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A new perspective: engagement strategy #7

A change in perspective is a powerful thing.  We often feel that changing our mind, actions, or thoughts based on a new perspective, is seen as a weakness or the fear of being labeled a flip-flopper.  The idea that we need to be firm and resolute in our decisions is another false narrative that we have come to believe.  In fact, a shift in perspective can re-shape our ideas, provide us with a better version than the first, and produce powerful insights into how others think, feel, and act. 


In my rich conversation with fellow coach, Mariska du Preez (, we discussed the fact that while we may share similar beliefs and conclusions, agreeing with each other is simply not enough.  By asking the question, “how did you arrive at that conclusion,” provides us insights into how others think, a hint to their underlying motivators, and even their personal journey of growth and development.  One small nugget of insight can be very persuasive in helping us to form new and different perspectives, which may influence how we approach new or even existing situations and events. 


We don’t expect to make the perfect cake in the absence of a recipe.  How then can we expect to find an even better cake if we’re not open to trying a new recipe.  Our team members bring perspectives and experiences of their own to work.  As leaders, it’s common to be immersed in a system, becoming a part of it, often entrenched deeper into it.   As such, it can be difficult to see another way.  Over time, processes change, and new technologies emerge that may be different than what was learned as an individual contributor.  Imagine the bump in engagement when a team member’s perspective is considered that shapes or re-shapes the outcome of process, project, or new product. To make the best decisions, sometimes we need to see the same thing, but from a different perspective through the lens of another.    


Coming soon!

Strategy #7: a new perspective

Engaging your employees:

12 strategic activities to drive your organization’s culture and commitment.

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