Government & Public Sector

How can we better live and work together, in the service of the population ?

The stakeholders
• The Mayor, sponsor of the event
• The General Director of the Townhall Services (DGS), project manager and co- facilitator
• The DGS team, organizer of the event
• The Services and Departments Managers, team workshop facilitators
• The 220 Municipal Agents, participants

Context of the intervention
• Early September, I went to help the DGS of a city in Vendée to organize a first seminar with all city agents.
• Three goals were targeted for this seminar :
o Arouse the pride of agents for the role they play within their job and for the public service
o Promote dialogue and solidarity between agents and services
o Open space so that the agents be empowered in their work and willingly contribute to the collaborative project of the municipality
• One major constraint was to be managed: the separation of school agents from the rest of services for reasons of continuity of service.
Also a challenge and opportunity at the same time was to co-organize and co-facilitate an event with a team not accustomed to facilitation.

The flow
After having met the DGS and his team, the HR Director, the Mayor and most of Services and Departments Managers, we chose the flow as follows:
• Introduction and framing
o Welcome words
o Purpose, agenda and principles for the day
• World-Cafe in the morning, led from three questions, to help the agents to go back to the meaning in their work
o Who am I and what makes me particularly proud in my work today?
o How can we know that we do a good job?
o We are in 2016 and the magic happened. The municipal services of the city are as you had dreamt them 3 years ago. You are proud and happy to work there today. The city is shown as an example outside and agents from other cities come to meet you so that you tell them what happened. Tell them the story of what happened…
• Team workshop in early afternoon, to (re)discover the mission of each team/service
o What are the main activities that we take care of in our team/service?
o What is the overall mission emerging out of those activities for our service?
o Who are the members of our team ?
o What animal, image, music is … would well describe our team/service ?
• Quick Open-Space start in the late afternoon, in plenary, to allow agents to launch actions together
o What impactful actions we can start as of Monday, to improve the quality of our work and of our relationship between services?
• Closure
o A word of each participant on how the day was for her/him, graphically captured
o Closing words and thanks of the Mayor

Feedbacks
• Overall, the intervention was considered as a success, to be reiterated.
o A working and friendly atmosphere ; people sharing happily ; cohesion and adhesion to a collective project ; a time to step back and reflect ; the discovered potential of being actor of the project of the municipality.
• Of course, some learnings and questions arouse too when we did the later debrief :
o Was the flow of the second day too long? ; it was an extraordinary morning and the afternoon was not as well understood and perceived ; next time we should involve employee representatives as of the beginning.

A vision on the key success factors of the project
• The time taken to build relationship and trust between stakeholders and the openness of all of them
• The listening quality and responsiveness of the sponsor and organizers

Business

From performance to sustainable development

At mid-year an international French pharmaceutical group was behind schedule to achieve the performance announced to its stakeholders. The Executive Committee decided to gather a one day-meeting with its top 160 managers to get back on track.

The communication group in charge of the event called a project manager to gather 12 international facilitators to take care of the afternoon workshops. I was one of the 12, and following is the story that I lived.

The HR team was back from a full, intense and authentic top-down morning.
They were told the story of the company, with details on the current situation and on the forecasts for the future. All pieces of information concerning the business, some of them usually kept secret, were released. The Executive Committee shared that they believed that the 160 top-management team could really impact the performance, by taking congruent actions. For the HR team, the picture was set and trust was in.

The workshop I had with the HR team was to last 2h45 including lunch time.
– Phase 1 : Inclusion and landing
I invited the team members to share together in circle around this question « What did I hear this morning which is important for me and for the HR team ? ». I was taking note on a flipchart in front of them.
They were landing, becoming present, releasing the load of information. They shared and listened to each other, becoming at the same time more aware of what was important for them out of the morning session.
We took a short break.
– Phase 2 : Framing
With the VP HR, we introduced the afternoon workshop, its intention, functioning and timing. We framed the direction, the objective and shared the non-negotiable parameters.
– Phase 3 : Opening the field
The team members were invited to reflect on this calling question : « What are the most impactful actions that I & we can start on Monday, that will bring the transformation we need ? » By oral, I added « the transformation we need being both performance for the company and well-being for ourselves and for our teams ». They heard it pretty well : « Héloïse, did you say performance AND well-being for us and for our teams ?! I note it down ! »
Within maybe 15 to 20 minutes in silence, they proposed 24 collective actions and 27 individual actions. Because of time constraint we concentrated on the collective actions. I invited them to cluster the collective actions. 4 themes appeared, and they chose to concentrate on the 3 most impactful ones.
– Phase 4 : Working within voluntary teams
Chosing the theme that called them at most, they gathered into 3 small teams during 45 minutes maybe. They named the overall action theme, and with the help of a template they precised the action content, the person in charge and the timing in which they would commit to make it happen.
– Phase 5 : Sharing and closing
We came back as a whole group and each team shared the results of its discussion. I also asked them how they felt with what they came up with. And… after each presentation of the 3 actions they shared they applaused each other. They were smiling, and really seemed happy. So was I.
To close the workshop I ended up asking them « How do you leave this workshop ? ». Here is what they shared : « We should have Alexis and Héloïse at each meeting », « J’ai un espoir que cette fois on va y arriver », « I’m thinking of the action we called ‘I love my HR’ », « It was a productive and relaxed meeting », « Yes, and now it’s our responsibility to make those actions happen ».

