I know how they’ll hear this - You’re not doing things right AND your paycheck will change. That does not make anyone want to listen to why this is a good idea.

Now, at a certain point, this is easy. Change the policy, change the work. In theory, we can do this. In practice, I worry about everyone understanding what the goal of the change is. Changing the traditional thinking, as well as the traditional metrics.

It is very exciting though. Once again, let me add how much I appreciate what you post here, and how much I learn from it, and enjoy reading it.

Thanks for your comments. It is exciting that things are moving. In answer to your question, I would rather speed up the bigger boat then slow down the smaller, but if we have to slow down we will. Our challenge is deeper then getting the other side to understand. In the larger organization people are still begin held accountable to traditional practice and thinking which will need to change before we can expect alignment. The good news is we are off to a good start.

Take care,

Lee

Ok, so it’s a silly answer that has a little actual content - I don’t have an answer, but I do have a question. Can you do anything to slow down the drift of those boats?

It sounds like the problem is holding everything together until the conflict resolves, what does the other side want? What would answer the problems of “non-team playing”? Is it someone’s warm body in the meeting that is missed or thier input or thier actions? Can you mediate/negotiate an understanding?

I’m curious what other comments will pop up too.

I think it’s so cool that you’re running into that problem though. Think about it, it means the first few steps are past. You’ve launched the boats, they’re in the water and moving.