My takeaway: get people to independently create an artifact representing their priorities, share the results, discuss the differences, come to a consensus informed by everyone's insights.
Whatever artifact makes sense. Maybe a spreadsheet list. Maybe a one page, or half page, serious coherent characterization from each person.
How people independently see priorities before collective discussion, being as important as how they rate them, I would go with one page thoughtful summaries.
Having experience partially-aligned organizations, I would want key contributors to a discussion like this to come from every major part of an organization, emphasis on very different roles, especially important leaf roles, not just top leaders. Otherwise you get high bubble-at-the-top alignment, whose strong alignment becomes like concrete, making an organization very inflexible. Which is what I experienced. But not adaptable, in-touch, effective alignment.
Maybe. It could be true. But, in the interest of folks who just want a summary with an opportunity to dig in deeper, this piece would have benefited from the addition of a worked example in the text; simply as an explanation and a teaser. I spend enough time with spreadsheets.
My takeaway: get people to independently create an artifact representing their priorities, share the results, discuss the differences, come to a consensus informed by everyone's insights.
Whatever artifact makes sense. Maybe a spreadsheet list. Maybe a one page, or half page, serious coherent characterization from each person.
How people independently see priorities before collective discussion, being as important as how they rate them, I would go with one page thoughtful summaries.
Having experience partially-aligned organizations, I would want key contributors to a discussion like this to come from every major part of an organization, emphasis on very different roles, especially important leaf roles, not just top leaders. Otherwise you get high bubble-at-the-top alignment, whose strong alignment becomes like concrete, making an organization very inflexible. Which is what I experienced. But not adaptable, in-touch, effective alignment.
Maybe. It could be true. But, in the interest of folks who just want a summary with an opportunity to dig in deeper, this piece would have benefited from the addition of a worked example in the text; simply as an explanation and a teaser. I spend enough time with spreadsheets.