Getting them to LEAN IN
when you mention
Cultural Resources
Lyn Wiltse
PDSA Consulting, Inc.
8th Annual Cultural Resource Protection Summit
May 21, 2015
Getting them to Lean In
• Listen deeply
• Increase your influence
• Build relationships
• Save face (not your own)
• Protect cultural resources
Cultural WHAT?
Exercise
1. Think of the person(s) you most
wish would “get it” when it
comes to cultural resources.
2. Step into their shoes. Speak as
they would (use “I” statements):
- How do they see cultural
resources?
- How do they see you?
Interests vs. Positions
Interests are
deeply held:
– Needs
– Fears
– Concerns
– Values
Positions are
pre-conceived
notions of “the”
right answer
Exercise
Still standing in their shoes:
- What are their needs / fears /
concerns / values relative to
cultural resources?
Communication Styles
Style
Core
Value
Orientation
Time
Sense
Intuitor
Getting
new ideas!
Ideas
Future
Facts
Past,
present,
future
Thinker
Getting
it right!
Feeler
Getting
along with
others!
People
Past,
present
Senser
Getting
it done!
Results
Present
Styles: The Bright Side
Style
Helpful in Times of Conflict
Intuitor
Comes up with creative solutions. Is focused on
the big picture, keeps the end in mind, good at
identifying unintended consequences to actions.
Thinker
Comes up with solutions that stand the test of
time. Is logical, methodical, extremely focused,
enjoys research, comes up with supportive data.
Feeler
Comes up with solutions that work for people
involved in the process. Is very intuitive, good at
building consensus, highly influential speaker.
Senser
Comes up with common-sense solutions that
are practical and easy to implement. Gets to the
point, no hidden agendas, helps get to closure.
Styles: The Dark Side
Style
Not Helpful in Times of Conflict
Intuitor
Scattered attention, unrealistic, opinionated,
idealistic, impractical, arrogant, not listening,
unwilling to consider opinions of others.
Thinker
Overly cautious, rigid, indecisive, slow,
insensitive, no exceptions to rules, passive
aggressive, argumentative, self righteous.
Feeler
Emotional, judgmental, uncooperative,
withdrawn or sarcastic, taking it and making it
personal, assuming role of victim or rescuer.
Senser
Overpowering, demanding, interrupting,
yelling, domineering, critical, impulsive, not
listening, short sighted, impatient, insensitive.
- What is your preferred style?
- What is the preferred style of the
other person?
- Why should you care?
Sometimes they just want to
start construction.
Communication Tips
Style
How to be Heard
Intuitor
Emphasize the big picture, long term
implications. Keep it high level, philosophical.
Tell the story. Use metaphors, diagrams.
Thinker
Emphasize the detail, facts and data. Be calm,
and precise. Show logical progression. Use
outlines. Emphasize tried-and-true approach.
Feeler
Start with brief social check-in. Include food /
drink. Emphasize impact on people, applying
lessons learned from past projects.
Senser
Be direct and get to the point quickly. Use
bullet points. Use action words. State what you
can do for them. Focus on the bottom line.
Saving Face
A culture of face saving
allows us to work
collaboratively with others
throughout the
planning process.
Face Saving Survey
What’s true for you?
1 = never 2 = almost never 3 = sometimes
4 = almost always 5 = always
When in conflict with others, I try to make them:
____
____
____
____
____
____
Look good
Feel safe
Believe I am honest
Feel important
Feel like they are winning
TOTAL
Saving Face
Style
Typical Concerns for Self
Intuitor
What’s my legacy? Am I seen as an innovative
force for the greater good? Do others appreciate
my long-term vision for future generations?
Thinker
How can I be sure this is the right thing to do
since my name will be tied to this decision? Will
my integrity and my reputation be preserved?
Feeler
Am I being seen as cooperative and inclusive?
Does everyone feel that their perspectives are
being heard? Do they see me as a team player?
Senser
Am I being seen as a capable, no-nonsense
person who gets the job done? Do others
appreciate how much work I am doing on this?
What can you do to create a
culture of face saving in your
organization?
What will you do to create a
culture of face saving in your
organization?
It is hard for others to hear
us when we need to:
– Feel ignored
– Look smart (smarter than others)
– Be right
– Appear polite
– Be in control
– Look good politically
Expand Your Influence
Keep interests in mind
Find the win-win
Consider styles, values
Be a chameleon – Speak in their voice(s)
Be a champion of others. Save face for
them to ultimately save cultural resources.