Aimless Discussion

Perhaps now that summer is here, and possibly the pace at the office has eased slightly, you may be able to persuade your colleagues to join you in a philosophical discussion about workplace issues.  Teams dedicated to projects tend to have such aimless discussions, often as an adjunct to solving particular problems.  Groups of managers rarely engage in non-formatted discussion because we are trained to "get things done".  Occasional open-ended discussions could help make sure we are getting the right things done.

Plan carefully and  you may be surprised by the reaction of your fellow managers.

1. Create a purpose statement that will attract your colleagues to spend the time but will not imply more work.  For example: "Are we able to create our own future during the next five years?"  Be clear that you want to promote light-hearted thinking in a way that will contribute to accomplishing current goals and to later developing new goals in a more formal setting.
2. Choose a few questions that can start the discussion without confining it.  For example: "What are the top three issues affecting our future performance?"  But don't limit the answers and don't worry about settling on the top three.  Discussion is key in this exercise.
3. Schedule about two hours for the meeting, including everyone possible but not worrying that some are left out.  This is informal, after all.  Select a meeting room that has room for all but is not large enough to discourage personal interaction.  A white board could be used for diagramming great ideas but don't give the impression that concrete plans should emerge.
4. Following the meeting, send a follow-up email that summarizes the benefits of this time invested, whether just building better relationships or highlighting new ideas.

The idea of aimless discussion may seem bizarre to you and your colleagues, but if we can't take a chance in the summertime, we may never find the time to be creative.