You been waiting patiently for me to uncover this next level of thinking. It’s familiar and comes easily to most groups. The only problem is, once you let the checkered flag fly on Interpretative thinking, it can be a little to easy to get stuck in an endless loop of synthesis.
Let’s explore how to make the most out of your Interpretive thinking – without running out of fuel before the finish line.
What does the Interpretive level entail?
By this point, you’ve collected a good amount of factual and intuitive information at the Objective and Reflective level of thinking. Without these information-gathering phases, you won’t have all the details you need to start digging deeper into the issues.
And that’s what this level of thinking is all about: connecting the dots between all the information you’ve gathered so far, and discovering the deeper insights. Now is the time to ask the group what it all means.
This is where you start considering the broader implications of the topic or project in questions and its potential impacts, significance and purpose.
You’ve determined X and Y to be relevant, and now you have to ask yourselves aloud, “So what?”
This is the last stop before you start making decisions, making it critical in the sequence.
How can it benefit my group or team of stakeholders?
During Interpretive level thinking, you will draw out the significance of information you’ve collected so far. When done properly, Interpretive-level discussions ensure all participants are heard, ultimately giving everyone a greater sense of ownership of the final decision you arrive at.
This level should also prevent others from feeling railroaded into agreeing to a certain conclusion, and that together you’ve thought about all the other people and processes that might be impacted by your actions.
The good news is, you should have no problem encouraging a group to dig into these meanings; in fact, it’s a level that people jump to quickly and easily — we’re all well trained to think at the interpretive level.
Sounds great – how could it go wrong?
You’re sitting in a meeting and you just can’t shake the feeling you’ve been here before.
The same familiar faces, sipping from the same coffee mugs, repeating the same arguments you know you’ve heard before. Is it just you, or were you in this exact same meeting, discussing the exact same topic, last week? And last month? And last quarter.
Nope, it’s not your imagination. Welcome to over-interpretation.
When groups get to this level of thinking, it can be easy to get stuck. And that feels frustrating.
As a professional facilitator, I see this “Groundhog Day” syndrome all the time.
There are further red flags that you have entered interpretative thinking no-man’s-land. Maybe there’s a small handful of loud voices that are dominating all others. Maybe the discussion is superficial, avoiding thoughts on the future impacts of a decision or how other stakeholders will be impacted by a project.
Maybe one team’s conclusions to race ahead are taken as the final decision – even before the discussion happens. If this is the case, it’s time to act.
Recognize these progress-blockers
You will not move forward productively if you find some of these characteristics repeating themselves. If you do notice one of the following, try and reverse it by broadening the group’s thinking with some structure using thought-provoking questions. Here’s how.
|Conversation killer:||Combat it with:|
|Starting with a foregone conclusion or inserting one into the conversation
(e.g. “We have made a decision to go left – who wants to go left?” “We believe this is the best approach, now what?”)
|Broaden the conversation and explore the position by asking the question – what are some other options available to us? What else might we do? What are some other considerations?|
|Intellectualizing or abstracting
(e.g.“We need to live into our values and walk the talk, set an example for the industry, be the change we want to see, aim for 110%”)
|Bring these high-minded, noble ideas back down to Earth with practical examples. For example: What does living our values look like? What are some things that we might do? What specifically does setting an example look like?|
|Judging responses as right or wrong
|If you have an opinion on what someone else is saying, remove your good/bad judgement and seek to clarify meaning instead. For example, “Tell me more about what is behind your thinking? What would others think? What would be different about how we might do this now, versus what we have done before? What could we do to make sure it works this time?”|
|Not getting different perspectives
|If the same person is doing the talking for the group, or the same opinions are shared without a wider view, ask for other perspectives. “Is there another perspective” or “I’d like to hear from someone else” or “Put yourself in a different stakeholder’s shoes, what might they think about this and how might the issue be perceived?”|
|Allowing the loudest voice to provide only one alternative
|Often the person who is most forceful with their assertations will win an argument, or dominate a discussion without much challenge. This makes the meeting feel more like an announcement (where a decision has already been made) rather than a true debate.
As above, consider it your duty to speak up and offer a counterpoint to this single perspective. Ask for other views in a round robin format – ask each person to share their viewpoint. “What do you think?”
Break the group into smaller groups, ask small groups to share their thinking with each other. Then ask the groups to share what they discussed as a small group. This will help get other voices into the conversation.
How do you know your Interpretive level of thinking is going well?
You know you’ve arrived at effective Interpretive thinking when you find people on your team:
- Discussing implications, impacts, alternatives, consequences of a decision or project
- Having spirited discussions about these lines of inquiry
- Pushing into the depths of the topic, the “what ifs” and “what’s next”
- Thinking about how others are affected
- Discovering what the broader story means to the group or organization
When “I level” of thinking is fully explored, people feel like they are looking at the topic comprehensively and really understanding what it means now and what it could mean in the future.
The group feels they have been meaningfully engaged in the conversation, have had opportunity to share their views and feel fully heard. Then, once you move on to the decisional phase, each and every participant is much more likely to support the group’s final outcome.
Good luck with your discussion!