“A prophet has no honor in his own country”. Have you heard of that saying? We tend to listen to strangers rather than to our own people. Partly, this might be so because we need to invest more energy and time to be able to understand, process and digest what someone unfamiliar is conveying. Even if we see two people present the same thing, there is a chance that the teachings of the rather unknown presenter stick to mind better than those of the acquainted.
Eventually, when getting to know someone new or something new, it makes us curious. Then, our natural reaction is an urge to hear and understand more. This is what happens e.g. when meeting a new co-worker, when we discover a new vegetable or when we buy a new device. Everything at first seems exciting and we want to have, see, learn more of it.
Learning starts with curiosity
In fact, curiosity is a perfect starter for learning – when we buy a new smartphone it only takes a few days’ time to find out how to operate it. Within shortest time we’re able to discover and explain a long list of advantages. The same thing happens when we meet someone new. We find it interesting what the person has to say, partly because the channel is new. Therefore, hearing something from outside makes it easier to think outside of the box.
Here is an example: people who have been working with each other for years, tend to forget about the strengths and qualities of their counterparts, simply because they have become self-evident and are taken for granted. Someone new and neutral will quickly notice strong points. And when uttered, coworkers may find a new approach to and benefit from old talents.
“Problem thinking creates problems…”
“… and solution thinking creates solutions”. Do you find a truth in this saying? Specifically, Albert Einstein quoted: “We cannot solve our problems with the same level of thinking that created them”. For instance, in order to develop solutions, it is far more helpful to focus on possibilities than to occupy yourself with problems and barriers.
Particularly, if you put effort into designing a safe environment for learning (such as small groups exchanging opinions or sharing soft skills), participants will encourage one another to try themselves out and push boundaries – in other words, to search for new approaches and possibilities. Also, they are likely to find solutions to ongoing standoffs within a blink if allowed to think out of the box. That is what we regularly experience when we work with audiomaster.
At the same time, we often meet teams and individuals that have excellent ideas on how to improve. Rather, all they need is two things: a safe playground for doing some thorough experimenting. They need an appropriate platform to put the ideas into practice to be able to tweak and improve even more.
With our group coaching, we help to establish such a working culture into any company. The coaching works well on top of existing training programs and it can flower by itself. In short, we help strengthen the assignment of internal trainers and we offer a necessary fresh wind.