look like, how would that happen, in what ways could that system be developed?</em></p>
<ul>
<li><strong>List ideas/solutions:</strong></li>
</ul>
<h4><font style="font-weight: bold;">Cost:</font></h4>
<p><em>If costs (not just in terms of dollars but costs in terms of downsides, harmful effects, etc…) were extremely abundant what would success look like, how would that happen, in what ways could that system be developed?</em></p>
<ul>
<li><strong>List ideas/solutions:</strong></li>
</ul>
<p><em>If costs were extremely limited what would success look like, how would that happen, in what ways could that system be developed?</em></p>
<ul>
<li><strong>List ideas/solutions:</strong></li>
</ul>
<p> </p>
<h4><strong>Now what?</strong></h4>
<p>Well what do we do with all this information once we gather it?</p>
<em> </em><br />
<p>michael cardus is <a href="http://www.create-learning.com/" target="_blank">create-learning</a></p>Solution Focusd Application of TeamBuilding & Leadership Lessonstag:solworld.ning.com,2011-05-20:2102269:BlogPost:386532011-05-20T16:09:18.000Zmichael cardushttps://solworld.ning.com/profile/michaelcardus
<p>We all operate with different <a href="http://create-learning.com/blog/manager-training/of-course-i-am-a-great-leader-great-leaders-do-xyzand-i-do-all-of-those" target="_blank">mental models</a> and necessities of learning + training. When facilitating <a href="http://www.create-learning.com/programs/" target="_blank">team building & leadership processes</a> with individuals and teams a challenge is trying to determine what each person needs in order to feel our time together is used…</p>
<p>We all operate with different <a href="http://create-learning.com/blog/manager-training/of-course-i-am-a-great-leader-great-leaders-do-xyzand-i-do-all-of-those" target="_blank">mental models</a> and necessities of learning + training. When facilitating <a href="http://www.create-learning.com/programs/" target="_blank">team building & leadership processes</a> with individuals and teams a challenge is trying to determine what each person needs in order to feel our time together is used effectively.</p>
<p>This is a balance of</p>
<p><br/>1. <strong>The person</strong> (the expert of themselves) listening and reflecting upon what and how they find value in our time together; <br/>2. <strong>Me</strong> (the content expert) being competent and offering a variety of learning opportunities for individuals to find value in the process;<br/>3. Both <strong>the person and me</strong> knowing and acknowledging that this separation exists and both parties valuing the process enough to find the best solution at the time;<br/>4. <strong>The environment</strong> that the process training is taking place in;<br/>5. <strong>The environment</strong> that the process will be utilized in (i.e. shop floor, over the phone, in team meetings, with supervisors, with subordinates, with peers, with customers, in mixed project teams, in intra or inter-department teams);<br/>6. <strong>The black box</strong> the unknown and unforeseeable complexity that accompanies changing behaviors.<br/><em>I am sure there is more and for brevity will stop now</em> </p>
<p> </p>
<p>Below are some solution focused questions that I ask leaders, teams and myself that serve in answering some of the areas covered above.</p>
<ul>
<li>In the past when involved in something similar to what we are doing what worked? Tell me about that.</li>
<li>For our time to be most effective what would you need to know happened? What else? Is there an example of when something similar has happened in the past? Tell me about that.</li>
<li>Share an example of when you learned and applied something rapidly to your work.</li>
<li>How did you manage to learn and apply that so effectively? What else?</li>
<li>If that was to repeat, learning something and applying it rapidly, describe the environment you would need.</li>
<li>How would your boss support this learning and application?</li>
<li>How would subordinates support this learning and application?</li>
<li>How would peers support this learning and application?</li>
<li>How would your significant other (close friend, family member, etc…) support this learning and application?</li>
<li>Is there anything you are currently working on that you can use to test the new lessons from today? How can you test the lessons from today?</li>
<li>What will happen when you have fully understood and are able to use the lessons in your work? What else? What else?</li>
<li>Is any of that happening already?</li>
<li>In a week – when a follow-up is arranged – what should I ask you to see what successes you are having with the application of the lessons?</li>
</ul>
<p> </p>
<p>The application and retention of team building & leadership lessons require focus on each of the 6 areas, plus coaching and facilitation of connecting the lessons to work.</p>
<em> </em><br />
<p>michael cardus is <a href="http://www.create-learning.com/" target="_blank">create-learning</a></p>Plan:Do:Check:Act. Examining Process Improvement in Solutions Focusedtag:solworld.ning.com,2011-03-16:2102269:BlogPost:362632011-03-16T01:53:46.000Zmichael cardushttps://solworld.ning.com/profile/michaelcardus
<p><a href="http://create-learning.com/blog/wp-content/uploads/2011/03/image4.png" target="_blank"><img alt="team building and leadership expert michael cardus" border="0" height="368" src="http://create-learning.com/blog/wp-content/uploads/2011/03/image_thumb3.png" style="background-image: none; border-width: 0px; padding-left: 0px; padding-right: 0px; display: inline; padding-top: 0px;" title="Plan:Do:Check:Act De-breifing & Processing team building activities" width="450"></img></a></p>
<p><font size="1">Plan:Do:Check:Act model originally credited to <a href="http://asq.org/about-asq/who-we-are/bio_shewhart.html" target="_blank">Shewhart</a> </font></p>
<h3> </h3>
<h4><font style="font-weight: bold;">Processing Team-Building Activities:</font></h4>
<p>When facilitating a team through a challenge taking breaks to evaluate what is happening during the action and…</p>
