Are You Using the Right MAP for Your Organizational Growth?

Are you feeling like you have a great connection to the meeting, enthusiastic about being in attendance at the meeting? Are you fully present at the meeting, deeply tuned in and listening with your heart and your head? Are you inspired to co-create, participate, and contribute? Or, are you ready to fall asleep and counting the minutes of what you feel is wasted time?

My experience is that the structure of meetings, clearly, must change. Most meetings don’t include participant involvement and actually serve to tune people out rather than in.  As a result, the intention of the meeting falls short of its purpose. In other words, they really can be a waste of precious company time.

The process of Meeting Alignment allows companies to use an organized method that engages people in the meeting, as well as,  create a desire for them to contribute and fully participate in the meeting.

The Meeting Alignment Process can create the following results:

  • A desire to co-create: The purpose of having a meeting shouldn’t be to get across “your” agenda; it should allow others to share their thoughts and hear fully the thoughts and ideas of others.
  • Deep tuning in: Most meetings involve people talking and listening to themselves. The Meeting Alignment Process teaches people fully listen to others with their hearts and to listen beyond what is being said and to also tune into the emotions of those who are around.
  • Being non-judgmental: This allows people to fully hear and support each other and let new ideas in vs. rule out. It also allows for people defend why they feel something won’t work. It produces a safe environment in which people feel encouraged to participate.
  • Non-attachment: Many people think meetings are about a specific outcome occurring – the meeting holder’s outcome… that’s a surefire way to alienate people and them NOT wanting to support you. The Meeting Alignment Process allows for each person to give up “their” outcome and allows the meeting and solutions to unfold for the good of the entire group.
  • What’s wrong: Most meetings focus on the following; problems, fixing problems, or informing people of change. The meeting would be more beneficial is it came from a place of asking what IS working. It is important to incorporate questions of  “what IS”. By asking what is, you are creating positive energy flow and an opening for creativity. It’s the basic principle of encouraging a sense of positivity rather than negativity.
  • Framework of questions: The  questions in this process focus on what is working, why it works, what would be the perfect ideal vision, and what isn’t quite right yet. You an then come up with resources and inspired actions to create the outcome of the meeting.

Feel good! When people attend a meeting where EVERY idea is praised, their contributions rewarded, people thanked and really appreciated for their contributions, this raises self-esteem, confidence, and morale. People want to participate in meetings that make them feel good, not only about the company they work for, but about themselves and the role that they play in it.

This process is effective and can work with all size groups. It does, however, require a shift in the employer and leaders’ thinking. Such areas include managing, communicating with team members, and include every area between coaching and co-creating to sharing. The effect is profound. People treated with value and respect, rise up to the challenge. They are more excited to solve problems, participate in the mission and vision of the company, and create more productivity. They feel that the company’s success is their success. It motivates them to greater achievement.

Companies who follow a systematic process of creating a Meeting Alignment Process, make their employees happy, their retention rates rise, and the corporate culture shifts to one of enthusiasm.

A beneficial win-win situation is created and everybody gets to bask in the success.

 

 

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