So reality feedback requires both sensation and consideration.
There are many things we might sense, measure and study … so we need to be selective … we need to choose those things that will help us to make the wise decisions.
Wise decisions lead to effective actions which lead to intended outcomes.
Many measures generate objective data that we can plot and share as time-series charts. Pictures that tell an evolving story.
There are some measures that matter – our intended outcomes for example. Our safety, flow, quality and productivity charts.
There are some measures that do not matter – the measures of compliance for example – the back-covering blame-avoiding management-by-fear bureaucracy.
And there are some things that matter but are hard to measure … objectively at least.
We can sense them subjectively though. We can feel them. If we choose to.
And to do that we only need to go to where the people are and the action happens and just watch, listen, feel and learn. We do not need to do or say anything else.
And it is amazing what we learn in a very short period of time. If we choose to.
If we enter a place where a team is working well we will see smiles and hear laughs. It feels magical. They will be busy and focused and they will show synergism. The team will be efficient, effective and productive.
If we enter place where is team is not working well we will see grimaces and hear gripes. It feels miserable. They will be busy and focused but they will display antagonism. The team will be inefficient, ineffective and unproductive.
So what makes the difference between magical and miserable?
The difference is the assumptions, attitudes, prejudices, beliefs and behaviours of those that they report to. Their leaders and managers.
If the culture is management-by-fear (a.k.a bullying) then the outcome is unproductive and miserable.
If the culture is management-by-fearlessness (a.k.a. inspiring) then the outcome is productive and magical.
It really is that simple.