purpose + outcomes

• We will train in participatory leadership and models, theory and methodologies for systems change

• We will work with participants’ real issues to immediately apply what we are learning

• We will envision results and the quality of relationships required to support those results

• We will design an infrastructure to support the work

Understanding reality together

R1: Based on everything you have heard - and your own experience - where are we at in NYC Workforce?

• Lack of trust & communication

• Variations of culture

• Poor modelling - don’t “walk our walk”

• Implicit Bias - offering the training out, but are we using it internally?

• Tension b/w CUNY & ACS staff

• Retaliation/Fear-based thinking (perception vs reality)

• Stability in the workforce

• Connectivity beginning to build

• A commitment to figuring it out

• We do good work and make a difference. We have people who are passionate

FROM PRINCIPLES TO NEW DESIGNS

What’s the work, if we focused on it, would create the greatest leverage for change?

If we did these things, we could shift the organization.

RISK-TAKING

• Build safe space to make mistakes without consequences

• Accountability to each other

ACTION: protected spaces - establish times where we commit holding progs
ACTION: personal risk & accountability - commit to 3 risks and have accountability partner

BREAK SILOS

• Integrating work streams which will eliminate “cylos” (i.e. EBM & LO)

ACTION: intentional cross-functional meetings
ACTION: consistent communication (i.e. newsletter)
ACTION: communities of practice, like Trainer’s Café
ACTION: unified business processes

RELATIONSHIPS/RESULTS

• Balancing priorities with org. culture

• Core values that are “operationalized (i.e. givens)

ACTION: supervisors encourage staff to join committees outside of their units
ACTION: leadership has quarterly individual meeting with staff
ACTION: greeting staff when you come on the floor

ACCOUNTABILITY

• Follow-up

THOSE IMPACTED ARE INFORMED

• Bi-directional process and responsibility

• Defining & implementing opportunities for transparency

• Dissemination of information specific to work

• Protected time

• Inclusivity of all voices

ACTION: restructuring of human resources and on-boarding process
ACTION: focusing on the development of ConnectMe for info/resources sharing

CONSISTENCY

• Defining four themes - SB, cultural humility, coaching, trauma-informed practice, messaging and intentionality

• Modelling consistency

ACTION: disseminating information
ACTION: development of new programs
ACTION: multi-team impacts
ACTION: practice what we preach - allow ample time for all WI team members to meet, attend RP, OS, etc. (uphold values)

LEVERAGE OPEN SPACE

• Framework of open space

Teach: Shared Work

What needs to change in me so I can lead change around me?

• Being more mindful in how I show up

• Shed the layers and show myself more

• Model balance and have grace for myself and others

• Patience for the process and myself

• Be open-minded to ideas and other people

• Committing to showing my vulnerability

• Bring my whole self and take risks

Structure: March - June 2019

• Operations Team: Bi-weekly, 1 hour meetings

• Core Team: Monthly, 2 hour meetings

• Governance Team: (1) April 2019 - 90 mins & (2) June 2019 - 90 mins

• Sensing Interviews conducted by the Core Team (3-5 interviews/person)

What Else?

1. Communications

2. Authentic Relationship Building

3. Developing Creative Ideas & Artifacts

4. How do we use our MI skills with intentionality to engage and support the work?

5. Open Space (April - June 2019)

Teach: LEVELS OF Listening

Downloading: the most shallow level of listening

• When we give our ‘schpiel’

• The things we always say/respond with

Downloading w/ listening is the counterpart - not really listening or engaging with the person. Not a lot of connection.

Debate: talking to convince someone

• Intention to move you by what I’m saying

• Listening for your chance to talk (waiting for your opportunity to say your thing)

Debate w/ listening is listening to debate - give it back to people, dismiss what they’re saying, saying ‘you’re wrong’ or ‘no.’

Empathetic Listening: understanding viewpoint

• Get out of my own way

Empathic Listening is listening to stand in another person’s shoes.

Generative Listening: listening so well that after you’re done speaking with me, newness comes

(“I’ve never thought of that before.”)

• Very rare, takes a quality of attention and intention

• Not about you anymore — be present with someone

• Typically it’s very reciprocal — the listener can’t help but be changed

• Move in and out of generative listening

• There is no finish line — dip in and come up 

CLOSING

Key Dates

What is the momentum you are carrying from this room?

> Hopeful and excited
> Mindful of how I engage moving forward
> Practice building relationships and grace
> Inspired to participate in this change process
> Awakening — ready to get onboard and make some changes

Sensing Interviews: March 15, 2019 - May 1, 2019
Meeting with Core Team: Monday, March 25th from 1pm - 3pm
Meeting with Core Team: Tuesday, April 16th from 11am - 1pm
Sensing Interviews Written Up & Submitted: May 3, 2019
Meeting with Core Team: Thursday, May 23rd from 11am - 1pm
Core Team RETREAT: June 12-14, 2019
Debrief Meeting with Core Team: Wed, June 26th from 10am-11:30am