POINT OF VIEW

BEFORE WE ENTER THE ROOM

Your point of view helps shape the room before the conversation begins. These questions give the facilitator a sense of how you naturally see the organization, what you tend to protect, and where you notice tension or possibility.

There are no right answers. Respond instinctively and in your own words.

🔒 CONFIDENTIAL

Your responses are confidential. They are used to prepare the facilitated experience and are not shared individually with your employer, team leader, or other participants.

1. When you think about your organization right now, what feels most important to protect?

The trust we’ve built with our clients and the sense that people still care deeply about the work.

2. What feels most ready to change?

The way decisions move through the organization. We’ve grown, but some of our habits still belong to a much smaller company.

3. When a difficult decision has to be made, what do you tend to consider first?

○ What protects the people involved
● What protects the long-term health of the organization
○ What produces the strongest practical result
○ What stays true to the original purpose
○ What creates future possibility
○ What is fairest to everyone affected

4. Which perspective do you naturally find yourself defending most often?

○ The person who has the most to lose
○ The organization as a whole
○ The customer or community being served
○ The original vision
○ The people responsible for making it work
● The future rather than the present
○ The position no one else seems to be considering

5. What do you think people in your organization underestimate?

How much informal knowledge is carried by a small number of people, and how vulnerable that makes us when those people are stretched too thin.

6. What do you think people in your organization overvalue?

Speed. We sometimes treat moving quickly as evidence that we’re making good decisions.

7. here do you usually notice tension first?

○ Between people
● Between what we say and what we actually do
○ Between ambition and available resources
○ Between short-term needs and long-term consequences
○ Between different definitions of success
○ Between the organization and the people it serves

8. When something is not working, what is your first instinct?

○ Fix it
○ Understand why it happened
● Question whether we should be doing it at all
○ Protect the people affected
○ Revisit the original intention
○ Look for a completely different option

9. Whose interests are easiest for an organization to overlook?

The people who are affected by a decision but aren’t in the room when it gets made.

10. What do you believe a company owes its people beyond compensation?

Clarity, respect, meaningful work, and the ability to understand how their contribution connects to something larger.

11. If the organization had to make one uncomfortable trade-off tomorrow, where do you think the tension would be?

Between protecting the culture we value and making the structural changes we probably need in order to grow.

12. What is one thing you believe about your organization that you suspect not everyone in the room would agree with?

I think we sometimes protect consensus at the expense of making the harder decision.

Once submitted, you’ll be taken to the Waiting Room.