<p><a href="http://create-learning.com/blog/wp-content/uploads/2011/03/image4.png" target="_blank"><img style="background-image: none; border-width: 0px; padding-left: 0px; padding-right: 0px; display: inline; padding-top: 0px;" title="Plan:Do:Check:Act De-breifing & Processing team building activities" alt="team building and leadership expert michael cardus" src="http://create-learning.com/blog/wp-content/uploads/2011/03/image_thumb3.png" border="0" height="368" width="450"/></a></p>
<p><font size="1">Plan:Do:Check:Act model originally credited to <a href="http://asq.org/about-asq/who-we-are/bio_shewhart.html" target="_blank">Shewhart</a> </font></p>
<h3> </h3>
<h4><font style="font-weight: bold;">Processing Team-Building Activities:</font></h4>
<p>When facilitating a team through a challenge taking breaks to evaluate what is happening during the action and what is the teams next step proves useful.</p>
<p>Individuals on teams when involved in challenges are really close to the problem and taking a Plan:Do:Check:ACT (PDCA) break will create clarity and teach a model of action steps and solutions finding in real-time examples.</p>
<p>Here is how the model works;</p>
<p>Prior to the team-building activity…you (the facilitator) explain the PDCA model and explain that every 3-5 minutes you are going to pause the action act ask the questions that are in the model. Even if the team is doing awesome every 3-5 minutes the action will stop and we will quickly go through the model.</p>
<p>Here is the model;</p>
<h4><strong>Plan</strong></h4>
<ul>
<li>Revisit the goal.</li>
<li>Explore (quickly) one and only one, obstacle in our way of achieving the goal</li>
</ul>
<h4><strong>DO</strong></h4>
<ul>
<li>In reference to the one obstacle choose one and only one action step that can move us closer to the goal.</li>
</ul>
<h4><strong>Check</strong></h4>
<ul>
<li>Now that you have have done that one thing what worked?</li>
</ul>
<h4><strong>Act</strong></h4>
<ul>
<li>If it worked; Can you do more and continue through the process again?</li>
<li>If it did not work; Have you stopped doing it and go through the process again.</li>
</ul>
<p> </p>
<p>Try it and let me know what happens.</p>
<p> </p>
<p>michael cardus is <a href="http://www.create-learning.com/" target="_blank">create-learning</a></p>
<p><em>Inspired to write this post from reading <a href="http://www.amazon.com/Toyota-Kata-Managing-Improvement-Adaptiveness/dp/0071635238/ref=sr_1_1?ie=UTF8&s=books&qid=1298910076&sr=8-1">Toyota Kata</a></em></p>Solutions Focused To Achieve Mastery...My Journey And Struggletag:solworld.ning.com,2011-03-05:2102269:BlogPost:360532011-03-05T02:39:45.000Zmichael cardushttps://solworld.ning.com/profile/michaelcardus
<p><em>After attending "Developing High Performance Teams using Solutions Focus" facilitated by <a href="http://solworld.ning.com/profile/HaesunMoon?xg_source=profiles_memberList" target="_self">Haesun Moon.</a></em></p>
<table border="0" cellspacing="1" class="descr" width="58">
<tbody><tr valign="top"><td><br></br></td>
<td><br></br></td>
</tr>
</tbody>
</table>
My learning style is disruptive, and when I’m thinking (especially in a training / classroom setting) I shift, sigh, groan, speak out, and…
<p><em>After attending "Developing High Performance Teams using Solutions Focus" facilitated by <a href="http://solworld.ning.com/profile/HaesunMoon?xg_source=profiles_memberList" target="_self">Haesun Moon.</a></em></p>
<table class="descr" border="0" cellspacing="1" width="58">
<tbody><tr valign="top"><td><br/></td>
<td><br/></td>
</tr>
</tbody>
</table>
My learning style is disruptive, and when I’m thinking (especially in a training / classroom setting) I shift, sigh, groan, speak out, and talk under my breath. This is how I learn, and is what make me an <a href="http://www.create-learning.com/about.html" target="_blank">awesome team building & leadership</a> facilitator.<br />
<p>While <a href="http://create-learning.com/blog/manager-training/photo-inquiry-friday-how-would-you-like-this-to-end" target="_blank">sitting in a 2 day training</a>; during and after day 1, I was frustrated because what was being covered I knew very well. And my thoughts and actions became negative and I began to doubt the competency of myself for attending this training.</p>
<br/>
<p>On day 2 it came to me…Of course I know this stuff, and what I am working on is the <strong>mastery phase</strong>.</p>
<br/>
<p>The <strong>mastery phase</strong> occurs once you are already filled with the requisite skilled knowledge needed. Mastery occurs, <strong>not as fast</strong> as the skill building phase. Because <strong>mastery</strong> take decades of small changes and adjustments that yield results. You have to <strong>value what you are mastering</strong>, enough to commit to the time it takes.</p>
<br/>
<p><strong>Entering the mastery phase</strong>;</p>
<ul>
<li>What is your current skill level? What are really great at?</li>
<li>What evidence do you have to justify you are as great as you say you are?</li>
<li>What else? What else? Tell me about that…</li>
<li>If you were to awaken tomorrow and suddenly be at your optimum level of skill – what is the first thing you would notice that would tell you, you have achieved your optimum level?</li>
<li>On a scale of 0 – 10; with 0 being where you were 90 days ago and 10 being your optimum skill level. Where are you now?</li>
<li>What are you currently doing that is increasing your mastery?</li>
<li>On the same scale where would you like to be 90 days from now?</li>
<li>What will be different when you are at this new number?</li>
<li>How would I notice that you are now at a different level of mastery?</li>
<li>Are you doing any of these things now?</li>
<li>In the 90 days from now scenario what are you doing more of?</li>
<li>How has your focus shifted?</li>
<li>What is 1 thing you can commit to doing in the next 3 hours, that will increase your level of mastery?</li>
</ul>
<br/>
Mastery is not so much about the course, the facilitator, the other people – it becomes about you. And your dedication to learn and Do something.<br />
