At the core of our approach in the Process Improvement Unit is to recognise that staff working in process are experts, the beneficiary of the process is an expert and the stakeholders also have a huge amount of expertise and knowledge.
One of the barriers to change is when there is one (sometimes) self appointed expert who will not truly listen to the other people’s views and requirements and maintain an almost dogged intransigence to change.
This blog is a suggestion that we need to be humble when it comes to reviewing the current situation and demonstrate true respect for people when identifying possibilities for change. Humility is often associated with being too passive, submissive or insecure, this misunderstanding needs to be challenged (appropriately).
A few attributes that humble change agents may display:
· Effective listening skills.
· Maintain strong personal and professional relationships.
· Situationally aware: aware of oneself, the group, the actions of each and the social dynamics.
· Curiosity, realising that one person does not have all the answers and that there are things they can learn from others.
· Courage to ask, speak one’s mind in a respect and positive manner.
· Accept and encourage constructive feedback.
· Base decision-making on a shared sense of purpose, respecting the moral and ethical boundaries that govern the decision.
This post is not meant to detract from the necessity for people to have pride in their work; it is a suggestion that we can get better outcomes by working in a truly collaborative and open way.