Participatory Leadership Training (Leadership)
Sept. 16-17, 2019

team.jpg

PURPOSE + OUTCOMES

Participatory Leadership is about inclusion.
— Participatory Leadership Working Group

Purpose

  • To build capacity and further create a shared understanding of participatory leadership as an approach

  • Share learning & build alignment across the leadership

Outcomes

  • Increased energy and momentum

  • A willingness to co-create

  • Exploration of what it means to be a leader

  • Articulation of some key concepts/tools around PL leadership will take with them

  • Understanding of how we are equipping people to practice

  • Strengthen existing relationships and build new ones to move this work forward

DOCS1.jpg
PHASE I: SYSTEMS CHANGE IMPACT MAP

PHASE I: SYSTEMS CHANGE IMPACT MAP


THE STRUCTURE / TEAMS

THE STRUCTURE / TEAMS

NYC WI: GUIDING PRINCIPLES

NYC WI: GUIDING PRINCIPLES

JARGON JUKEBOX

JARGON JUKEBOX

NEXT PHASE ROADMAP

METHOD1.jpg
HOW TO HOST A CIRCLE

HOW TO HOST A CIRCLE

OPEN SPACE TECHNOLOGY

OPEN SPACE TECHNOLOGY

MOVEMENT WORK

MOVEMENT WORK

 
INSPO1.jpg
THE BERKANA INSTITUTE: From Hero to Host

THE BERKANA INSTITUTE: From Hero to Host

Tim and Tuesday contemplate the nature of neutrality. Is it possible — or desirable — to be neutral as a host or facilitator? What are our obligations towards the people in the room?

Tim and Tuesday contemplate the nature of neutrality. Is it possible — or desirable — to be neutral as a host or facilitator? What are our obligations towards the people in the room?

The Art of Powerful Questions

The Art of Powerful Questions

Tim and Tuesday talk about the difference between being clear and having a  feeling  of clarity — even through confusion. How can we train ourselves to stay open and keep moving forward in rooms electric with uncertainty? What can we do to ensure our energy as leaders is a renewable resource?

Tim and Tuesday talk about the difference between being clear and having a feeling of clarity — even through confusion. How can we train ourselves to stay open and keep moving forward in rooms electric with uncertainty? What can we do to ensure our energy as leaders is a renewable resource?

The Art of Chaordic Leadership by Dee Hock

The Art of Chaordic Leadership by Dee Hock

Tim and Tuesday dig into the substance of the big-picture view that validates a good forward path. How can we extend our line of sight to future-making?

Tim and Tuesday dig into the substance of the big-picture view that validates a good forward path. How can we extend our line of sight to future-making?

Gage East: Using Developmental Evaluation

Gage East: Using Developmental Evaluation

Tm and Tuesday reflect on how to convene for multi-sector, multi-stakeholder change.

Tm and Tuesday reflect on how to convene for multi-sector, multi-stakeholder change.

 

Day One

 
thinkific_banner3.jpg

What is our reality?

How do we move groups of people to do systems change? How will we shift child welfare in New York City?
How do we rise to lead change?

We want to explore with you what it means to be a leader and to help you move into relationship. We need to be in enough relationship to do the work together and we need to develop the quality of relationship that can withstand disagreement.

This is audacious work.


Check-In: “What question, if you could make some progress on it, would make these days feel worthwhile to you?”


OVERARCHING THEMES

  • Trust

  • Ongoing work - what’s the plan?

  • How?

  • Moving parts

  • “My” work to “shared” work

  • How do we accept & model inclusion?

  • Hierarchy

  • Work is across levels (personal-structural-organizational)


 
The complexity of the work is in controlling the immediacy of the situation. It’s a little bit false.
— Tuesday Ryan-Hart, The Outside



teach

DOWNLOAD:  CHAORDIC LENSES

DOWNLOAD:
CHAORDIC LENSES

DOWNLOAD: DIVERGE/CONVERGE

DOWNLOAD:
DIVERGE/CONVERGE

TheOutside_strip1thin.jpg

World Cafe

Round 1 / Round 2: What are the forces for change impacting you and your teams?

  • Relationship building is unique & individual - shut down

  • Narratives have legs

  • Authenticity, playing “nice”

  • Giving & getting feedback

  • Transparency of information / communication

  • Cautious conversations

  • Ambiguity between different [shifting] systems (ACS, CUNY)

  • Fiscally conservative mindset (ambiguity/anxiety & impact)

  • Training & coaching is prescribed (less inquiry & lack of engagement)

  • Lack of Understanding / Disconnect - “The Fix” (our perspective, participant/customer perspective, other stakeholders)

  • Lack of whole, systemic view of need for particular training


Round 3: Where could we focus our leadership and engagement for greatest positive impact?

Identified Alignment with Sensing Interview (SI) Themes


SI Theme: Communication (5)

- Communication and support for each other
- Intentional involvement of frontline staff
- Knowledge sharing
- Commitment to communication and supervision of new projects
- As supervisors, communicate our expectations with concreteness (clarity!!)

SI Theme:
Growth & Development (5)

- Processes and capacity and supporting collective work - how can we improve working together? [Note: intentional of who we are and why we are here]
- Encouraging self-reflection first in order to be able to branch out to your team
- Practice introspection and vulnerability (start with ourselves as supervisors) and then share it out
- Capacity building around receiving feedback from the bottom -> up
- Experience sharing (seek opportunities to experience roles/responsibilities within other work streams) to break down silos [Note: recurring theme since day one - potential prototype?]

