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We remove expert dependency from the learning we facilitate. Rather than listen and take notes from an expert's lectures, Grid activities are experiential and team-centered. Participants investigate problems and create their own solutions, demonstrating the value of teamwork in a "real time" setting. This self-convincing approach instills greater ownership for team effectiveness and deepens commitment to personal and organizational transformation. The self-convincing Grid approach fosters enthusiasm and interest by considering behaviors as a valid force that can help or hinder results.
The Grid approach creates self-reliance and teamwork. With Grid, individuals look to their own ingenuity and that of their team to:
- Define a course of action to identify and maximize available resources
- Set goals, manage time, and practice critique as needed to complete activities
- Score their own performance
- Compare results with written rationales
- Compare results with other teams completing the same activities
- Define and test a course of change for improvement for succeeding seminar activities
So, how do you remove the expert and still deliver structured activities and measurable results? Every seminar has a seminar manager, but the activities are instrument-driven, not expert-driven. The seminar manager's role is to facilitate and support the learning environment, and not to "teach" in the traditional sense. Teams take a defined activity, plot their own course, and measure results, using scores, written rationales, norms, and comparison with other teams to measure learning. The increased accountability motivates participants to investigate, critique, learn, solve problems, and create their own solutions rather than depending on a 'teacher' or 'expert' for answers. In addition, these team activities provide participants with immediate, real examples of effective or ineffective interactions that are then available for critique and learning.
Blake's and Mouton's unique scoring methodology takes objective scoring to a new, multi-perspective, level. For every scored activity, teams define, in objective terms:
- How each person contributed to the team results
- How effectively the team harnessed the results available from each member
- How teams performed against other seminar teams, and seminar norms
- Whether teams achieved synergy (team score greater than the highest individual score)
Production Effectiveness Scoring after selected activities helps teams to recognize improvement potential in the use of resources and team interactions for future seminar activities.
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