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Outcomes Identification Exercise
Facilitator's Opening Statement:
"One of the key challenges facing people who need to work through
conflicts together is a lack of clarity about what they need. What they
expect regarding how those needs are met at the workplace, and the relative
priority of these expectations, is at the heart of this exercise. By clarifying
desired outcomes from their work together, participants can begin to build
an agenda that seeks to affirm those desires in practice."
Step 1:
Individually, each participant should 'brainstorm' a list of responses
to the following question:
"What outcomes do I desire from my workplace?"
An alternative question may be: "What expectations do I seek
to fulfill from my work with my co-workers?"
Take 3 minutes of quiet time to write down as many answers as possible
to the focus question.
Step 2:
Going around the circle, each group* member should identify one desired
outcome to share with the others. The facilitator should record these
responses on flip chart paper. Go around the circle a couple of times…
if a 'desired outcome' has been previously stated, participants are
encouraged to identify other items from their personal lists. People
may "pass," if preferred. After completing 2-3 turns around
the group, the facilitator should ask members to review the flip chart
list and identify any other items from their personal lists that they
now feel are important to add to the group list.
*At the end of this step, the group's list should contain 12-15
items. This assumes 5-7 members per group; if working with a larger
group, it is advisable to break into subgroups.
Step 3:
Elicit feedback from group members regarding the characteristics of
the desired outcomes they now observe. Ask them [if not otherwise noted]
to notice the relatively significant role of procedural
needs and psychological
needs identified in these lists. [If you have a few sub-groups,
it may be helpful to have people 'wander around' and view the other
lists before making these comments.]
Step 4:
Ask each person to reflect upon the group list that has been generated,
as well as their personal lists. Then ask each group member to take
3 minutes to compose two statements:
A:
"One desired outcome I am working to achieve is _____________."
This is very important to our work group because _____________."
B:
"I know that (someone else in the group or work team) is working
to achieve (another desired outcome). This is very important to our
work group because _____________."
Encourage group members to elaborate fully with these statements.
Then, when all are ready, have people share these statements with one
another in the group.
*Again, small groups may be desirable. However, there is tremendous
power in the experience of hearing people share these statements within
the larger group. The facilitator should determine which approach is
best in this situation.
Step 5:
(Optional) Building an action agenda often flows from the listing
of desired outcomes in Step 3. You may return to this list and ask participants
to identify [with check marks or colored dots] the "top 3"
items on the collective list that should now be acted upon in by the
group. After people are polled in this manner, the group should identify
those priority items that now appear to be meaningful and actionable
for the group, and set aside time to address those items in the best
possible way.
[Since this exercise may be used as a training exercise, moving
ahead to problem-solving may not be appropriate within this meeting.
On other occasions, however, it is a natural next step.]
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