In the past few months at Talent Futures we have developed a way to help leadership teams break from their assumptions in their work, and to strengthen their relationships and ability to influence across the organisation and their industry.
Charlotte de Mille, Talent Futures offers bespoke lunchtime visits to an art
museum to further the agility of leadership teams.
The theme of each visit is suggested by the
facilitator, based on the team’s organisational context, and is agreed with the
team in advance. Charlotte de Mille then
designs a personalised tour for 90 minutes at a museum close to the event venue.
time” during the workshop. However,
the works chosen and the discussion about those works give the team opportunity
to experience and discuss art that, while unrelated to their work, is directly
related to their learning objectives. Themes from previous clients include:
- Cultural norms
- Compliance and regulation
- Housing and modern living
Why and how does this work?
devoted to objects, the act stimulates reflection on our different
perspectives, informed by our personality, our past experiences, and our
present circumstances. This act of
self-challenge is critical to developing new responses. Back at the venue, after the tour, the
facilitator poses questions about the experience and ties the responses to the
learning objectives of the workshop. For example:
- A video installation about blind people
making visual art resulted in some of the team feeling discomfort at others
being taken advantage of, until they saw how much participants enjoyed what
they were doing. This underscored how matters
of ethics can be divisive, and reminded them of an ongoing disagreement with
another team. They resolved to seek the
individual views of the other team and collaborate on a solution.
- In response to a work that challenged
the roles of gender, race, and religion in modern society, the team were able
to discuss the assumptions they made about diversity in the workplace and their
team in particular.
In post-workshop review discussions, the following outcomes of The Art of Leadership events have been
- Discussing art with colleagues means
each person takes a risk in sharing thoughts that are purely opinion and
observation; no logic is involved. This
shared vulnerability brings people together and tensions subside.
- The way to influence people with opinions
different from ours is through listening, not logic.
- The importance of validating others’
opinions and understanding others’ perceptions increases in significance
- Once assumptions are broken, the door to
more creativity and a better strategy opens.
- Black-and-white thinking is spotted
quickly, and the experience stretches the thinking of participants. It becomes possible to consider other ways of
looking at things without risking reputation.
- Discussing “What is and isn’t art,”
leads to “what is and isn’t leadership,” and “what is and isn’t the way to get things
done in the organisation.”
To learn more about The Art of Leadership events, please contact us at email@example.com.