Posted in Uncategorized

August 9, 2019

Leadership: Stepping Back to Let Others In

As I watch the Democratic Party presidential debates, I am particularly struck by the large number of white males and males of color who insist they must be candidates for president in November 2020.

Why do they feel it’s their time to step in when there are plenty of women – including women of color – who could lead this country as well if not better than they could? When do people with privilege understand and appreciate that they need to step back so others can step in? A defiant and powerful act against racism and sexism is to say to yourself, “I have experienced what it’s like to govern, to lead, and to hold power. It’s now time for me to support others who have not yet had that chance so we can experience a different kind of America.”

I have a fantasy that sometime in the fall of this year, all the male candidates – yes all – will host a press conference and relinquish their nominations. If the male candidates actually ceded power, it would change the course of this country because a woman would be elected as president of the United States for the first time in our history. Our culture would see power explicitly and transparently shift to those who don’t typically have it. Policies would undoubtedly look very different if approached through a gendered and intersectional lens.

But I don’t want to just make this a challenge to presidential candidates. It’s a challenge I want to make to us all, especially those of us in the nonprofit and philanthropic sectors. There are many great leaders holding onto their positions, titles, or spheres of influence, not realizing that doing so comes at the price of denying others these opportunities.

Some provocative considerations include:

  • If you have been in your position for at least five to seven years and think it’s yours until you leave the role or retire, you aren’t ceding or sharing power.
  • If you aren’t sharing your relationships with people who have power and resources with others who have less privilege, you aren’t ceding or sharing power.
  • If you are reading this thinking you don’t have power, ask yourself if you have ever been in a position of authority or responsibility. Are you in one now? Do your decisions affect others as well as institutional or organizational policies? You may not feel powerful but chances are you have power.

There’s reward if we step back to make room for others to step in. We will get to observe and follow the leadership of others and learn new ways of doing things. We will know that we proactively and willingly contributed to shifting power unlike some of our ancestors or predecessors. We will feel the sense of relief and humility that comes from knowing that we are not the only ones who can answer the call of duty or lead an organization. And if we allow others to lead and to lead fully, we will be able to restore our energy for other ways we can contribute to the work that remains so important to us all.

I think about this as a woman of color leading IISC. Although I am female and a person of color, I am older and I have had the opportunity to hold many positions of authority. I think about how I can support younger people to lead IISC. It scares me to think about leaving my role one day, what I might do next, how I would make it financially. But then I remember all the privilege I have earned over my fifty years. I have gained connections to money, connections to recruiters and other opportunities, and I have many family members who love and can help me.

I breathe and I remember I will be perfectly fine.

Leave a comment
June 25, 2019

IISC’s 25th Anniversary Celebration: Lessons Learned

On June 11, 2019, IISC successfully celebrated twenty-five years of building collaborative capacity for social justice and racial equity. It was a beautiful and soulful party with over 200 supporters at the historic Hibernian Hall in Roxbury, Massachusetts, a largely Black and working-class community in the heart of Boston. It was IISC’s first time planning an event of this magnitude, let alone celebrating such a major milestone as our quarter-century birthday.

As you know, part of IISC’s core and signature contribution to the field is that we bring people together to collaborate, lead, and design processes for social change and racial equity. Therefore, like a true IISC’er, I have been pondering some questions. What did we learn about collaboration, racial equity, process, and leadership through this event? What did this event teach or re-teach us about collective planning for change?

There are five observations that come to mind. Not so much about the mechanics of the event (get a great event coordinator is the short answer to that!), but rather about the important intentions around the event.

