tag:blogger.com,1999:blog-1254315679163990153.post5801366179496917806..comments2023-09-09T09:36:50.321+01:00Comments on Systems Thinking for Demanding Change: Weak Signal TheoryRichard Veryardhttp://www.blogger.com/profile/04499123397533975655noreply@blogger.comBlogger1125tag:blogger.com,1999:blog-1254315679163990153.post-28594990997699969742010-04-03T09:20:15.505+01:002010-04-03T09:20:15.505+01:00Dear Richard, thanks for your comment and for poin...Dear Richard, thanks for your comment and for pointing out the error which I am about to correct. The attribution of the Mindsystem blog to Bryan Coffman is of course incorrect. And, isn't it funny that a Dale Coffman and a Bryan Coffman both write about the same subject? Are they relatives?<br /><br />When it comes to a strategy for detecting weak signals, I don't think that Mindsystems post, (Bryan) Coffman's text and our suggestions are mutually exclusive. To "process a lot of noise", as Coffman says, you have to cut down the noise, filter the different signals one by one and then focus on that signal which would usually remain undetected.<br /><br />In an organization, listening to weak signals means identifying those things that usually remain unnoticed. Have a look at the chart in our original post to see what we recommend to amplify weak signals: <br /><br />Ask yourself (as a team) whether there is<br />- an abnormal lack of energy or negative emotions<br />- enough dialogue going on<br />- too much resistance for reasons that aren't obvious<br />- a problem in decision making<br />-doubtful signals from outside, or<br />- something else people are not talking about but everybody feels this should be addressed<br /><br />What's your suggestion for a strategy which helps to filter out the weak from the strong signals?Holger Nauheimerhttps://www.blogger.com/profile/03294286240999877515noreply@blogger.com