9. ACKNOWLEDGMENT:
WHOM DID WE HAVE TO BE
TO MAKE THIS HAPPEN?
Relationships are hard work. Too often,
the leverage we gain through relationships
goes unrecognized and unrewarded.
Noticing matters. When we are gen-uinely
seen and acknowledged, we
experience this in a visceral way. In notic-ing
one another’s strengths, and remarking
upon who we need to be together, we de-velop
the heart, the courage that allows us
to take risks together and to become great-er
than the sum of our parts.
SUCCESS FACTORS FOR
IMPLEMENTING ICA IN
ORGANIZATIONS
ICA has an excellent track record for
moving work and relationship forward
together. It shifts the thinking and ca-pabilities
of those who use it over time.
However, success is highly contingent on
the way it is implemented.
ICA should be introduced with a clear
purpose and measures for success. It
should be sponsored, modeled and re-inforced
by a respected leader. Training
should give equal attention to the frame-work
and the assumptions that underlie
it. Sufficient practice must be included to
achieve competence and confidence in its
use. ■
Darlene Chrissley is an executive coach and
organizational development specialist.
Rick Russell is a conflict management profes-sional
who conducts workplace assessments
and remediation and offers a range of conflict
management services.
communications
IT’S IMPORTANT THAT EACH PARTY
COMMUNICATE THEIR IMPORTANT NEEDS,
WANTS, CONCERNS AND FEARS, AND
DEMONSTRATE THAT THEY ARE TRYING
TO UNDERSTAND THE PROBLEM FROM
THE OTHER PERSPECTIVE AS WELL.
Jack 2014_vF_HRPro:SHK 06/03/2014 1:57 PM Page 1
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HRPATODAY.CA ❚ MAY/JUNE 2014 ❚ 51