Like everyone I know, I love to see those different illusions and to see how people so cleverly trick my brain. There are a lot of different styles and frameworks, not including the really neat stuff about how magic works and how the brain can only process one thing at a time because of its hardwiring. We have the different “gorilla walking by” and all sorts of slights of hand that are truly amazing.
But for me, it gets more pragmatic. How can we use our knowledge of how the brain works to improve the workplace, generate more intrinsic motivation and impact people and creativity. These things are all related, after all.
First, a bit of trickery and eye-foolery, since our world is often not how it seems:
I mean, we get movement in the above from what cannot be moving. (Maybe this is what is preventing senior managers from doing things, since they think things are moving, ya think?) Or maybe we can continue to do the same thing but have others think that we are actually making progress as we show both above as well as below!
And, similarly, take a good look at this one, above. Think things are spiraling forward toward the center? Think that things are getting closer and closer to The Singularity? Well, things aren’t. Those spirals are actually circles and it is the alignment of them that makes things appear differently. It is the same kind of paradox that happens when we set up Divisions and then expect collaboration. Ya think?
And here is one on headcount. The black dots represent people performing!
Yeah, those darn things just keep appearing and disappearing. Some things are just not easy, and HR often seems to have a hard time with this one. If performance is counting the black dots, go ahead and perform!
We can have some really good performers in our workplaces. And we can also have a lot of people who simply disappear. Finding and motivating people to perform is often a tough task, as shown below:
It is often the case that motivating and engaging people to perform is a pretty tough task, even though the boss says it is pretty straightforward, like eating an elephant, you know that old, “One bite at a time” one-liner. But finding that elephant and making sense of things just isn’t all that easy… Take a look and see what I mean:
And it is even tougher figuring things out if you have more than one elephant to manage:
Let HR do all that stuff. But, I digress:
What is that old joke, Managing things here is a lot like mating elephants:
— It is accomplished only at high levels.
— It is accompanied by a great deal of stomping around, trumpeting and other noise.
— It takes two years to produce any results.
— And then you have a baby elephant to take care of…
(Elephants, by the way, are the only mammal that cannot jump. Do not ask me why that is important, but it just is…)
Sometimes, we just think or simply hope that we can sail away from the problems of the workplace…
A look back would indicate that we are pretty solidly anchored to the past. But, if only we could build our workplace world to be more circular:
Yeah, just go ahead and build it! We can focus on doing the following, though when it comes to people and performance, it takes some perspective and coaching to really accomplish:
But for Me?
In reality, I use a very simple illusion to get people talking about what they perceive is happening in their workplace. I use this inkblot kind of reflection about how things really seem to be working and ask them to generate their ideas and thoughts about how things work and what Round Wheels might exist that might be implemented. It looks like this:
The human brain is an amazing tool, one that can be incredibly creative and innovative if we allow ideas to flow and provide an environment of support and encouragement.
If I can get them thinking and talking and involved and engaged in creatively thinking about how things work and what might be done differently, I can generate the cognitive dissonance and the motivational thrust to push things forward more effectively.
For the FUN of It!
Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant. Connect with Scott on Google+ – you can reach Scott at firstname.lastname@example.org
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