Whether we're writing code, copy, or speeches, or designing a building, shooting a film, or laying out a landscape, our work can be subject to review. Reviewers ask for revisions. And revisions to the revisions. The experience can be frustrating, especially when we disagree with what we're asked to do. Here are some insights that might be helpful in those situations. As in Part I, I'm pretending that I'm advising the person making the revisions.
- Let's not discard something that's good enough
- If the required changes don't seem justifiable, maybe the problem is actually a disagreement about acceptance criteria.
- Have you discussed acceptance criteria? If not, perhaps that's a place to start. But if you have discussed acceptance criteria, and didn't reach consensus, maybe that's the place to start. If the reviewers are unwilling, they might feel that they have the power to require the changes without your consent. If so, the problem might be deeper. Make the revisions, and when the reviewers are satisfied, and the dust has settled, try to determine what the real issue might be.
- Let's not change it to something that's wrong
- There The experience of having our
work reviewed can be frustrating,
especially when we disagree
with what we're asked to doare many ways to be "wrong." The reviewers want something that won't do what they say they want; we (or someone we know) already tried that and it didn't work; or the change will make the current piece incompatible with other pieces of the same suite. And many more.
- If you've made your case, and failed to persuade the decision maker(s), revision might not be the problem — failure to persuade could be the problem. If you didn't have an opportunity to make your case, then that's the problem. Maybe you didn't seek the opportunity, or maybe you missed it, or perhaps your views aren't valued.
- Because you might be mistaken about their request being "wrong," temper your response to the reviewers. For example, if what they want has been tried before, the fact that it didn't work is relevant only to the extent that the present context aligns with the prior context. See "Definitions of Insanity," Point Lookout for January 17, 2007, for more.
If your opposition to the required revisions is well known, some might anticipate that you'll resent having to make those revisions. Beware. If the effort fails, as you predicted it would, and you've done anything other than what was required, you might be accused of sabotage — possibly behind your back. Make the revisions the reviewers require. Do a superb job. Be certain that the reviewers are delighted. And then begin working on becoming more influential.
Problems of this kind frequently arise from communications difficulties. If satisfying the reviewers seems easier than untangling the communications issues, satisfy the reviewers first. Then work together to determine if or how communications contributed to the problem. Collaborate to resolve that problem before the next review. First in this series Top Next Issue
Are you fed up with tense, explosive meetings? Are you or a colleague the target of a bully? Destructive conflict can ruin organizations. But if we believe that all conflict is destructive, and that we can somehow eliminate conflict, or that conflict is an enemy of productivity, then we're in conflict with Conflict itself. Read 101 Tips for Managing Conflict to learn how to make peace with conflict and make it an organizational asset. Order Now!
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More articles on Effective Communication at Work:
- Corrosive Buts
- When we discuss what we care deeply about, and when we differ, the word "but" can lead us
into destructive conflict. Such a little word, yet so corrosive. Why? What can we do instead?
- Dismissive Gestures: I
- Humans are nothing if not inventive. In the modern organization, where verbal insults are deprecated,
we've developed hundreds of ways to insult each other silently (or nearly so). Here's part one of a
catalog of nonverbal insults.
- Publish an Internal Newsletter
- If you're responsible for an organizational effort with many stakeholders, communicating with them is
important to success. Publishing an internal newsletter is a great way to keep them informed.
- Virtual Meetings: Indicators of Inattention
- If you've ever led a virtual meeting, you're probably familiar with the feeling that some attendees
are doing something else. Here are some indicators of inattention.
- Interrupting Others in Meetings Safely: II
- When we feel the need to interrupt someone who's speaking in a meeting, to offer a view or information,
we would do well to consider (and mitigate) the risk of giving offense. Here are some techniques for
interrupting the speaker in situations not addressed by the meeting's formal process.
Forthcoming issues of Point Lookout
- Coming December 13: Contrary Indicators of Psychological Safety: I
- To take the risks that learning and practicing new ways require, we all need a sense that trial-and-error approaches are safe. Organizations seeking to improve processes would do well to begin by assessing their level of psychological safety. Available here and by RSS on December 13.
- And on December 20: Contrary Indicators of Psychological Safety: II
- When we begin using new tools or processes, we make mistakes. Practice is the cure, but practice can be scary if the grace period for early mistakes is too short. For teams adopting new methods, psychological safety is a fundamental component of success. Available here and by RSS on December 20.
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