… of course it’s not the whole story… but most of it !

Education

Learning at the University of Minnesota

The Community of Practice at the University of Minnesota was interested in gathering up just these same types of stories — how we were using Art of Hosting in our work. We collected them all and published them in an e-book http://conservancy.umn.edu/handle/155523 It includes photos and some stories have videos.

The Ebook covers a range of topics: 1) Personal Transformation; 2) Teaching and Training; 3) Working with External Communities; 4) Organizational change; 5) and Institutional Effectiveness.

There also is a companion web-site that allows people to comment on the stories and engage in discussion with the author. (https://cultivatingchange.wp.d.umn.edu/hostingconversations/)

Please check out the collection

Multi-Stakeholder Uncategorized

Hosting Participative Leadership in Faith Based Community

This is an ongoing story for the last two years. It is about bringing participative leadership forms, methods, and frameworks into a large conference design and as a style for community leadership. It began with a phase of working with a General Assembly Planning Committee (15 people). General Assembly for this tradition takes place every four years. I joined Teresa Posakony to work with Sisters and Affiliates to create support a circle process for community groups to explore questions that are important for their tradition now and into the next four years. A second phase was to design and host the General Assembly, a gathering for 260 over five days. We used many circle, cafe, open space. We used the framing of Two Loops to help identify collectively what was dying and what is being born new, the bold risks for the future. A third phase was to create strategic direction from that assembly, which then shaped a fourth phase, creating process for new leadership discernment and election. Beautiful to be with these sisters.

Education Government & Public Sector Health Home & Family Multi-Stakeholder

The Journey Home: Back to Ourselves and Into Our Community

I’ve heard folks say that a “3 day Art of Hosting does not a practitioner make” and I would add that it’s the start of a practitioners journey. I’ve just completed a 2 day capstone experience with a community of practice through Lutheran Immigration and Refugee Services in Baltimore, MD. The hosting team included Fabio Lomelino and Laura Griffin, Community Conversation staff that have helped convene a 10 month learning journey – convening community builders from across the US that do work with refugee and immigrant resettlement services across the country. I’ve never had an opportunity quite like this- how often do we host a 3 day Art of Hosting, provide ongoing learning and connection throughout 10 months and then reconvene to deepen relationships and distill the learning? The stories that surfaced throughout our 2 day gathering were that of personal transformation- transformation from the inside out. People gathered in September thinking they were getting tools to bring back to use in their community and what ended up happening was a collective learning journey of how to integrate this practice into our being- transforming ourselves, our relationships, our organizations, and our communities.

The design for the 2 day was intentional in that we wanted to step into the not knowing of what would emerge – we created our purpose statement:

“Contributing the learning from our experience and deepening our relationships to co-create a vision for sparking and activating transformation within ourselves, our organizations and our communities.”

We gathered in the Fredrick-Douglas Isaac Meyers Maritime Museum, a beautiful open space with wood floors, brick walls, and windows on all sides that face out the eastern seaboard. The site was fitting in more ways than we could even begin to imagine. Our planning calls helped frame our thinking around the questions with past, present, and future. Throughout the museum the art and artifacts were all laid out with a “past, present, future” context.

The quote that helped us think about our work during these two days was:

“If you want to build a ship, don’t drum up people together to collect wood and don’t assign them tasks and work- but rather teach them to long for the endless immensity of the sea.”

This event was unique in many ways. LIRS is converging on their strategic plan and wanted to hear from the collective wisdom of the group as their plans transitions from Community Conversations out of a separate program and integrate its practices into the work they do as a network host. We started our day with a brief check-in that lead to a teach on the Theory U Levels of Listening. We then went into a Collective Story Harvest with four different storytellers from the Community Conversations group. They shared their story with participants and the Strategic Council members from LIRS. Throughout the story sharing, key pieces surfaced that affirmed what LIRS was looking to continue to explore with their strategic plan.