<br/>
<br/>
<p><strong>Comment on your steps to achieve mastery…</strong></p>
<br/>
<p>Please share this post and inquiries about mastery with your team, friends, people you know.</p>
<br/>
<p> </p>
<br/>
<p>michael cardus is <a href="http://www.create-learning.com" target="_blank">create-learning</a></p>Give Ideas P.R.O.Ps...A 4 Step Process for New Idea Creationtag:solworld.ning.com,2010-12-07:2102269:BlogPost:320722010-12-07T12:54:05.000Zmichael cardushttps://solworld.ning.com/profile/michaelcardus
<p>When exploring new ideas it is important to;</p>
<ol>
<li>Have a process that is known</li>
<li>Start with positives + pluses to allow the idea a chance of survival.</li>
<li>Give ideas there P.R.O.PS</li>
</ol>
<p></p>
<h4><font style="font-weight: bold;">P</font>luses, <font style="font-weight: bold;">P</font>ositives</h4>
<ul>
<li>Start with what is good about the idea, finding the good stuff…</li>
</ul>
<h4><font style="font-weight: bold;">R</font>einforcements</h4>
<ul>
<li>Building…</li>
</ul>
<p>When exploring new ideas it is important to;</p>
<ol>
<li>Have a process that is known</li>
<li>Start with positives + pluses to allow the idea a chance of survival.</li>
<li>Give ideas there P.R.O.PS</li>
</ol>
<p></p>
<h4><font style="font-weight: bold;">P</font>luses, <font style="font-weight: bold;">P</font>ositives</h4>
<ul>
<li>Start with what is good about the idea, finding the good stuff…</li>
</ul>
<h4><font style="font-weight: bold;">R</font>einforcements</h4>
<ul>
<li>Building upon the pluses, taking the idea from birth to building a reinforced structure around the idea. The reinforcement phase is meant
to further explore how the idea may be effective and have a positive<br />
impact.</li>
</ul>
<h4><font style="font-weight: bold;">O</font>bstacles</h4>
<ul>
<li>Now you explore the problems and challenges with the idea. Once you have discussed the <strong>P</strong>ositives, and created some <strong>R</strong>einforcement…is the idea ready to face the <strong>O</strong>bstacles.</li>
<li>Acknowledgement of obstacles, can only happen once the positives have been explored.</li>
</ul>
<h4><font style="font-weight: bold;">P</font>ossible <font style="font-weight: bold;">S</font>olutions</h4>
<ul>
<li>NOW time to turn those obstacles into solution statements. Just leaving and stopping at the obstacles gets the idea no-where. For the
obstacles a possible solution must also be explored.</li>
<li>Too often we stop at the obstacles and get mired into a inward spiraling doom loop of challenge. By creating possible solutions we
break the doom loop and start to again see solutions.</li>
</ul>
<p></p>
<p>Once the idea has had it’s <strong>P.R.O.PS</strong> can it be further decided upon as to whether or not to be instituted and used.</p>
<p></p>
<p>michael cardus is <a href="http://www.create-learning.com/" target="_blank">create-learning</a></p>Leadership Group: Solutions Focus in Practicetag:solworld.ning.com,2010-11-05:2102269:BlogPost:312002010-11-05T14:28:11.000Zmichael cardushttps://solworld.ning.com/profile/michaelcardus
<p><span style="font-style: italic;">Still learning solutions focuses I attempted using scaling questions with a leadership team. Below is a story of what happened, and how great it turned out!</span><br></br></p>
<p><br></br></p>
<p>Working with a leadership team of 5 people including the COO of the organization. I was called in to facilitate and consult the leadership team with the following objectives
defined;</p>
<p>Leaders will be able to reflect upon their own behaviors and adjust accordingly…</p>
<p><span style="font-style: italic;">Still learning solutions focuses I attempted using scaling questions with a leadership team. Below is a story of what happened, and how great it turned out!</span><br/></p>
<p><br/></p>
<p>Working with a leadership team of 5 people including the COO of the organization. I was called in to
facilitate and consult the leadership team with the following objectives<br />
defined;</p>
<p>Leaders will be able to reflect upon their own behaviors and adjust accordingly based upon what team they are a part of and whom they are
leading. This will be centered upon skill(s) based development and<br />
co-creation of a shared structure for discussions at a leadership level.<br />
</p>
<p><br/></p>
<p>Concluding this process with;</p>
<ul>
<li>Shared process and structure for leadership team to make decisions and solve problems within a time span.</li>
<li>Skill in active listening and communication to peers, supervisors and direct reports.</li>
<li>Co-creation of decision making methods for Leadership team to utilize in real-time. Leadership team will make a decision that is
applicable to the organization at the time of our meeting.</li>
<li>Co-creation of team problem solving for Leadership team to utilize in real-time. Leadership team will solve a problem, develop an action
plan & plan the step to a solution that is applicable to the<br />
organization at the time of our meeting.</li>
</ul>
<p></p>
<p>In the first team meeting I sensed some reservations from the team.</p>
<p>So I asked, <em>“I am sensing reservations of our time together lets discuss this.”</em></p>
<p><br/></p>
<p>After about 3 minutes of silence and people staring at their shoes one person spoke up, <em>“Now we are involved in many, many projects and are about to go through
preparation for a large audit from the state & feds that is going to<br />
take our time. I think that all of this is excellent and we could<br />
really benefit from it. I just don’t thing we have the time to give it<br />
our all.”</em></p>
<p><br/></p>
<p>The rest of the team nodded their heads.</p>
<p>I asked, <em>“are you all willing to discuss this and as a group determine what you need and when you will have the time to give it your
all?”</em> Everyone nodded;</p>
<p><br/></p>
<p>Next I facilitated the group through the following <strong style="font-weight: normal;">Solutions Focused Leadership Process</strong>;</p>
<p><em><br/></em></p>
<p><em>“Everyone on your paper please draw a scale from 0 – 10”</em></p>
