One of the most valuable tools I use liberally at the start of peer conferences is a variety of human spectrograms, also known as body voting. There’s no quicker and more entertaining way to publicly uncover vital information about who’s in the room. [For a full description of the why, when, how, and tremendous range of this tool, check out Chapter 33 of my book: The Power of Participation.] While I frequently use certain spectrograms, such as experience lines and spectrogram maps, I always tailor them to the specific wants and needs of the participants.
For example, in 2020, I worked with several hundred cardiologists and used two-dimensional body voting to reveal the group’s mix of professional roles (clinical, research, and education) and research types (population, clinical, basic). This allowed the cardiologists to quickly connect with peers who shared similar professional backgrounds. Later, we ran a one-dimensional human spectrogram to explore opinions about the question: “What is the best heart-healthy diet? Plant-based versus omnivore?”. (Fun fact: cardiologists disagree!) We then set up a debate on the topic.
While I primarily work with peer groups, like association members or communities of practice, when the client is a single organization, human spectrograms can be used in a different way.
Using human spectrograms at in-house events
Most organizations have an organizational chart that defines roles and formal relationships:
“The organization chart is a diagram showing graphically the relation of one official to another, or others, of a company. It is also used to show the relation of one department to another, or others, or of one function of an organization to another, or others. This chart is valuable in that it enables one to visualize a complete organization, by means of the picture it presents.”
—Organizational chart, Wikipedia
At the start of an in-house event, a human spectrogram can be a powerful way to reveal the formal structure of the organization. There are a few exceptions:
- Large meetings (e.g., 500+ people).
- Organizations with flat structures.
- Small organizations where participants already know everyone.
Otherwise, an organizational chart human spectrogram provides several immediate benefits:
- Allows participants to “put a face” to colleagues they may not have met, or have had little contact with.
- Makes visible the size and scope of different departments inside the organization.
- Uncovers the “shape” of the organization, such as the depth of hierarchies and the relative distribution of leaders, middle management, and other employees.
To facilitate the organizational chart human spectrogram, define a physical dimension in the room: “Leadership by this wall, subordinates towards the opposite wall.” You can then guide participants to form the spectrogram either top-down (leadership first) or bottom-up. The former is usually more efficient, while the latter allows for a more relaxed pace as people find their place and become aware of other participants.
If some employees will be absent, consider providing signs or cards with their names to install appropriately in the spectrogram.
Once the human spectrogram is complete, a good facilitator can leverage it in various ways, depending on the meeting’s goals and objectives. For example, you could:
- Explore potential departmental reorganizations.
- Uncover communication gaps within the organization.
- Reflect on staffing levels.
- Obtain feedback on outstanding issues and brainstorm solutions.
Given the variety of possibilities, such work should be carefully planned before the meeting.
Conclusion
I’ve only scratched the surface of how to apply human spectrograms to in-person meetings. Hopefully, you’re convinced that an organizational chart human spectrogram can be an insightful starting point for exploring an organization’s dynamics and addressing key issues.
Have you ever used an organizational chart human spectrogram? Share your experience in the comments below!