The idea around “open thinking’ denotes a cyclical process in which creativity is encouraged,...

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The idea around “open thinking’ denotes a cyclical process in which creativity is encouraged, critiquing leads to better decisions and thoughtful action produces positive, sustainable results. Dan Pontefract states that open thinking consists of the following elements:  · Choices: thinking should include periods of ideation and reflection  · Judgement: we must decide one thing over another  · Action: we must step into our decisions  · Infinite: reflection and analysis are never-ending  “Open Thinking” is a cyclical process in which creativity is encouraged, critiquing leads to better decisions, and thoughtful action delivers positive, sustainable results. He proposes a return to balance between the three components of productive thought: dreaming, deciding, and doing.  Using this framework: These 2 questions need to be answered  · At what level of team function must you achieve (Consider Lencioni’s 5 Dysfunctions of Team) for this to be true?  · Do you currently (or have you) lead a team that exemplifies the ‘open thinking’ framework?

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Canadian businessman and a best-selling author, Dan Pontefract, has written many books that help leaders and organizations to devise strategies to aim for higher levels of business productivity and get good bottom-line results, to engage and make them better customer-savvy employees. In his book ‘Open to think’, Dan Pontefract offers strategies to have a enhanced thought process clarity to make sensible and better decisions in life. 
The book ‘Open to think’ describes the current scenario in the organizations and society in general. Because people have got busier in life, they have very less time to do things in a well-defined manner including rushing to conclusions, accepting wrong information easily, not paying attention to nuances, and allowing shallow trusting activities. Building up of such activities in a team/ leadership or organization leads to what is known as’ Lencioni’s 5 Dysfunctions of Team (Lencioni, 2002; BusinessBalls, 2022). 
The five dysfunctions are arranged in a pyramid shaped hierarch just like the ‘Maslow’s Hierarchy of Needs’ which means that the foundation has to be strong to achieve higher level of goals. At the bottom is dysfunction #1: absence of trust, dysfunction #2: fear of conflict, dysfunction #3: lack of commitment, dysfunction #4: avoidance of team accountability, dysfunction #5: inattention to team objectives. To solve this, it is important to start addressing the dysfunction from the bottom first i.e., to build trust, communicate constructively, to have defined goals and deadlines and to maintain accountability. 
As Dan Pontefract suggests that to have a good functional team/ leadership, it is essential to adopt an attitude of open thinking.

The idea around “ open thinking ’ denotes a cyclical process in which creativity is encouraged, critiquing leads to better decisions and thoughtful action produces positive, sustainable results. Dan...

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