Recently, I was facilitating a training workshop for a group of directors. This was my first engagement with this organization and I wanted the directors to leave with a big impact. I had prepared for weeks, customizing it to fit the needs of the company, and getting the details just right.
A few minutes before the session was to begin, I was stopped in the hallway by the head of HR. She shared that there were some big communication issues with the team. Here words were, “This meeting could have high-tensions, I hope you are ready!”
Now – if you know me, you know I like a plan! This was a major disruption. Team dynamics were not on my workshop agenda.
I was faced with a choice – pretend I didn’t know and charge forward OR pivot. If I charged forward – not all participants would be able to fully engage and learn new skills, their minds were preoccupied. The big impact I was hoping the directors would leave with would not happen. If I pivot, I’m not sure I will get through all the leadership skills I promised. Dilemma!
How often has this happened to you? Whispers before a meeting, a phone call from a key stakeholder, an emotional interruption from home, a corporate disruption – it happens. (sometimes too often!)
Pivoting can be a mind challenge – we get emotionally invested, we tie our identity to the work, we get nervous to go in a new direction…. Been there! We will talk about this in a few weeks.
Not pivoting is usually a bigger challenge and disruption though. In this case, with underling tensions – the team would not collaborate as needed, building trust and respect is near impossible, and they would not grasp the training to use in the future.
When faced with a disruption, of any kind, I ask myself 5 quick questions:
1. What is the impact to the results – the magnitude of the disruption?
2. Is it still viable – can it still be achieved?
3. Will the team dynamics suffer – short or long-term?
4. Are there new opportunities due to the disruption – unexpected opportunities?
5. What does your gut say? (instincts are powerful!)
For me, the magnitude is large, lasting change will not be achieved, the team is already suffering, I could train on communication and add team building… my gut says PIVOT!
Standing in the hallway I knew, I had no choice but to pivot!
I redlined my agenda and shifted my thinking about the big impact the participants would take away!
After the meeting I had a participant tell me, “it was the best training they had been to in weeks.” They realized they had built communication walls and now knew how to tear them down and have a pretty tough conversation (lasting results). The HR representative said this workshop saved them hours of conflict resolution time. A win-win!
Next time you are faced with making a pivot decision take a second and ask yourself the 5 quick questions. A pivot may be exactly what you need!
I can’t wait to hear the results, email me or drop me a comment on Facebook or LinkedIn!
