Ian Dodds Consulting Change Font size:

Ian Dodds Consulting’s (IDC) Monthly Best Practice: June 2015

By Ian Dodds – The Inclusion Builder

Delivering high performance through interactive effectiveness

In today’s, fast-moving complex organisations 90% of execution is interaction.” This is a view expressed by Edward Greenspon, who headed the Canadian International Council that produced a major report called 'Open Canada: A Global Positioning Strategy for a Networked Age'. Professor Alex “Sandy” Pentland, MIT, concluded from his research on high performing teams that interactive effectiveness was more important than skill, intelligence and all the other factors combined that go into building a great team combined (Harvard Business Review April 2012). In The Third Circle by Max Isaac and Anton McBurnie the balance between sound strategy, superior execution and effective interaction is explored, with a focus on the frequently neglected interaction circle.

Hence, there is a widely held view, supported by significant research, that effective interaction is critical for the success of organisations in these challenging times and, also, for building high performing teams. It is, also, a key driver in building inclusive cultures, in which people feel listened to and their ideas and opinions are valued and respected. Professor Boris Groysberg has shown, Harvard Business Review, June 2012, that what he calls ’interactivity’ is critical for people to experience inclusion. He postulates that ”when a spirit of inclusion takes hold, engaged employees can adopt important new roles, creating content themselves and acting as brand ambassadors, thought leaders, and storytellers”. As has been explained in these blogs many times the benefits of building an inclusive culture are manifold:

  • Higher performance and productivity;

  • More motivated employees;

  • More innovative and successful problem solving;

  • Increased representation of underrepresented groups, e.g. women and ethnic minorities, in senior management;

  • Better employee retention and enhanced Employer Brand;

  • Greater responsiveness to customers, clients or service users;

  • Improved safety performance.

We have developed a powerful solution to building an effective interactions’ capability for strategy formulation and execution and building great teams. For many years IDC has been working with Boards, line teams and project teams to help them build interactive effectiveness for high performance. Often this involves sitting in on their meetings and doing a profile of the interactive behaviours they use during the meetings and noting critical incidents of good and bad interactions. The profile and the critical incidents are then used to coach them. The methodology we have developed for this is unique to IDC and highly practical. It is based on research carried out by Terry Morgan and Neil Rackham which shows that any conversation can be categorised into around 15 different interactive behaviours. These fall into 2 types, which are concerned with ‘advocacy’, e.g. giving information, making suggestions, summarising, etc, and ‘enquiry’, e.g. seeking information, seeking suggestions, checking understanding, etc. It is the ‘enquiry’ behaviours which teams almost always need to be coached in to interact more effectively and enhance their problem solving capability by: listening to each other; exploring differing points of view; checking understanding; building on suggestions; etc. We have also used our interactive approach extensively in coaching leaders in all kinds of organisations.

Moreover, we are also highly experienced in training internal trainers and coaches to use our Interactive Effectiveness Behaviours’ Tool for training and coaching purposes. This is achieved through a combination of an upfront workshop and 2 follow up action learning sessions. It is a powerful means of embedding interactive effectiveness in your organisation and gaining the considerable performance benefits of excellence in strategy formulation and execution and the building of an inclusive culture. Please do let me know if you would like more information on how we help our clients with this very powerful intervention.

Dr Ian Dodds, iandodds@iandoddsconsulting.com,

www.iandoddsconsulting.com, www.thepowerofinclusion.com, 29 May 2015


Related articles             

·      Unlock inclusive engagement and unleash performance

Website Management and SEO Consultancy by Amoo Business Nursery        Website Created by Toast.it