Which Model Do You Use To Help You Think?

Which Model Do You Use To Help You Think?

I read a neat book on the plane the other day, The Decision Book : Fifty models for strategic thinking. It’s obviously not a novel and it’s not a heavy business book – it’s a two hour read and an amazing reference book for anyone who needs to think and makes decisions! That would be most of us!

Jammed into a small package, I found myself working through every model and intrigued what the next page would present. There were models which I use on a daily basis and a host of others which I had never heard of let alone seen explained.

So, whilst I’m doing a little promo for the book, I’m highlighting the obvious help that is available at our fingertips to think effectively and make decisions. In leadership, our primary role is to empower our people or those of whom we influence to make their own decisions. Sharing models with a specific framework will enable others to find and identify an outcome (rather than asking you for an answer).

I’ve been facilitating a few workshops for a client and the consistent ‘take-away’ feedback is “now I have a framework to work with”. AHA!

So, which Model do you use? Do you use the same one on a regular basis? I used to; now I’m stretching my repertoire and trying and applying new models. It’s great fun!

QUICK LEARNING - Does it work for you?

I listened with great interest to a 'HR' person eloquently describe the feedback collated from a national survey about the challenges their Leaders faced Leading. One outcome action which caught my attention was the need for Quick Learning interventions to lessen the interruption to the Leader's daily work. 

So, does Quick Learning work for you (me)? 

I'm talking about a three hour session, held in the same building which you work in - yes, face2face to enable absolute engagement, collaboration and emotional bonding! 

What works well is a prepared and facilitated conversation - it's not a fireside chat, there are no PowerPoints - it's about people power! 

My view is that it's paramount that we get our heads around this approach, especially if it's not already on your agenda. There are a few 'rules' which enable it to be effective: 

  • keep it simple - less is more
  • include a few models, frameworks or structures - no more than three
  • keep it as a conversation - adults bring most of the information in their heads
  • practise - practise the practice which your learning focuses on
  • observe and ask questions - watch and listen to the practise and ask for observation feedback
  • seek commitments - ask people to share with the group what they will focus on in their future leadership 

I could go on but I hope you get the gist of Quick Learning. If you don't - connect with me now.