Tolerating Incompetence (was "Success story in the making... ")

["townesmd@earthlink.net" <townesmd@earthlink.net>]

Certainly we all have different experience.  Mine has been that 2nd phase
is often toughest in a culture where managers are expected to know the
answers.  In that environment, I often refuse to address what I know about
myself, as if to say, "If I ignore it, it will go away, or at least they
can't blame me for not dealing with it if I wasn't even aware... "

So much easier under Greenleaf's model where leader's job is to serve and
support, sometimes just "give the horse his head... "

Question... You mentioned "metanoia."  A metanoic organization has
influence over it's destiny so don't we have to help people be comfortable
with conscious incompetence (make it "OK" to not know everything) before we
can get folks to adopt control charts that show it isn't the workers who
are screwing up the results... ?  If yes, how best to do?

Mike Townes

Original Message:
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** Moderator's Note: The referenced 4 stages of learning or knowing:

1.  Unconsciousness Imcompetence - they do not know that they do not know
2.  Consciousness Incompetence - they know that they do not know
3.  Consciousness Competence - they know and know that they know
4.  Unconsciousness Competence - they know and do not even think about it

These have been worded in a million different ways...

Stage 1 is the "How could they know" stage to which Deming often referred. 
Thay are the biggest challenge.

Some say that metanoia is what takes one from Stage 1 to Stage 2 -- where
the person is teachable.

Good stuff!!

*  *  *



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