<p>drew this on the white board;</p>
<p><font size="3"><strong><br/></strong></font></p>
<p><font size="3"><strong>0</strong> —-<strong>1</strong>—-<strong>2</strong>—-<strong>3</strong>—-<strong>4</strong>—-<strong>5</strong>—-<strong>6</strong>—-<strong>7</strong>—-<strong>8</strong>—-<strong>9</strong>—- <strong>10</strong></font></p>
<p><em><br/></em></p>
<p><em>“Here is the question, mark on your own scale and keep it to yourself; with <strong>0</strong>-being this is the absolutely worst time for the Leadership Process, <strong>10</strong>-being that this is the absolute best time and you are fully prepared to give
it you all, where would you rate yourself right now, today?”</em></p>
<p><br/></p>
<p>About 3-5 minutes for people to rate and reflect of their scaling.</p>
<p><em><br/></em></p>
<p><em>“Thank you…please take about 3 minutes and list what is going well, what is working that has put you where you currently are on the
scale, the things that are going well that kept you from rating yourself<br />
lower on the scale. List these items clear and distinctly as possible,<br />
again keeping it to yourself.”</em></p>
<p><br/></p>
<p>Again 3-5 minutes for the people to list and reflect why they are where they are not lower / higher.</p>
<p><em><br/></em></p>
<p><em>“Is everyone comfortable sharing where they are on the scale?”</em></p>
<p>Allowed for the group to individually share where they placed themselves, while I wrote each persons name under the number they said.
Averaged the numbers to create group consensus. The average was close to<br />
a 6;</p>
<p><font size="3"><strong><br/></strong></font></p>
<p><font size="3"><strong>0</strong> —-<strong>1</strong>—-<strong>2</strong>—-<strong>3</strong>—-<strong>4</strong>—-<strong>5</strong>—-<strong><font color="#0000FF">6</font></strong>—-<strong>7</strong>—-<strong>8</strong>—-<strong>9</strong>—- <strong>10</strong></font></p>
<p></p>
<p><em>“Wow a 6 that is great…let’s discuss some of the things that are successful to bring the group to a 6…”</em></p>
<p><br/></p>
<p>The group talked about things are working, steps that are successful. They <strong>did not</strong> talk about the problems and concerns…<strong>instead</strong> they talked about what they are currently doing really well.</p>
<p><em><br/></em></p>
<p><em>“If I was to observe this group in a meeting and workplace situation what would I see, how would the individuals interact, how
would the team interact, how would topics be discussed…Describe what I<br />
would see as an observer that would make me say…WOW this group is<br />
operating at a 6, as opposed to a 3 or 4.”</em></p>
<p><br/></p>
<p>The group shared more of how there interactions are and what processes are working and how they are solving problems and making
decisions…</p>
<p><em>“Next step…using the same scale where would you have to be as an individual leader to be alright with going ahead with the learning,
training, and process work that we have defined? Where on that scale<br />
would you HAVE to be in order to say, I am now ready and prepared to<br />
give this process my all. Scale your answer and keep it to yourself for<br />
now.”</em></p>
<p><em><br/></em></p>
<p><em>“Looking at where you scaled yourself to be prepared to give this process your all compared with where you scaled yourself in the first
round, what is different? Please take about 3-5 minutes and list how you<br />
will know that you have reached this new number on the scale, what your<br />
interactions with the leadership team will be like, with your staff,<br />
with clients, with family, what will you; prepared to give this process<br />
your all look like, take some time and describe it.”</em></p>
<p><br/></p>
<p>Waited for about 5 minutes while the group wrote…</p>
<p><em><br/></em></p>
<p><em>“Who would like to share where on the scale they would have to be in order to give this leadership process their all?”</em></p>
<p><br/></p>
<p>Repeating the same process as above, wrote the persons name (In a different color) under the numbers. Surprisingly 2 of the people had
lesser scaled numbers in the 2nd round than in the 1st!</p>
<p>Again we averaged the numbers and it came to about a 7;</p>
<p><font size="3"><strong><br/></strong></font></p>
<p><font size="3"><strong>0</strong> —-<strong>1</strong>—-<strong>2</strong>—-<strong>3</strong>—-<strong>4</strong>—-<strong>5</strong>—-<strong><font color="#0000FF">6</font></strong>—-<strong><font color="#00FF00">7</font></strong>—-<strong>8</strong>—-<strong>9</strong>—- <strong>10</strong></font></p>
<p></p>
<p>As a collective group we sat and starred at the scaling data…the leadership team had their numbers and solutions there in the room,
staring at them in what each person and then the group collectively<br />
needed to be successful.</p>
<p><em><br/></em></p>
<p><em>“WOW…a 7, that is great…As a group tell me what will things be like for the leadership team when you are all collectively operating as a
7…If I was observing the group what would I see, that would have me say<br />
WOW they have gone from a 6 to a 7 and now they are ready to give this<br />
process their all.”</em></p>
<p><br/></p>
<p>Then something awesome happened…They were talking about the great work that has been accomplished and how great they feel about what is
happening, as they listed what a 7 would look like. People started to<br />
say, we are already doing all these things, we are there.</p>
<p><br/></p>
<p>As the discussion continued, the COO took a quick poll of the group and everyone agreed that they are ready and prepared to give this
leadership process their all!</p>
<p><br/></p>
<p>I said, “<em>That is awesome, you are a great group and as we have just seen, really know your stuff and are capable of;</em></p>
<ul>
<li><em>Developing a shared process and structure to make decisions and solve problems within a time span.</em></li>
<li><em>Utilizing and enhancing your skills in active listening and communication to peers, supervisors and direct reports.</em></li>
