Did you know that curiosity catalyzes creativity? Join us for this 1 hour webinar and we’ll share how you can promote curiosity in your workplace to inspire creative solutions to everyday problems.
Webinar Recording: Challenge the Process by Asking “Why?”
Webinar Presentation: Challenge the Process by Asking “Why?”
Date & Time
- Date: Friday, February 19, 2016
- Time: 11 am – 12 pm PST
- Learn why we stop asking “why?”
- Understand where Creative Genius comes from
- Discover what a Profound Question is
- Share how we can promote curiosity in the workplace
Tracy O’Rourke, Managing Partner & Executive Advisor
Tracy is a Managing Partner & Executive Advisor at GoLeanSixSigma.com. For almost 20 years, she’s helped leading organizations like Washington State, Cisco and GE build problem-solving muscles with Lean Six Sigma to achieve their goals.
Q&As From the Webinar
- How do you start [asking why] when everything feels broken? What’s the best thing to do first?
- When I ask “why?” I sometimes get a dismissive reaction as if I asked why because I simply do not know or I am ignorant of the process. How do I phrase the “Why?” so that we can get to a root cause analysis?
- I am a newbie on Process Improvement. How do I make sure 5 Whys is used correctly to lead to the root cause?
- What is the best way to promote asking why?
- Can these [asking why] techniques work in any type of industry? Healthcare vs. automotive industry?
- My leadership team is expecting me to work with workshop but they are little involved. How do I overcome this problem?
- What do you do if your management team thinks they are doing a good job?
- How do you get people to accept change in a positive way?
- How do you know when to stop asking Why?
- Do you think that the question “why” has a tendency to make people defensive?
- How do you promote involvement when employees are consistently asked for their opinion and feedback but never have anything to say because they are fearful of increased workload to fix the problems they might identify?
- What have you seen as a successful method of helping people make the adjustment from Telling to Asking?
- I see a big problem with good workers who have their “secret sauce” and they don’t want to share. What’s up with that?
- How do you prevent the why from going global (instead of getting to the root cause, trying to ask it to every other thing)?
- How do you overcome a scenario where the people who use the process want the improvement but their management is resistant to change?
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