Greetings! The word "ambiguous" has its origins in the early 1520s, from the Latin word imbiguus, "having double meaning, shifting, changeable, doubtful." Does this sound like some of people you've been around or have worked with? People who are ambiguous are typically not comfortable with change or uncertainty. They may prefer more data than others, prefer things tacked down and secure, may be quick to close and have a strong need to finish everything. Sometime they do things the same way over and over.
According to studies, 90% of the problems of middle managers and above are ambiguous - meaning the problem and the solution are unclear. If we had 100% of the information we could make more accurate decisions every time. Given the information we do have, the challenge is to make more good decisions than bad ones. We are challenged to do this with less than all the information, in less time, and with little or no precedents to how it might have been solved before.
Dealing with ambiguity is a leadership skill. It's about
improving our clarity in dealing with those we influence. There are remedies for overcoming and improving this competency. A chapter in the book FYI, For Your Improvement, by Michael M. Lombardo & Robert W. Eichinger, gives us some steps to take for dealing with ambiguity; here are five of them...
Click here to read more.Danny Valenzuela
Associate Certified Coach (ACC)
Certified Leadership Fitness Coach
Email: danny@transitionexecs.com
Web Site:Transition Execs, LLC
Copyright � 2009-2012 by Daniel Valenzuela
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