  1. Clear collaboration got us through every challenge. It was important for us to have a clear purpose for our event, a set of shared values to guide our planning, and a collective vision for our success. Our willingness to share leadership brought wisdom and effective action to our task. We also understood that our collaboration could be efficient. At IISC we remind people that not every decision needs to be made by consensus and this was true in our process. In the case of our event, we delegated the role of planning the event to a committee of diverse stakeholders by role, age, and race that could work nimbly with a relatively small number of constraints such as budget. Other than that, the sky was the limit. We solicited input from each other and other stakeholders as we went along so that we could harness the collective genius and perspectives needed to make this a truly special and unique event. When we hit a block or wall, we would ask the group, what do you think?
  2. Women of color leadership makes the difference. At IISC we are challenging our clients and ourselves to make and honor spaces for women of color to share their voices, to lead, and to flourish. Our event coordinator was a Black woman and at any given time, 70% of the event committee was comprised of women of color. These women of color brought intersectional approaches to everything, making connections between IISC’s equity values and our event vision and execution. We ensured that we had diverse voices on our event stage, and that we hired people of color, women, and Boston residents as vendors. Women of color have often had to make do with very little and to work on every task from bottom to top. With that, our skills kicked in, helping us to nail the small and big details. Collectively, we turned over every stone to solve every challenge along the way.
  3. Set an inspiring goal. At IISC, we promote facilitative leadership, and a major facet of this kind of leadership is inspiring people with vision. We decided to set a fundraising goal that was a stretch but not one that would strike fear in us if we didn’t meet it. We chose a goal that if reached, would allow us to accomplish what had otherwise seemed impossible: a goal that would provide long imagined funding for innovation and product development. And we not only met our fundraising goal, we shattered it!
  4. RPR works. At IISC, we talk about the three dimensions of success in any collaboration. Tending to relationships, designing artful and meaningful process, and achieving results. At each stage of our work as an event committee, we made space for each event committee member to personally check in about their lives and to learn about non-IISC interests and pursuits. We made sure to have focused and detailed meeting agendas with strong facilitation so that we could process all the event details before us and achieve our desired outcomes. We focused on achieving results. We set targets of $125,000 in fundraising and 150 event participants, and we exceeded both our goals. All three dimensions were essential to our event’s success.

5. Speak and show your values. At IISC our values include equity, networks, shared power, and love and we made sure our event program directly reflected these values. Event participants not only walked away knowing something about IISC’s historical accomplishments and what we do here at IISC, but also about the values that hold our work. Our special 25th anniversary video and program speakers spoke to racial equity, the value of networks, and of love as a force for social change. We had three tiers of event ticket prices along with scholarships, so that we could meet our fundraising goal and still make the event accessible to everyone. Our values were also displayed by hugs, laughing, dancing, and making connections between people around the room. It’s no fun to work on racial equity and social justice if you don’t get to live out and experience those actions and values.

There are many more lessons to learn, but this I know: love, commitment, collaboration, adaptability, connection, and ambitious goals had everything to do with our success. It’s actually hard to accept that our planning has come to an end. Our event planning committee members loved working with each other and experienced a sense of accomplishment that we hope to replicate throughout the organization in the next twenty-five years!

Leave a comment
June 10, 2019

Taking the Interaction Method Home

The Parker Clan

IISC is about to celebrate 25 years of service and my husband and I just celebrated 27 years of marriage. One of my colleagues asked how being part of IISC has influenced my marriage. I tell workshop participants all the time that using at home the collaborative methods and mindset that we teach will make it easy to use them at work. They will also make your home life better because they are rooted in values that are all about building up others and working together toward important common goals. Sounds like family life to me!

When I’m on my best behavior at home (as a mom, wife, sister, daughter, daughter-in-law) I use lots of what I have learned and teach at IISC. It’s also true that when I’m on bad behavior, I’ve usually forgotten or laid aside what I’ve learned. Here’s a sampler …

  • Distinguish content and process. Use appropriate processes for the outcomes and people you’re working with. Pay special attention to process and how people are relating to one another.
  • Be clear about my role in the conversation. Am I participating? Just facilitating? Coaching?
    • When I am a participant, bias toward asking questions that build understanding and help ideas to emerge. Engage with what others are saying rather than just advocating for my own ideas.
    • When coaching, ask questions and share observations that help the coachee to gain insight. Before giving advice, be sure the person wants it.
    • When I’m just facilitating, don’t do the work for the group or turn the conversation toward me or my ideas. Help them to think it out.
  • In all cases, inquire before advocating. And then inquire some more!
  • Be clear about who’s the decision maker and involve others appropriately in the process. Remember that even when I have the authority to make a decision, I will still want to consider ways to involve others who will be affected by that decision. And, be sure to explain my rationale.
  • Remember that big agreements are often built through a series of small agreements.
  • Remember IISC’s collaboration lens:
    • Networks – Remember that my family is part of a broader network. Cultivate relationships, build the capacity of everyone in the network to be strong, contributing members, build a gift culture.
    • Exercise “power with” rather than “power over.” Again, even when I do have power over (as with a small child), bias toward building the person’s power to discern and act on their best motivations rather than just imposing my will.
    • Work for equitable outcomes, matching my strategies to the individual needs. Recognize that people will experience the family and the world differently based on their identity.
    • Nurture the love that does justice. Deeply honor the humanity of everyone, even people we disagree with.
  • When in conflict, don’t be overly wedded to my position. Reveal and encourage others to reveal the underlying interests and look for common ground. Explore options without commitments before trying to move toward an agreement.
  • Be clear and specific about feedback. And only offer it when you are genuinely committed to the other person’s improvement. Make sure to give reinforcing feedback as well as constructive feedback.
  • Remember where you are in the open-narrow-close stages of building an agreement. Don’t start to narrow (analyze options) too early or good ideas may not emerge. Don’t close (make an agreement) until you’ve got all the ideas on the table and have thought them through together.
  • And, of course, many of our norms for collaboration:  Remember it’s ok to disagree. Listen for understanding. Enable empathy and compassion. Take space/make space. Keep it real. Keep it here. Take responsibility for impact, regardless of intent.

