Part 5 in a 5-part series. This post covers Openness. How much do we know about the work being done? Or better yet, how much do we know about the work not done? These are critical questions that openness seeks to answer.
The fifth value;
Scrum.org
Occasionally, I share quotes about being open and transparent from my time in the Navy.
- “You do not want to be the senior person with a secret.”
- “Bad news does not get better with age.”
These quote illustrate how suboptimal outcomes can happen when people are keeping work details held closely.
There are many reasons for this behavior. Below is a short list of negatives that impact open, candid conversation:
- Loss
- Penalty
- Pushback
- Ridicule
- Strife
A good way to describe this list is a “lack of psychological safety.” I wrote a post about supporting this concept titled, “To Be Creative Nurture And Spark Psychological Safety“.
Seek openness
Aside from changes in work culture, open conversations are created by looking at work objectively. Techniques and tools enable conversations that focus on activity rather than personal preference.
It takes practice to overcome awkward moments during discussion. As a result, showing the work done or to be done is a way to avoid shifting focus.
In an office, an open wall, adhesive notes, and felt-tipped markers support dialogue. Alternatively, online platforms support remote collaboration and work planning. The three websites below are worth considering:
Separately, the resources below are helpful for facilitating open conversations.
- Liberating Structures – https://www.liberatingstructures.com/
- Collaboration Explained – Jean Tabaka
- Dialogue Mapping – Jeff Conklin
In conclusion, openness is essential to getting work done. Additionally, being open helps solve problems that stop work from getting finished.