SI Theme: Community (3)

- Celebration of all projects (beginning, middle and end)!
- Tighten ACS WI on-boarding process - giving everyone the same honour and energy
- Staff engagement in general - emotional, cognitive, physical - while managing resistance with humility

SI Theme: Leadership (1)

- Communication and support for each other

SI Theme: Our Trainings (1)

- Communication & Transparency with all staff - pre-develop-launch-implement-evaluate-maintenance/celebration

SI Theme: Why We Are Here (1)

- Building genuine relationships within the leadership team and beyond (community, communication and leadership)

SI Theme: Who We Are (1)

- Building genuine relationships within the leadership team and beyond (community, communication and leadership)

SI Theme:
Show me the money (0)

 

SI Theme:
A conversation on race (0)

 

Forward Movement…

  • Conversation with trainer on the work (increased transparency)

  • Speaking Up! Having different conversations

  • Effort to “walk-the-walk” (we are showing up & increased alignment)

  • Senior leadership at CUNY is coming into alignment


Check-Out: Internal weather check - how are you feeling at the close of Day 1?

Re-energized
Stimulated
Empowered
Intrigued
Reflective
New lens/perspective
Thinking about personal practice
Engaged
Motivated
Opens a lots of personal and professional possibilities

Day Two

 
thinkific_banner1.jpg

PHYSICAL EXERCISE:
Pairs BLIND-leading

IMG_4365.jpeg
IMG_4368.jpeg
We are so much more resilient, strong and smart when we are in relationship.
— Tuesday Ryan-Hart, The Outside

What was your experience of being led?

  • Trust exercise

  • Vulnerable

  • Relaxed

  • Very easy - gave control over

  • Felt like dancing

  • Felt off-centred

  • Sensitivity in leadership

What was your experience of leading?

  • Stressful

  • Care

  • Responsibility

  • Didn’t like leading someone who couldn’t see what I saw

  • Planning (seeing the route)

What did you discover about your leadership?

  • Bumps are fine

  • Be mindful of what other leaders are doing

  • We all have good intentions

  • Felt vulnerable, but comfortable

  • Connection

  • We are sensitive to each other

  • Can build trust instantaneously

  • Such a strong group (relationship)

  • Felt safe


Teach: beliefs, evaluation & prototyping

DOWNLOAD: BELIEFS, EVALUATION & PROTOTYPING PRESENTATION

DOWNLOAD: BELIEFS, EVALUATION & PROTOTYPING PRESENTATION


To get from the old to the new system there needs to be a leap in beliefs. If you don’t shift beliefs, you just make more of the same.
— Tim Merry, The Outside

What are the beliefs I need to shift in myself to lead in a more participatory way?

“If I don’t act it won’t get done.” Giving up feeling/needing to always do.

Do whatever it takes to get the job done - leads to judgement.

Need to control things to protect my team. Protection leads to lack of space.

Always saying “yes” is not always in my best interest.

That was so easy, why can’t everyone do it?

What does smart look like? All tied into '“isms.”

Not holding people accountable to preserve the relationship - Shrinking or hiding will make me more likeable.

Tend not to see in myself what others see in me. Need to lead to engagement.

Move away from the belief that there is only a certain way that people can contribute to a project.

Hesitant to enter situations that will create conflict / tell people no.


Pro-Action Cafe:
working sessions

  1. What are some strategies to engage team members in participatory process at team meetings? [Norma]

  2. Leadership reflective process [Adrian]

  3. Communication plan and support during prototype phase [Marc]

  4. How can this leadership team best support ETHOS moving forward? [Kate]

  5. What more do we need as leaders in this transition? [Mark]

Check-Out

thinkific_banner5.jpg

Q: What momentum are you carrying out of this room from the last two days?

  • Two feet in the centre of this group

  • Excited to see Mark J’s prototype. Very excited of what’s to come

  • Enthusiastic - things are starting to take hold

  • Optimistic about including everyone in the process

  • Taking an awareness with me - Am I allowing others in?

  • Struck by the idea of systems being of nature Stop and reflect and more time together. Drawing a lot of inspiration

  • Cautious sense of clarity and a renewed sense of purpose

  • Strategy

  • Curiosity

  • Language - consistent - modelling

  • Motivation and aware of intention in this process

  • Metamorphosis stage - looking forward to communications and participation - the light is coming through

  • Formation - in process of moving forward, process of changing culture, process of building relationships

  • Appreciative of colleagues - there has been a shift in energy from our first retreat. We have a lot of consensus and cohesion

  • Shared language - have words and frameworks to put to things. Have added tools to our toolbox

  • Am leaving with a very specific action step and am excited to think how we can support each other more

  • Sense of clarity of this whole practice

  • Feeling involved and that there is a sense of cohesion and intrigued of how we are going to move forward

  • Excited to see how, we as a group, will move forward together

  • Leadership is onboard and happy to bring this message to the Core Team. Feel a larger momentum happening. Feel something building here - we are about to go

  • Feel more in flow. Really enjoyed the last couple days

  • Excited to see where you end up. Blind activity observation - so much joy and safety in this group

  • Renewed sense of connection. Excited to restart engaging with my team

  • Gratitude for your generosity and graciousness over the last two days and for your beautiful minds.


TheOutside_strip 2thin.jpg