Whilst starting without a plan sounds like an interesting inception, I found this quite a decent read.
This is an excerpt and not the article. The article is much more than this and well worth the read
HOW CAN WE FOCUS CONVERSATION ABOUT THE INSIGHTS ONTO ACTION?
Using Radical Transparency as a clear focus area helped the conversation. Then we used a pretty standard facilitation method using colored post-it notes (Rose for good, Bud for opportunity, Thorn for bad) to explore current practice and issues.
After clustering the post-it notes, we named the clusters and spent some time re-framing them into ‘How might we?’ statements. This created positive and future- facing challenge statements. Voting on the statements (3 sticky dots per person) resulted in 2 clear priorities:
How might we create a fair and transparent pay and review system?
How might we develop a culture of feedback and reflective practice?
These goals are so compatible it reinforced a sense of serendipity and the power of listening to one another as a group. The next step is to expand these goals and identify the outcomes we need to achieve them – in other words, create driver diagrams.
I think this concept would actually be quite useful for a retro. Thoughts on the article? What do you take away from it?