• Brainstorm potential Moose issues by asking for ideas on the “dumbest things we do around here,” “biggest barriers to reaching our goals,” “major implementation issues we need to address,” “pet peeves,” “dumb rules and forms,” “things that drive you crazy,” or the like. List each point. Cluster the similar points until you have 5 – 7 major groupings or clusters. Identify those things you or your team directly control, can influence, and don’t control at all. Prioritize the things you control and get ideas/volunteers/plans to address them. Do the same for things you can influence. Discuss how you can all accept and let go of the things you can’t do anything about.
  • The worst thing you can do is ask for input to identify Moose issues and then not deal openly and effectively with them. You’re better off to not ask if you aren’t going to follow-through. Follow-up to see if team members feel you have done all you can to address it.
  • Potential ways to play with the Moose-on-the-Table approach:
    –Give everyone on your team a little toy stuffed Moose.
    –Hold a Moose hunting retreat/meeting and give everyone Moose hunting T-shirts.
    –Get team members at a meeting to write down and hand in a few of the biggest Moose they feel are present. Cluster the similar issues and hold a secret ballot vote on the top clusters.
    –If you suspect people aren’t being open during a discussion, ask, “Is there a Moose-on-the-Table we need to talk about?”
    –Get a consultant/facilitator outside of your team to run focus groups, conduct confidential interviews, or do a survey of your team to identify and prioritize Moose issues.
    –As a meeting participant, you might frame an issue with, “I’d like to put a little Moose-on-the-Table…”