I've been thinking about my last post
of Team Tips - Team Tips 22 {Ouch, that hurts - Part 2} - and that no
one responded to my challenge.
And how that is actually a good thing.
Weird, eh?
I know that 20+ folks looked at the
blog page, and so it is reasonable that some even read it. But not
one comment.
Now, absence of evidence is not
evidence of absence (or more precisely, is not evidence - period.)
Someone out there may be busy pondering my questions, researching
articles, sharpening their cyber pencils, drafting an essay, getting
copy editor revisions, and so on. Or not!
However, no response is perfectly
reasonable, because I broke the rules.
The Perfection Game is one of the Core
Protocols. I like the choice “Protocols” because it implies
following a procedure, a set of steps. In other words, doing it - the
Protocol - properly. After all, if you want to do things well, then
once you have a successful method follow it! At least until a better
procedure shows up.
So I shouldn't have hidden an Ask for
Help inside a pretend Perfection Game. Sure, I presented it as “an
example” to skirt the fact that you didn't actually ask me to
Perfect your reading of the post. But a donkey having been through
the car wash is still a donkey.
I should have just Asked for Help
directly.
All of you who didn't comment - all
100% - congrats! You could have gleefully screamed “Protocol
Check!!” and pointed out the error of my ways. You could have asked
me for an intention check to clarify my purpose, and then with that
clarification from me then gleefully screamed “Protocol Check!!”.
Or you could have ignored my inappropriate behaviour and walked away,
as the evidence might indicate you did.
The point of having these atoms of
proven successful group behaviour - the Protocols - is that everyone
in the group knows them, how to use them, what to do if they suspect
improper use. All of which set up the best known initial conditions
for successful teamwork. If you would rather use your own version of
the Protocols, or not use them at all, be my guest. Let me know how
that is working for you.
In the meantime, let me Ask for Help
properly:
- Will you use the Comments area to note some [employee] performance examples for which the Perfection Game doesn't seem to work; and
- when using the Perfection Game as your
performance management method, a simple scheme to allocate merit
increase money if it must be based on job performance?