<li><em>Co-creating decision making methods for Leadership team to utilize in real-time. We just made a decision that is applicable to the
organization at the time of our meeting.</em></li>
<li><em>Co-creating team problem solving for Leadership team to utilize in real-time. We just solved a problem, developed an action plan &
planed the steps to a solution that is applicable to the organization.”</em></li>
</ul>
<p><em>Now we just continue to build upon you success!”</em></p>
<p><br/></p>
<p>Following that meeting the leadership team has created some amazing results of increasing retention of talented staff members, increasing
the productivity (through partnered quality projects) of several<br />
departments. As well as continued to coach and develop their staff and<br />
organization into a high functioning team of solutions minded<br />
individuals, leaders, teams, and organization.</p>
<p>Plus we are still working together to continue the skill building and increase the applied capacity of the leaders.</p>
<p><br/></p>
<p>michael cardus is <a href="http://www.create-learning.com">create-learning</a><br/></p>Processing for Reciprocity of Inquiry or Team Building De-Brief Questionstag:solworld.ning.com,2010-09-29:2102269:BlogPost:299622010-09-29T22:09:10.000Zmichael cardushttps://solworld.ning.com/profile/michaelcardus
<p><font size="3"><em>I love questions; asking them, answering them, writing about them, thinking about them, driving <a href="http://christines-cuisine.blogspot.com/">Christine (Wife)</a>crazy with them. Whether you are a facilitator, coach, leader, <a href="http://www.create-learning.com/questions.html">person in the toilet-stall</a> next to me – asking 2 to 3 questions beyond the point of where we agree<br></br> develops understanding of each other. Additionally asking questions <br></br>
beyond the…</em></font></p>
<p><font size="3"><em>I love questions; asking them, answering them, writing about them, thinking about them, driving <a href="http://christines-cuisine.blogspot.com/">Christine (Wife)</a>crazy with them. Whether you are a facilitator, coach, leader, <a href="http://www.create-learning.com/questions.html">person in the toilet-stall</a> next to me – asking 2 to 3 questions beyond the point of where we agree<br/>
develops understanding of each other. Additionally asking questions <br/>
beyond the point of agreement creates a reciprocity of inquiry…and that <br/>
is <strong>FACILITATING AWESOMENESS!</strong></em></font></p>
<font size="3"><br/><br/></font>
<h3><font size="3"><b>Team Processing Questions:</b></font></h3>
<h4><font size="3"><br/></font></h4>
<h4><font size="3"><b><a href="http://create-learning.com/blog/team-building/learn-experiential-team-building-and-leadership-model">Analyzing the experience</a>, consider the idea of Communication.</b></font></h4>
<p><font size="3">1. Determine what types of communication took place during the activity.</font></p>
<p><font size="3">2. In each of your opinions, which was the most powerful form of communication during the activity? What made them powerful?</font></p>
<p><font size="3">3. What were some successful communication moments?</font></p>
<p><font size="3">4. At what points were you having difficulty communicating?</font></p>
<p><font size="3">5. What might each of you want to remember about communication?</font></p>
<h4><font size="3"><br/></font></h4>
<h4><font size="3"><b>reflect upon who is on the team & their talents…</b></font></h4>
<p><font size="3">1. What were some of the ideas that were generated?</font></p>
<p><font size="3">2. How receptive was the group to new and different ideas?</font></p>
<p><font size="3">3. How did you add structure to the ideas?</font></p>
<p><font size="3">4. What were some of the roles that were proposed for people in this project?</font></p>
<p><font size="3">5. Which ideas were seen as unrealistic / realistic? What made those ideas unrealistic / realistic?</font></p>
<p><font size="3">6. Describe how the plan was developed and evaluated?</font></p>
<p><font size="3">7. Explain the action steps of the project. Describe the results and outcomes of the action steps.</font></p>
<p><font size="3">8. How do you feel about what was done? Ideas for improvement?</font></p>
<p><font size="3">9. What was the key moment in the teams’ success? Where did the ideas come from? Who were the ideas champions?</font></p>
<p><font size="3">10. Where do you feel were the gaps in this project? How did or did you not work to fill those gaps?</font></p>
<h4><font size="3"><br/></font></h4>
<h4><font size="3"><b>If you have Time…</b></font></h4>
<p><font size="3">1. How mindful were you of your preferred team role?</font></p>
<p><font size="3">2. Describe how that impacted your part in the project.</font></p>
<p></p>
<p></p>
<p><font size="3"><br/></font></p>
<p><font size="3">michael cardus is <a href="http://www.create-learning.com/">create-learning</a></font></p>Solutions Focused on a High Ropes Coursetag:solworld.ning.com,2010-09-24:2102269:BlogPost:298492010-09-24T19:59:43.000Zmichael cardushttps://solworld.ning.com/profile/michaelcardus
<p class="MsoNoSpacing" style="text-align: justify;"><b><span style="font-size: 16pt; font-family: "Arial","sans-serif";">Scaling Challenge of Choice</span></b></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><b><span style="font-size: 16pt; font-family: "Arial","sans-serif";">High Ropes Course Processing & Reflection…</span></b></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"></p>
<p class="MsoNoSpacing" style="text-align: justify;"><b><span style="font-size: 16pt; font-family: "Arial","sans-serif";">Scaling Challenge of Choice</span></b></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><b><span style="font-size: 16pt; font-family: "Arial","sans-serif";">High Ropes Course Processing & Reflection</span></b></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><b><span style="font-size: 14pt; font-family: "Arial","sans-serif";">Materials:</span></b></p>
<br />
