The tribal elders of the Hopi nation knew a thing or two about inclusive decision-making. They originated a decision-making process that is all but forgotten but is poised for a comeback. The so-called Kiva Method, drawn from the structures in which the decisions were made and devised generations ago, allows minor voices to influence more experienced views.
Really interesting method to get different perspectives. I recall a field note that recommended the most junior person(s) go first to avoid bias from more senior folks (helps prevent groupthink). Perhaps that idea could lead to a slight modification of the Kiva process. At the start, the senior people (inner ring) frame the problem, but do not offer solution. Then the outer ring (junior folks) discusses and proposes solution, followed by the middle, and ends with the senior people. A slight change in the order to incorporate the “most junior person goes first” idea. Given me a lot to think about how to improve group decision making!
This is a solid move in decision making within an organization. The Kiva method aligns with the lean tool 3P (Production Preparation Process). Embedded in this is an exercise we call the (7WAYS exercise).
In this exercise the group breaks down into several different teams to create a new or improved method of processing. This is then brought back at the end of the 7WAY exercise and presented to the core group and to leadership, (some, will wait and present the finalized resolve to leadership at the end of the event).
At this time of presentation it is the etched in stone the path forward.
The reason I bring this up in comparison to the Kiva process is the similarities are almost mirrored to LEAN.
Teaching and coaching lean is vital to organizations. It isn’t just about the improvement and eliminating waste. It’s about the improvement, and creating a more powerful team cultured group in decision-making, and creating a solidified path forward.
Thank you for your daily topics. They are very inspiring and creative for all of us Leaders moving forward.
This is very interesting and seems to have affinity with action learning sets.
I'm interested in inclusive decision making as it came up in my research as a potential mitigator against strategic level disconnect, which was viewed as a gaping chasm between senior decisions and operational level implementation. Thanks for this share. I feel like inclusive decision making is an issue that I'm constantly meeting, moreso as we move into the knowledge based era and away from the industrial paradigm......
This method is new to me although I've been involved with similar decision making and also creative development systems but this looks as though it could be really powerful - not just in business, what about politics & democracies ?
Really interesting method to get different perspectives. I recall a field note that recommended the most junior person(s) go first to avoid bias from more senior folks (helps prevent groupthink). Perhaps that idea could lead to a slight modification of the Kiva process. At the start, the senior people (inner ring) frame the problem, but do not offer solution. Then the outer ring (junior folks) discusses and proposes solution, followed by the middle, and ends with the senior people. A slight change in the order to incorporate the “most junior person goes first” idea. Given me a lot to think about how to improve group decision making!
This is a solid move in decision making within an organization. The Kiva method aligns with the lean tool 3P (Production Preparation Process). Embedded in this is an exercise we call the (7WAYS exercise).
In this exercise the group breaks down into several different teams to create a new or improved method of processing. This is then brought back at the end of the 7WAY exercise and presented to the core group and to leadership, (some, will wait and present the finalized resolve to leadership at the end of the event).
At this time of presentation it is the etched in stone the path forward.
The reason I bring this up in comparison to the Kiva process is the similarities are almost mirrored to LEAN.
Teaching and coaching lean is vital to organizations. It isn’t just about the improvement and eliminating waste. It’s about the improvement, and creating a more powerful team cultured group in decision-making, and creating a solidified path forward.
Thank you for your daily topics. They are very inspiring and creative for all of us Leaders moving forward.
Best to all
Pat C.
This is very interesting and seems to have affinity with action learning sets.
I'm interested in inclusive decision making as it came up in my research as a potential mitigator against strategic level disconnect, which was viewed as a gaping chasm between senior decisions and operational level implementation. Thanks for this share. I feel like inclusive decision making is an issue that I'm constantly meeting, moreso as we move into the knowledge based era and away from the industrial paradigm......
This method is new to me although I've been involved with similar decision making and also creative development systems but this looks as though it could be really powerful - not just in business, what about politics & democracies ?