By now you’ve probably had your fill of social media posts about Michael Bay’s, shall we say, “issue” at CES last week. Allow me just one more viewpoint.
In the days that followed the “issue”, many people noted Bay’s seeming inability to Improvise. And, friends reached out to me to say much of the same and to suggest he take an Improv class so this sort of thing wouldn’t happen again.
Not so fast.
While I would love it if Michael Bay took an Improv class, I paused at their reaction.
Instinctively it might seem as though Michael Bay doesn’t know how to Improvise and that learning how to would solve the problem.
The same suggestion could be made for other skills like Mindfulness, for example. We could pitch a myriad of solutions to him. But we can’t be sure they will actually help.
We can’t pitch a solution without first finding the problem.
My knee-jerk assumption used to also be, “Improv will fix this”. But I’ve learned to check some of those assumptions at the door.
As learning and organizational development professionals we need to understand and find the underlying problem, and not just treat the symptom.
A symptom of the larger problem in this particular case might be that Bay can’t Improvise. But, what’s the problem? We can’t be so sure without testing some assumptions and asking more questions.
By not doing so, and simply solving for the symptoms and not the larger issue we’re stopping short of what this work is capable of.