<p class="MsoNoSpacing" style="margin-left: 0.5in; text-align: justify; text-indent: -0.25in;"><span style="font-size: 12pt; font-family: Symbol;"><span style="">· </span></span><span style="font-size: 12pt; font-family: "Arial","sans-serif";">High
Ropes Course. Can be a circuit course, or individual element. Application of<br />
scaling process will require the facilitator’s best judgment.</span></p>
<br />
<p class="MsoNoSpacing" style="margin-left: 0.5in; text-align: justify; text-indent: -0.25in;"><span style="font-size: 12pt; font-family: Symbol;"><span style="">· </span></span><span style="font-size: 12pt; font-family: "Arial","sans-serif";">Flip
chart paper & markers</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><b><span style="font-size: 14pt; font-family: "Arial","sans-serif";">Group Size:</span></b></p>
<br />
<p class="MsoNoSpacing" style="margin-left: 0.5in; text-align: justify; text-indent: -0.25in;"><span style="font-size: 12pt; font-family: Symbol;"><span style="">· </span></span><span style="font-size: 12pt; font-family: "Arial","sans-serif";">This version is meant for Adult & Corporate
audiences. For youth variations <a href="http://www.create-learning.com/contact.html">contact mike</a>.</span></p>
<br />
<p class="MsoNoSpacing" style="margin-left: 0.5in; text-align: justify; text-indent: -0.25in;"><span style="font-size: 12pt; font-family: Symbol;"><span style="">· </span></span><span style="font-size: 12pt; font-family: "Arial","sans-serif";">Works well with any size team. In my experience with
<a href="http://www.create-learning.com/programs/ropes.html">ropes course</a><br />
processing and reflection smaller teams of no greater than 6 people work best.<br />
For variations with larger groups <a href="http://www.create-learning.com/contact.html">contact mike</a>.</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><b><span style="font-size: 14pt; font-family: "Arial","sans-serif";">Objective:</span></b></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">To frontload and increase the comfort zone for people on the <a href="http://create-learning.com/blog/topics/ropes-course">high ropes course</a>.</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">To develop a shared language and system for sharing external signs of comfort and reactions to challenge.</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">Completing the process with the group and individual being able to know and recreate situations where discomfort was addressed and through practice
increase the person’s knowledge and skills to lessen reaction time from discomfort<br />
to comfort.</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">Leading to greater ability to;</span></p>
<br />
<p class="MsoNoSpacing" style="margin-left: 0.5in; text-align: justify; text-indent: -0.25in;"><span style="font-size: 12pt; font-family: Symbol;"><span style="">· </span></span><span style="font-size: 12pt; font-family: "Arial","sans-serif";">focus while under stressful situations</span></p>
<br />
<p class="MsoNoSpacing" style="margin-left: 0.5in; text-align: justify; text-indent: -0.25in;"><span style="font-size: 12pt; font-family: Symbol;"><span style="">· </span></span><span style="font-size: 12pt; font-family: "Arial","sans-serif";">knowledge of self and reactions</span></p>
<br />
<p class="MsoNoSpacing" style="margin-left: 0.5in; text-align: justify; text-indent: -0.25in;"><span style="font-size: 12pt; font-family: Symbol;"><span style="">· </span></span><span style="font-size: 12pt; font-family: "Arial","sans-serif";">skills in noticing stress and quickly gaining
comfort</span></p>
<br />
<p class="MsoNoSpacing" style="margin-left: 0.5in; text-align: justify; text-indent: -0.25in;"><span style="font-size: 12pt; font-family: Symbol;"><span style="">· </span></span><span style="font-size: 12pt; font-family: "Arial","sans-serif";">others on team knowing your signs of discomfort and
how to coach you back to a comfort zone</span></p>
<br />
<p class="MsoNoSpacing" style="margin-left: 0.5in; text-align: justify; text-indent: -0.25in;"><span style="font-size: 12pt; font-family: Symbol;"><span style="">· </span></span><span style="font-size: 12pt; font-family: "Arial","sans-serif";">empathy and understanding of others</span></p>
<br />
<p class="MsoNoSpacing" style="margin-left: 0.5in; text-align: justify; text-indent: -0.25in;"><span style="font-size: 12pt; font-family: Symbol;"><span style="">· </span></span><span style="font-size: 12pt; font-family: "Arial","sans-serif";">respect for the talents and diversity of the team</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><b><span style="font-size: 14pt; font-family: "Arial","sans-serif";">Preparation:</span></b></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">This entire process needs a great deal of time…and is worth it if you allot the time and focus on creating breakthroughs with the individuals and
team on the ropes course.</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">Also before the group is brought to the high element that they have a comfort, positive norms and behaviors with each other, that they feel safe
sharing ideas, and are able to be supportive of each other.</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">Prior to moving any group to a high ropes element ensure that it is <a href="http://create-learning.com/blog/team-building/team-building-success-in-4-steps">sequenced properly</a> into the <a href="http://www.create-learning.com/programs/team-building.html">team building
program</a>. Additionally be honest <a href="http://create-learning.com/blog/buffalo-ny/challenge-course-ropes-course-rethink-the-standard-for-team-building-and-leadership-development-increase-effectiveness-and-production">about<br />
the risk</a> both physically and mentally, ensure that any and all <a href="http://create-learning.com/blog/team-building/team-building-consultant-trainer-facilitator-3-overlapping-roles-for-success">facilitators</a><br />
who are on the course are trained and have experience with adult and corporate<br />
