Session #3 assignment

session3.md

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Session #3: Assessments, Assertions and Actions

_Leadership Study Group: 2019-10-cf

Introduction

In our previous session, we discovered the first topics in "Conversations for Action", i.e. Speech acts, Requests, Offers and their fundamental elements. While every new domain we explore may have its own specific requirements, through effective communication we can shape our shared future and commit to a successful outcome.

Conversation for Action in its simplest form require at least four specific speech acts:

1. [Speaker] Make a Request or an Offer (negotiable requests)
2. [Hearer] Receive a promise or acceptance for fulfillment
3. [Hearer] Declaration of Completion
4. [Speaker] Declaration of Satisfaction

Thoughtfulness of these steps makes conversation more effective. In addition, we can ask for a time estimate (ETA) which increases the level of commitment.

These four steps are distilled as a business process in the Basic Action Workflow:

1. Preparation ---> Request or an Offer
2. Negotiation ---> Agreement
3. Performance ---> Declaration of Completion
4. Acceptance ---> Declaration of Satisfaction

This workflow is applicable to every conversational "transaction" between two parties. Some standard conversational pairs are lead-member, client-performer, speaker-hearer, etc. These same steps are valid for various situations outside of the work environment, e.g. our personal lives. Consider a parent making requests to their child to clean up their room and how effective this request can be?

Possibilities, Assessments and Assertions

This week we'll be looking at possibilities, assessments, and assertions.

Conversations for possibility allow us to explore opportunities rather than accepting whatever comes along. With practice we can train ourselves to invoke conversations for possibilities.

Often people confuse assessments with assertions or find them overlapping, which isn't true.

Assessments are declarations about what kinds of possibilities are opened or closed for us in the future.

Assertions are based on distinctions, actions, or events which are observable facts in the world.

Assessments and assertions allow us to plan our shared future within a particular domain. Furthermore, we can commit to a plan and coordinate our next steps by way of assumptions and assertions.

Reading Assignment

To be done before the study session!

Read all chapters in Part 2 and finish any Part 1 reading that remains

Team Leaders

The first leader should make sure that all members are on time and in the game a few minutes before the meeting!

Team Leader for the first 30 minutes: Rafael

Team Leader for the second 30 minutes: Alberto

Primary Objectives

Each weekly mission is considered accomplished when all the primary objectives have been completed!

1. Build 20 x Steel Furnaces
2. Automate Science Pack 1 production
3. Automate Science Pack 2 production
4. Automate delivery of SP 1 & 2 to Labs

Secondary Objectives

The following objectives are optional - complete if time permits!

• Research Advanced Electronics
• Reach production rate of 12k Iron ore per hour
• Reach production rate of 10k Iron plates per hour
• Reach production rate of 8k Copper ore per hour
• Reach production rate of 5k Copper plates per hour
• Reach production rate of 800 Science Pack 1 per hour
• Reach production rate of 200 Science Pack 2 per hour

Post Game Debrief and Discussion

We will spend 30 minutes where each member of the group will answer the following questions!

In this session you will practice making and receiving assessments. The more you practice and use this process, the easier it becomes and the better you can ground your assessments. Some people find it easy, other find it hard, but in the end everyone makes assessments even unconsciously. However, a better understanding, being able to ground our assessments, and practice increase their efficiency and value tremendously.

It's important to understand that there's no right or wrong, good or bad, etc., assessment. Typically, people tend to take a "defensive stance" when they receive the so-called "negative" assessment. These assessments are considered negative or bad as they unveil mistakes, areas for improvement, ignorance, etc. and the receiver may feel "under attack". Such moods can lead to resignation, lack of trust, confusion, panic and so on. Therefore it's of a critical importance to identify this possibility and take actions to prevent it. The way we approach the receiver of our assessment, the way we make the assessment, and our grounding may prevent negative reactions from the receiver.

Last, but not least, regardless of the assessment's goal and outcome, we can always dive deeper and initiate a Conversation for Improvements! This is critical when we feel that the receiver is getting into a negative mood. Exploring the cause of this mood is essential to understanding what the real issue is and how to resolve it. Leading such conversations and driving them to resolution -- additional feedback or improvement -- builds trust and has a high impact on the participant's satisfaction.

Every team member will make one assessment of two team members using the script below. Focus on making an assessment related to your ability to work together as a team.

For example, do you have an assessment about the way the leader led your team today? Or, do you have any assessments about a team member's contribution at any point during the exercise?

Script

The script is here as a template. Aim to follow it exactly or at least in form.

Contributor: Hey, <Recipient's name>. I have an assessment for you. Is it a good time?

Recipient: Sure! I'd like to hear it.

Contributor: <Make assessment and think about your grounding while doing it>

Recipient: I see why you might say that. It's only an assessment. It could be grounded or ungrounded. I'm open to further conversations with you about that. Thank you for the assessment.

Contributor: You're welcome.

Further conversations for improvement...

Further Conversations about the Assessment

You may want to explore the grounding for the assessment, including the standards that are being used, and then explore what actions you might take to shift the assessment and produce a different possibility for you and the team.

You may want to ask the contributor if he or she has any suggestions for you on how to improve.

Even when the assessment is a "positive" one, you can always explore the grounding and its domain further. This can lead to even stronger contribution and impact.

Written Reflections

To be done and posted in Slack minimum 2 days before the next study session!

Please submit the written reflections as PDF file to our Slack channel and feel free to review each member's comments and discuss those in the Slack channel.

1. What was your mood as you completed the assessment exercise? What is your mood now?
2. What did you learn about yourself as you performed this week's group exercise with your team? What did you learn about the people on your team?

Todo Checklist

• Reading Assignment
• Team Leaders should prepare themselves and organize the team
• Read through and think about the Post Game Debrief and Discussion
• Written Reflections