Positive Deviance with Organization Development Solutions
Posted on Wed, May 26, 2010
The upcoming June class on Positive Deviance with Randa Wilkinson has really got me thinking. I've been lucky to work with a number of people over the years who just know how to get it done. Those lucky few people who work for an organization where they make a positive impact by taking a problem, breaking it down and finding a solution faster than their peers - they make it look so easy! They have been the Positive Deviance for that particular group.
But what is it about these high performers that makes them special?
How can I help the rest of my team perform at that same level?
These are the questions that I've found myself asking as I prepare for the June MassBayODLG event.
Positive Deviance and the Everyday
I've been trying to incorporate Positive Deviance research into my own management practices by:
Process
Identity the special skills that the high performer on the team is demonstrating. Do they move through a database more quickly because they have a better understanding of how the system behaves? Can they teach this to the group? Or maybe they have a habit of getting to the office a little early which helps them respond to emails, freeing them up during the day to be collaborative with their peers or task focused. Those are the items that I try to reinforce with a larger team when it seems that there is someone performing at a high level.
Attitudes
Right, I know. How do you encourage someone to be motivated and have a productive attitude? Well, I look at it from what makes that worker happy. What tasks are they best situated to do? Where do they have a natural positive deviance that I can take advantage of? Let's say that I'm working with someone who can't seem to get stuff done, but they are great at building relationships and can talk anyone into helping us. I'm moving that person away from task focused activities and giving them to the team member who loves to check things off of his list and move to the next item, allowing the other team member to attend meetings and be the spokesperson for the team.
Behaviors
If you don't understand the process, don't have a good attitude than your behaviors are going to suffer. Have the team identify their role models either at work or other places - what behaviors are they demonstrating and how can you encourage the team to start doing the same? I try to be open with a group about what is working and what isn't - it is the only way to learn.
These are a few of my reflections, but certainly not the only way to approach Positive Deviance. I'm looking forward to hearing Randa Wilkinson talk about this fascinating topic. What are you looking forward to learning more about?
Positive Deviance in developing countries from the Boston Globe
About the author: Kristine Dunn is part of the MassBayODLG