{"id":1873,"date":"2014-07-17T02:35:37","date_gmt":"2014-07-17T06:35:37","guid":{"rendered":"http:\/\/terrencemetz.com\/?p=1873"},"modified":"2026-04-21T13:50:06","modified_gmt":"2026-04-21T17:50:06","slug":"different-priorities","status":"publish","type":"post","link":"https:\/\/mgrush.com\/blog\/different-priorities\/","title":{"rendered":"Facilitating \u2018Genetic\u2019 Differences: Similar Values with Different Priorities"},"content":{"rendered":"<h2>Most meeting participants embrace a set of similar values with different priorities. The difference lies in their relative strength, or ranking of the values.<\/h2>\n<p><span style=\"font-size: 14pt;\">Participants\u2019 rankings however are not static. Their ranking changes based on their perspective at the moment.<\/span><\/p>\n<h4><span style=\"font-size: 14pt;\"><strong>Hiring Characteristics as an Example<\/strong><\/span><\/h4>\n<p><span style=\"font-size: 14pt;\">When selecting, interviewing, and hiring associates, most human relations experts would agree that five of the core characteristics that are sought in new hires include (listed alphabetically):<\/span><\/p>\n<ul>\n<li><span style=\"font-size: 14pt;\">Capacity (mental)<\/span><\/li>\n<li><span style=\"font-size: 14pt;\">Integrity (moral)<\/span><\/li>\n<li><span style=\"font-size: 14pt;\">Knowledge and Experience (physical)<\/span><\/li>\n<li><span style=\"font-size: 14pt;\">Motivation (emotional)<\/span><\/li>\n<li><span style=\"font-size: 14pt;\">Understanding (intellectual)<\/span><\/li>\n<\/ul>\n<h4><span style=\"font-size: 14pt;\"><strong>Traditional Prioritization<\/strong><\/span><\/h4>\n<div id=\"attachment_1874\" style=\"width: 410px\" class=\"wp-caption alignright\"><a href=\"\/\/mgrush.com\/blog\/wp-content\/uploads\/2014\/06\/facilitating-genetic-differences.png\"><img wpfc-lazyload-disable=\"true\" loading=\"lazy\" decoding=\"async\" aria-describedby=\"caption-attachment-1874\" class=\"wp-image-1874 size-full\" src=\"https:\/\/mgrush.com\/blog\/wp-content\/uploads\/2014\/06\/facilitating-genetic-differences-e1558211962462.png\" alt=\"Similar Values with Different Priorities\" width=\"400\" height=\"246\" \/><\/a><p id=\"caption-attachment-1874\" class=\"wp-caption-text\"><span style=\"font-size: 14pt;\">Facilitating Different Priorities<\/span><\/p><\/div>\n<p><span style=\"font-size: 14pt;\">Frequently, Knowledge and Experience filter out and disqualify potential hiring candidates. Next Understanding, typically reflected by educational degrees, may be used to filter more desirable from less desirable candidates. Next, Capacity is tested, frequently using actual test instruments about personality, cognitivity, and comprehension. Integrity is then considered, including perhaps, background checks to verify information and uncover undisclosed facts. Finally, Motivation is considered, but generally accepted, since it is assumed that those seeking employment are motivated by monetary gain, at minimum. Arranged in a sequence of priority, the characteristics line up as follows:<\/span><\/p>\n<ol>\n<li><span style=\"font-size: 14pt;\">Knowledge and Experience (physical)<\/span><\/li>\n<li><span style=\"font-size: 14pt;\">Understanding (intellectual)<\/span><\/li>\n<li><span style=\"font-size: 14pt;\">Capacity (mental)<\/span><\/li>\n<li><span style=\"font-size: 14pt;\">Integrity (moral)<\/span><\/li>\n<li><span style=\"font-size: 14pt;\">Motivation (emotional)<\/span><\/li>\n<\/ol>\n<h4><span style=\"font-size: 14pt;\"><strong>Potential Prioritization<\/strong><\/span><\/h4>\n<p><span style=\"font-size: 14pt;\">Pretend you own the company, however. Contrary to the prioritization above, you would probably embrace the following prioritization when hiring a new employee:<\/span><\/p>\n<ol>\n<li><span style=\"font-size: 14pt;\">Integrity; because without integrity, all other actions are suspect at best, and dangerous at worst.<\/span><\/li>\n<li><span style=\"font-size: 14pt;\">Motivation; because without motivation, all other actions (or inactions) may be shallow.<\/span><\/li>\n<li><span style=\"font-size: 14pt;\">Capacity; because without mental capacity, actions may be blind.<\/span><\/li>\n<li><span style=\"font-size: 14pt;\">Understanding; because without understanding actions are impotent.<\/span><\/li>\n<li><span style=\"font-size: 14pt;\">Knowledge and Experience; Lastly without the attributes above, actions are misdirected or useless.<\/span><\/li>\n<\/ol>\n<p><span style=\"font-size: 14pt;\">Note with the re-prioritization above, the complete reversal from Experience as number one to least important as number five. Participants with a bias toward the Traditional Prioritization will conflict, and make building consensus challenging when confronted by participants using the Potential Prioritization, or some other variation.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">As a facilitator, what can you do about it? We discuss the proper sequence for building consensus around conflicting prioritization in other <a href=\"https:\/\/mgrush.com\/blog\/meeting-conflicts\/\" target=\"_blank\" rel=\"noopener\">articles<\/a>, The Three Steps to Conflict Resolution: <a href=\"https:\/\/mgrush.com\/blog\/common-purpose\/\" target=\"_blank\" rel=\"noopener\">Appeal to Purpose<\/a>, <a href=\"https:\/\/mgrush.com\/blog\/active-listening\/\" target=\"_blank\" rel=\"noopener\">Active Listening<\/a>, and <a href=\"https:\/\/mgrush.com\/blog\/holarchy\/\" target=\"_blank\" rel=\"noopener\">Enterprise Objectives<\/a>.