Comments on: Grassroots Innovation: The 3rd Way http://theleanthinker.com/2009/11/21/grassroots-innovation-the-3rd-way/ Thoughts and insights from the shop floor. Mon, 15 Mar 2010 20:20:11 -0700 http://wordpress.org/?v=2.9.2 hourly 1 By: Chakravarthy http://theleanthinker.com/2009/11/21/grassroots-innovation-the-3rd-way/comment-page-1/#comment-34502 Chakravarthy Fri, 27 Nov 2009 16:35:21 +0000 http://theleanthinker.com/?p=1035#comment-34502 Sometimes when we are in a meeting and I force my opinion no one takes it , probably because it is not the correct opinion. However, i realize that the group probably did not ask me for an opinion anyway - they were just informing me ! Sometimes when we are in a meeting and I force my opinion no one takes it , probably because it is not the correct opinion. However, i realize that the group probably did not ask me for an opinion anyway – they were just informing me !

]]> By: Greg Eisenbach http://theleanthinker.com/2009/11/21/grassroots-innovation-the-3rd-way/comment-page-1/#comment-34333 Greg Eisenbach Mon, 23 Nov 2009 00:36:33 +0000 http://theleanthinker.com/?p=1035#comment-34333 Michael you wrote Good point. Basically this is trust; that you won't get thrown out of the organization for calling the bosses ideas stupid. Vivek, you wrote In my post I meant it as a personal guide. Option one is to explain to the other person how they are wrong. This never works. Two, I could say nothing, which I often do. If the issue is important enough though I keep having make the choice to be silent. I know that I haven't figured it out yet until I've found the 3rd way. Michael you wrote

Good point. Basically this is trust; that you won’t get thrown out of the organization for calling the bosses ideas stupid.

Vivek, you wrote

In my post I meant it as a personal guide. Option one is to explain to the other person how they are wrong. This never works. Two, I could say nothing, which I often do. If the issue is important enough though I keep having make the choice to be silent. I know that I haven’t figured it out yet until I’ve found the 3rd way.

]]> By: Vivek Naik http://theleanthinker.com/2009/11/21/grassroots-innovation-the-3rd-way/comment-page-1/#comment-34298 Vivek Naik Sun, 22 Nov 2009 16:58:18 +0000 http://theleanthinker.com/?p=1035#comment-34298 Mark, that is interesting, something that we all must encountered in our life. We cannot get to the root cause if we are not willing to get out of our comfort zone, either it is outside our knowledge, solution is not personally beneficial or any other reason. This not only prevents problem solving but also like you said stops intellectual growth. how do we use this third way? does the leader use the "Conflict" of interest as a platform for creative thinking, risk taking (fight). I feel knowing how to use this concept could be very helpful in problem solving. Mark,
that is interesting, something that we all must encountered in our life.
We cannot get to the root cause if we are not willing to get out of our comfort zone, either it is outside our knowledge, solution is not personally beneficial or any other reason. This not only prevents problem solving but also like you said stops intellectual growth.
how do we use this third way? does the leader use the “Conflict” of interest as a platform for creative thinking, risk taking (fight). I feel knowing how to use this concept could be very helpful in problem solving.

]]> By: michael cardus http://theleanthinker.com/2009/11/21/grassroots-innovation-the-3rd-way/comment-page-1/#comment-34290 michael cardus Sun, 22 Nov 2009 15:02:02 +0000 http://theleanthinker.com/?p=1035#comment-34290 This nice-nice as team work is created by a culture that feels everyones ideas are right. As a team building consultant I struggle with this. There is a differnce from everyones idea is valuable and all ideas are right. Many ideas are valuable and absolutly not right. For a leadership team (or any team) to be effective a culture of sharing ideas all based on the betterment on the organization. This is where a well established goal and an established accountability process makes these discussions easier. This nice-nice as team work is created by a culture that feels everyones ideas are right.
As a team building consultant I struggle with this. There is a differnce from everyones idea is valuable and all ideas are right. Many ideas are valuable and absolutly not right. For a leadership team (or any team) to be effective a culture of sharing ideas all based on the betterment on the organization. This is where a well established goal and an established accountability process makes these discussions easier.

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