AYE Conference NotesPosted: November 12, 2009 at 12:32 pm in journal, people
While it’s still fresh in my mind, I wanted to jot down some passing observations about my experience at the Amplifying Your Effectiveness conference.
- From the warm-up tutorial, it was interesting seeing how some of the personality preferences were demonstrated by Don Gray and Steve Smith.
- I particularly liked the I vs. E demonstration – they asked the I’s and E’s to meet up and decide how many people constituted a “large” group. The consensus of the I’s was 8-10 people, the consensus of the E’s was 50. Although I tend to be an I, I had a slightly different take – the group feels large to me if there are more people I don’t know than people I know – so if I’m in a group with 5 strangers, it feels large, but a group of 40 people where I know 30 is fine. And one of the nice things is that as the conference has continued, I have grown more comfortable with the folks here so the groups feel smaller.
- Another nice demonstration was asking people to situate themselves on a continuum between “Work before Play” and “Always Play Time”. The J’s tended towards the “Work Before Play” end and P’s on the other side. Sadly, despite identifying as a P, I had to place myself more towards “Work Before Play” given my total lack of work-life balance at the moment.
- One interesting thing for me was that when I took the quick preference test, I identified as an INFP, instead of the INTP I used to. But when they described the F’s as making value-based judgments and thinking about people consequences, and the T’s making “objective” judgments, I had to admit that I’m leaning more towards the F side these days (as evidenced by the air quotes I put around “objective”).
- The demonstration clinched it for me: they had T’s and F’s decide on how they would execute a layoff of 12% of a company’s workforce. The T’s said use a rating system, cut the bottom 12%, and done. The F’s talked about a number of different factors (key skill sets to keep, personal circumstances), and gave consideration to how to keep the remaining 88% of the company motivated in the face of this distressing news. Admittedly, the F’s had the advantage that several of us had been involved in layoffs either from the employee side like me, or the manager side.
- The N vs. S demo was entertaining also, as Don separated us into groups and said “Write down uses for this object” while holding up a pair of scissors. The N’s started brainstorming and had an “anything goes” attitude, so ideas like “Rock paper scissors” and “Pacman” (think of opening and closing the scissors as it moves forward) were included. The F’s ended up with fewer and more quotidian uses on their list.
- Both of Jerry Weinberg‘s sessions that I attended were outstanding.
- One was on being able to say no when needed – lots of interesting fodder for me to consider, including the idea that one can avoid the yes/no question entirely by providing other alternatives (shades of avoiding positional negotiations as described in Getting to Yes).
- The other session was on not letting a four-year-old run your life. The theory is that we learn certain behavior patterns as children and ingrain them so deeply in our psyches that we don’t even question them, even if they no longer make sense for us as adults. He worked with one woman in the class who had a “rule” of “I must never ask for help”. Through the session, he worked with her on transforming that into “I must always be self-sufficient” to “I can always be self-sufficient” to “I can sometimes be self-sufficient” to “I can sometimes be self-sufficient, such as when:” (listing out scenarios like “It does not cost me too much to do so” or “I have the resources available”). Really interesting for me as I have difficult asking for help as well, so I may have to do some hacking on my own ingrained rules.
- I also attended Esther Derby’s session on implementing ideas, which was interesting. We talked through different characteristics of successful and unsuccessful implementations in small groups, put together a list of successful characteristics, and one thing that stood out was organizational support. So Esther had us map out influence networks within our own companies around some idea we were trying to implement – who were the different people involved, how did they influence each other, and what was their relation to our idea. The process of drawing it out was useful to me in making it clear where I was fuzzy on influences and relationships. And then when I explainied it to another participant, he asked me questions that revealed I was making certain assumptions that may not be justified. So I’ve got some things to check on my understanding of why I’m having trouble implementing this idea.
- I did not get as much out of Johanna Rothman‘s session on project portfolios as I had hoped. I was looking for some techniques to balance conflicting priorities when they’re coming from all directions and are generally requests that appear to be small, whereas the class was more focused on larger scale project prioritization with iterations of two weeks or a month. But another attendee overheard me asking Johanna about this afterwards, and he offered me several potentially useful ideas over lunch, so it was still beneficial.
- I also managed to volunteer at one of Don Gray’s sessions on how to get unstuck when problem solving to get free consulting on a couple issues I’m facing at work. So I sat in the center of the room, and several other attendees asked questions about the situation and offered potential solutions and it was really helpful to be able to do that sort of brainstorming.
- Steve Smith’s session on selling ideas to management was also helpful – he posited that the three key elements of a pitch to management are “What does the manager need to do?”, “What are the benefits for the manager of doing that?” and “What are the costs of the manager doing nothing?”. Then we ran through some role-playing with four people trying to pitch ideas to somebody role playing their manager, which was particularly helpful because we could ask the “manager” afterwards what worked and what didn’t, a benefit we almost never get in real life.
Overall, I enjoyed the conference and learned a lot. I met several like-minded people, have some new perspectives and tools with which to approach problems at both work and in life, and am starting to remember to value myself again. Now if I can only manage to integrate these ideas into how I approach my everyday life…