After lunch, the Strategic Council headed back and the rest of the participants went into a World Café’ where we explored the following questions:
1. Share a story of how you have brought Community Conversations home to your organization and community.
2. What new learning has surfaced for you from engaging with Community Conversations?
3. How do we transition Community Conversation from a project into a practice? From events we organize to how we operate?

We harvested the learning between rounds which helped the collective wisdom to continue to grow and emerge as we deepened our conversations in each round. We revisited the 4 Fold Practice from last September and explored what happens when you integrate the learning from a Community of Practice back into how we host our self. We closed the day with the question, “What is dying to be born?”

The next day participants lead our check-in with a breathing exercise and a conversation around what surfaced with the question we closed the previous day with. We then hosted a teach on the Systems Change Map that deepened our understanding of what Community Conversations was transitioning out of and explored what was beginning to emerge with the relationships in the room.

We broke into smaller groups to explore a conversation around the sustainability and adaptability of our group, together we explored:
1. What is the most important piece of this for you to continue forward with as the capstone comes to a close?
2. What do you need to sustain this?
3. What commitment do you personally make to sustaining this?

Conversations around relationships, local capacity building, connecting to a community of practitioners swirled around the room as we began growing in our learning from our local experiences. We came back to Circle and shared out our personal commitments to the group- making visible what we were responsibly agreeing to carry forward with our passion for this work. Over lunch, we convened in smaller groups to explore the common threads of our commitments and started to sense into a deeper level of connection and practice.

We explored in the afternoon the invitation from the collective to the commons – exploring how story builds a desire to connect- fulfilling a longing for community. Hosting hospitality into who we are as humans, creating welcome and building belonging into our communities. Our check out question for our final day together was “What is quaking in you as you prepare for your journey home?”

What surfaced in our check-out was a deep reminder for all of us… that this journey was a collective remembering of who we are as human beings and how we collectively strengthen our communities through sharing our story, our experience, and our learning along the journey. This was a journey of bringing us home – back into ourselves and our community.

Education

Participation in higher education

I work as a parttime university teacher at a University in Bogota Colombia. I mentor the industrial design students during their final projects.
It is a 4 months long process, where they are expected to be creative, innovative and independant, to a degree that most of them have not been used to during their first 4 years at the university.

I have started introducing a series of participatory spaces and practices like check ins and check outs – group work in adapted world cafe formats, feed back sessions all with the intent to create a more creative and participatory culture in the classroom

It is slowly starting to take root and I am working on a proposal for the whole department about how to include these ways of working in the study plan and the long term strategy of the university.

Government & Public Sector

Self-hosted Organisational Change in the European Parliament

In April and May 2012 I worked together with two colleagues – Rainer von Leoprechting and Mary-Alice Arthur – on a collaborative inquiry with the European Parliament exploring how to make the work of the European Parliament more efficient and meaningful. Rather than us designing and hosting the 3 day conference, our role was to train and coach staff members to facilitate their colleagues.

A group of about twenty staff was selected and we had 2 days to train them on how to facilitate their ca. 300 colleagues from all different units of their directorate in sharing their insights and thinking together about areas of improvement for the organisation.

Each of us consultants was supporting a team of around six people as they hosted and harvested three parallel thee-day workshops, each with a different theme. At the end of each day the three parallel streams came together in plenary to share the major findings and insights of each workshop.

Nick Payne, a colleague and graphic facilitator captured the major insights from the days in a gigantic drawing that reflected not only the spoken words but also the spirit of the event – see photograph.

After the event we had a follow up day with the team of facilitators to consolidate harvest. The main themes and findings were fed back to the leadership team of the organisation to take them forward into their strategic planning. The process created a lot of momentum for positive change in the directorate, change generated by the staff themselves rather than done to them.

Business Civil Society

Meeting of CSR practitioners in Egypt

The purpose of this meeting was to explore the current context for corporate social responsibility in Egypt and identify main focus areas – within the business and in the communities they are supporting. The aim was to uncover opportunities and identify challenges for more collaboration between CSR practitioners and their projects and to share and learn from each other’s work.

The flow of the day is outlined in the picture below and the harvest is attached.

The morning world cafe conversation highlighted the following three priorities for CSR in Egypt:

1) integrating CSR into the core strategy of their business
2) find new ways of engaging with diverse stakeholders
3) increase knowledge sharing and research on CSR

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