clients plus high elements on a ropes course.</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">All operating procedures for the course have been completed.</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><b><span style="font-size: 14pt; font-family: "Arial","sans-serif";">Instructions and Facilitator Script:</span></b></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">This description will use a pamper pole as the element, remember that not all ropes courses are the
same. Here is how I front load the pamper pole, following a discussion of risk,<br />
harnessing, equipment, etc…</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">Feel free to change what is said to fit your conversational style.</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><i style=""><span style="font-size: 12pt; font-family: "Arial","sans-serif";">“Now that we have covered all the technical and safety protocols we are going to engage in a processing activity before we begin the pamper
pole.</span></i></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><i style=""><span style="font-size: 12pt; font-family: "Arial","sans-serif";">First think of a continuum scale of 0-10. On this scale think about where you would place your current comfort level of the pamper pole
with 0-being No comfort, and 10-being Total Comfort. Think for the next 90<br />
seconds to yourself about your personal comfort continuum with the challenge<br />
and where you would place your comfort”</span></i></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">Allow for about 90 seconds to pass in silence</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><i style=""><span style="font-size: 12pt; font-family: "Arial","sans-serif";">“Find a partner and share your level of comfort and discuss why you chose that level, take about the next 3-5 minutes with a
partner to share where you placed yourself on the scale and why.”</span></i></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">Allow 3-5 minutes if the group is still talking, choose how long you want to let them share.</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><i style=""><span style="font-size: 12pt; font-family: "Arial","sans-serif";">“Thank you, now using that same scale as before with 0-being No comfort, and 10-being Total Comfort where do you have to end on that
scale in order to feel that you were successful with the pamper pole challenge<br />
today. Where on the scale would you have to be to feel that success was reached<br />
on a personal level for you? Take another 90 seconds and think about it.”</span></i></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">Allow for about 90 seconds to pass in silence</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><i style=""><span style="font-size: 12pt; font-family: "Arial","sans-serif";">“Does everyone have a number on the scale for success? Great now please break into groups of 4 people per/group”</span></i></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">You can assign the groups according to a myriad amount of things, work teams, family members,
learning co-horts, etc… OR you can just let the people choose who they want to<br />
be in a group of 4 with.</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><i style=""><span style="font-size: 12pt; font-family: "Arial","sans-serif";">“Each person in the group please share the following information 1) What your current level of comfort is on the continuum 2) where
it would have to be to feel that today is a success. About 10 minutes and each<br />
person share those 2 things; Current level of comfort and where it would have<br />
to end to feel that today is a success.”</span></i></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">Allow for about 10 minutes if they are still sharing allow for extra time as needed.</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><i style=""><span style="font-size: 12pt; font-family: "Arial","sans-serif";">“Thank you for sharing those 2 items. The final question before we begin the pamper pole is within the team take 2 minutes per/person to
share with your group what external signs they will notice about you when you<br />
are achieving success according to your comfort scale. Each person is going to share<br />
what external signs they will notice when you have moved closer to and achieved<br />
success.”</span></i></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">Allow for 8-10 minutes.</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><i style=""><span style="font-size: 12pt; font-family: "Arial","sans-serif";">“It is now time for the pamper pole – who is going first? People on their team take notice of their external signs of moving towards
success and let them know when you notice the signs they mentioned. Person<br />
climbing remember where you placed success on the scale, you can stop at any<br />
point.</span></i></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><i style=""><span style="font-size: 12pt; font-family: "Arial","sans-serif";">Those watching please be positive and respectful. Also we all set success at different levels the focus is on knowing what to look for
and how to recognize your success plus sharing how others can assist you in<br />
recognizing and achieving success”</span></i></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">Allow all the people to go through the element.</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">Once all the people have taken their time on the pamper pole, call the group together for some
final reflections and processing.</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><i style=""><span style="font-size: 12pt; font-family: "Arial","sans-serif";">“Thank you all, that was great! Now let’s process and reflect upon what we have done. Returning back to our continuum scale – 0-Being