<\/span><\/p>\n<h4 style=\"text-align: center;\"><span style=\"color: #ff0000; font-size: 14pt;\"><strong>______<\/strong><\/span><\/h4>\n<p><span style=\"font-size: 14pt;\">Don\u2019t ruin your career by hosting <a href=\"https:\/\/mgrush.com\/blog\/bad-meetings\/\">bad meetings<\/a>. Sign up for a <a href=\"https:\/\/mgrush.com\/public-facilitation-training\/\" target=\"_blank\" rel=\"noopener\">workshop<\/a> or send this to someone who should. <em><a href=\"https:\/\/web.archive.org\/web\/20260106090117\/https:\/\/mgrush.com\/\">MGR<span style=\"font-size: 12pt;\">USH<\/span><\/a><\/em> workshops focus on meeting design and practice. Each person practices tools, methods, and activities every day during the week. Therefore, while some call this immersion, we call it the road to building high-value facilitation skills.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Most meeting participants embrace a set of similar values with different priorities. The difference lies in their relative strength, or ranking of the values. Participants\u2019 rankings however are not static. Their ranking changes based on their perspective at the moment. Hiring Characteristics as an Example When selecting, interviewing, and hiring associates, most human relations experts [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":1874,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_wp_convertkit_post_meta":{"form":"-1","landing_page":"","tag":"0","restrict_content":"0"},"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[453185969,453185961,453192187],"tags":[453190925,453190924],"class_list":["post-1873","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-communication-skills","category-decision-making","category-prioritizing-meeting-agendas","tag-facilitating-different-priorities","tag-similar-values-with-different-priorities"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.7 (Yoast SEO v27.7) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>\u2018Genetic\u2019 Differences: Similar Values with Different Priorities<\/title>\n<meta name=\"description\" content=\"Meeting participants embrace similar values with different priorities. 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However, he also observed meetings that worked. What set them apart? A well-prepared leader who structured the session to ensure participants contributed meaningfully and achieved clear outcomes. Throughout his career, Metz, who earned an MBA from Kellogg (Northwestern University) experienced and also trained in various facilitation techniques. In 2004, he purchased MG RUSH where he shifted his focus toward improving established meeting designs and building a curriculum that would teach others how to lead, facilitate, and structure meetings that drive results. His expertise in training world-class facilitators led to the 2020 publication of Meetings That Get Results: A Guide to Building Better Meetings, a comprehensive resource on effectively building consensus. Grounded in the principle that \u201cnobody is smarter than everybody,\u201d the book details the why, what, and how of building consensus when making decisions, planning, and solving problems. Along with a Participant\u2019s Guide and supplemental workshops, it supports learning from foundational awareness to professional certification. Metz\u2019s first book, Change or Die: A Business Process Improvement Manual, tackled the challenges of process optimization. His upcoming book, Catalyst: Facilitating Innovation, focuses on meetings and workshops that don\u2019t simply end when time runs out but conclude with actionable next steps and clear assignments\u2014ensuring progress beyond discussions and ideas.","sameAs":["http:\/\/MGrush.com","http:\/\/www.facebook.com\/FacilitationTraining\/","https:\/\/www.linkedin.com\/in\/terrencemetz\/","@teammetz","https:\/\/x.com\/TerrenceMetz","https:\/\/www.youtube.com\/watch?v=j4x3-Qo9Ez4"],"birthDate":"1955-09-23","gender":"male","jobTitle":"Managing Director","worksFor":"MG Rush Facilitation","url":"https:\/\/mgrush.com\/blog\/author\/teammetz7\/"}]}},"jetpack_featured_media_url":"https:\/\/mgrush.com\/blog\/wp-content\/uploads\/2014\/06\/facilitating-genetic-differences-e1558211962462.png","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/posts\/1873","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/comments?post=1873"}],"version-history":[{"count":0,"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/posts\/1873\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/media\/1874"}],"wp:attachment":[{"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/media?parent=1873"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/categories?post=1873"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/tags?post=1873"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}