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Homogenitets-barrieren Red Score Paragraphp

{danish}RØD HOMOGENITETS-BARRIERE: Når denne barriere lyser rødt betyder det at indikerer det at enhedens medarbejdere givetvis har en alvorlig tendens til at lukke sig om sig selv, og primært interesserer sig for det man har til fælles med andre, og nedtone forskellene på tværs.

 

Når medarbejdere derfor søger udenfor enheden, så synes det udelukkende at være for at få opbakning til allerede trufne beslutninger (sikre implementering), mere end det handler om at søge input og kvalificere beslutningsprocessen (sikre input), vha viden fra andre dele af organisationen.

 

Når der søges samarbejdspartnere på tværs,  opleves det ofte som vigtigere at vedkommende “passer godt ind” projektet eller gruppen, end at vedkommende nødvendigvis er den bedst kvalificerede på området. Een af de mere alvorlige konsekvenser af en gul HomogenitetsBarriere kan altså være at gruppen slet ikke opdager når den er på afveje, fordi den feedback der søges og indhentes primært kommer fra ligesindede i andre dele af organisationen.

 

Hvad kan du og i gøre for at motivere denne gruppe til at udfordre sig selv,  løfte blikket og søge udenfor enheden efter anderledes erfaringer og input; efter andre måder at forstå og løse problemer på, i andre dele af organisationen?{/danish}
{english}

RØD HOMOGENITETS-BARRIERE: Når denne barriere lyser rødt betyder det at indikerer det at enhedens medarbejdere givetvis har en alvorlig tendens til at lukke sig om sig selv, og primært interesserer sig for det man har til fælles med andre, og nedtone forskellene på tværs.

 

Når medarbejdere derfor søger udenfor enheden, så synes det udelukkende at være for at få opbakning til allerede trufne beslutninger (sikre implementering), mere end det handler om at søge input og kvalificere beslutningsprocessen (sikre input), vha viden fra andre dele af organisationen.

 

Når der søges samarbejdspartnere på tværs,  opleves det ofte som vigtigere at vedkommende “passer godt ind” projektet eller gruppen, end at vedkommende nødvendigvis er den bedst kvalificerede på området. Een af de mere alvorlige konsekvenser af en gul HomogenitetsBarriere kan altså være at gruppen slet ikke opdager når den er på afveje, fordi den feedback der søges og indhentes primært kommer fra ligesindede i andre dele af organisationen.

 

Hvad kan du og i gøre for at motivere denne gruppe til at udfordre sig selv,  løfte blikket og søge udenfor enheden efter anderledes erfaringer og input; efter andre måder at forstå og løse problemer på, i andre dele af organisationen?
{/english}

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