No Comfort and 10-being Total Comfort where would you place yourself now?”</span></i></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">Allow for about 15-30 seconds of quiet.</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><i style=""><span style="font-size: 12pt; font-family: "Arial","sans-serif";">“Does anybody wish to share?”</span></i></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">Allow for people to share their current levels on the scale.</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><i style=""><span style="font-size: 12pt; font-family: "Arial","sans-serif";">“Another question how do you know that the number is different? What external signs, sights, feelings, observations do you have to
tell you that you have moved either up or down on the scale?”</span></i></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">Allow for people to share their responses with the group</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><i style=""><span style="font-size: 12pt; font-family: "Arial","sans-serif";">“Great please return to your groups of 4 from earlier. Each group is going to take about 10 minutes to discuss their experience and
thoughts of the pamper pole, and their levels of comfort. Following the 10<br />
minutes each team is going to share an overview of what was discussed with the<br />
rest of the groups. Is that alright any questions?”</span></i></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">If you wish supply the group with markers and flip chart paper to write and draw notes.</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">Give the group a 2 minute warning – and ask who wants to go first.</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><i style=""><span style="font-size: 12pt; font-family: "Arial","sans-serif";">“Each group will have ~3 minutes to share, following that the rest of the groups may ask questions and share comments, let’s start.”</span></i></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">Once each group has shared and questions, comments have come to an end, thank them for a wonderful
time and say good bye or move on to your next part of the program.</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><b style=""><span style="font-size: 14pt; font-family: "Arial","sans-serif";">Notes:</span></b></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">Take your time allow for people to define their own scales of comfort.</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">A concern that I always have – What if the person does not achieve the point on their scale of
success? Or what is they go down a level or more on their comfort scale following<br />
the activity?</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">Tough stuff – this is why you are a facilitator. Whether you choose to use this process or not there
is a risk that people will be disappointed with themselves on the high ropes<br />
element. That is why <a href="http://rec-law.blogspot.com/2009/12/another-lawsuit-against-challenge.html">high<br />
elements for groups are risky</a> and challenging to facilitate.</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">If you are not prepared to deal with the chance of failure on the element, then you should not
be taking the group to the element.</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">In the past when someone has openly shared that they did not achieve on their scale what they
set for success, I ask that person if we can speak privately at a later time.<br />
Most people say yes, during our time together we talk about their scaling<br />
options, the numbers they chose and how they chose them.</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">I would like to hear any ideas, stories, solutions, problems, thoughts in the comments about this
process.</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><b style=""><span style="font-size: 12pt; font-family: "Arial","sans-serif";">Reference:</span></b></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"><span style="font-size: 12pt; font-family: "Arial","sans-serif";">The scaling continuum idea is from Solutions Focused Brief Therapy.</span></p>
<br />
<p class="MsoNoSpacing" style="text-align: justify;"></p>
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<p class="MsoNoSpacing"><span style="xg-p: relative; z-index: 2; left: -1px; top: 10px; width: 619px; height: 12px;"><img width="619" height="2"/></span></p>
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<br style="" clear="all"/>
<p><span style="font-size: 10pt; font-family: "Arial","sans-serif";"><a href="http://www.create-learning.com/about-mike.html">Michael Cardus</a> founded <a href="http://www.create-learning.com/index.html">Create-Learning</a>,
a Buffalo NY-based learning and consulting firm that provides experiential<br />
development to create great experiences for improved performance and lasting<br />
memories. He facilitates, educates, and speaks with groups in a variety of<br />
settings including Fortune 500 Companies, small businesses, universities<br />
and classrooms. Best known for his high energy and creativity, Mike<br />
has facilitated groups from as small as two to as many as three thousand.</span></p>
<br />
<p><span style="font-size: 10pt; font-family: "Arial","sans-serif";">Mike’s knowledge spans team building, team development, leadership development,
creativity, and organizational process management; he holds a Green Belt in Six<br />
Sigma. He combines a unique mix of experience, theory, creativity and<br />
organizational psychology to ensure his presentations are hands on, fully<br />
involving and educationally powerful. Mike’s practice focuses on developing<br />
accountability and collaboration amongst and within teams, and on leadership<br />
development.</span></p>
<br />
<p><span style="font-size: 10pt; font-family: "Arial","sans-serif";">By focusing on the strengths and similarities that people on teams already possess, teams
begin to view their sameness as opposed to their differences. When teams see<br />
sameness and learn to value differences as points of strength, then information<br />
starts to be shared and team accountability comes into being. The end result of<br />
these processes is increased retention of team members, increased team<br />
member satisfaction and increased profit.</span></p>
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