I’m curious about what’s on your list folks!!

Years ago, I used to joke (only half kiddingly) with Ron and Susan Kertnzer, who were affiliates and former staff of Interaction Associates who were married to each other. After participating in a workshop that they facilitated, I thought we should create a workshop called “The Learning Marriage and the Facilitated Family.” The skills we teach could strengthen some basic building blocks of our society. And, if we would learn and use these skills at home, using them at work would be second nature! That idea never got out of the discussion phase. Who knows whether it’s an idea whose time will eventually come!?!

Leave a comment
January 15, 2019

Evolution of a Network Leadership Institute: Third Time’s the Charm

“We are the living conduit to all life. When we contemplate the vastness of the interwoven network that we are tied to, our individual threads of life seem far less fragile.”

– Sherri Mitchell, from Sacred Instructions 

Photo by Marie Voegtli, “network” shared under provisions of Creative Commons Attribution License 2.0.

 

Last week, we wrapped up the third annual Food Solutions New England Network Leadership Institute. For three years, we have been partnering with FSNE to cultivate and connect people in this region where IISC is based, who are committed to supporting the emergence of just, sustainable, collaboratively stewarded and self-determined food futures for all who live here. This network and leadership development initiative grew out of system mapping that FSNE undertook to identify four main areas of leverage to shift extractive, oppressive, oligarchic and life-depleting patterns of the dominant food system.

From the start, we and our partners at FSNE (including the backbone team at the University of New Hampshire Sustainability Institute, the FSNE Ambassadors, and members of the FSNE Process Team) knew that the main value of any kind of leadership development program would be in the people that came together and the relationships they built with one another. From there, we were interested in creating opportunities for those involved in the program to cultivate connections with other values-aligned change agents in the region. In addition, we looked at giving people an experience of different and diverse places in our region (rural, urban, coastal) and to see their work in a regional context. Lastly, we wanted to offer an opportunity for participants to hone their skills as collaborative/network leaders and equity champions.

Here is our working and ever-evolving definition of network leadership:

Network leadership operates from the understanding that connection and flow is fundamental to life and liveliness and that the nature and pattern of connection in a system underlie its state of health (including justice, shared prosperity and resilience). Network leadership strives to understand, shift and strengthen connectivity; facilitate alignment and resource flows; and create conditions for coordinated and emergent action in the direction of greater health and belonging at different systemic levels.

Read More

1 Comment
October 10, 2018

Reclaim for Liberation: A way to start your day

The board and staff of Interaction Institute recently gathered to learn from others working to bring about racial equity and to talk about how we build a board structure that supports or propels our work in new ways. To start the day, we did an icebreaker I called, “Reclaim for Liberation.”

A colleague planted this seed. What are the qualities or traits we once had that have been taken from us—by family dynamics or trauma, by histories of oppression, or as we have become adults and try to live in the dominant culture? And which of these do we actually want back?

Sometimes, as we are reaching for liberation, we find ourselves fighting against what exists. What we need more of is the vision of what we are heading toward. And sometimes, we imagine that we need completely new tools and skills and ways of being to get to our vision. What if we actually know (or used to know) most of what we need for transformation?

Growing up in this culture and transforming ourselves to fit, particularly as women and/or people of color and/or queer people, we shed things that are not only elemental to us but deeply important for our ability to move forward. Much of this is related to how white supremacy impacts our ways of being and asks most of us to be much smaller than nature would have us be.

When we did the exercise below, people told each other short stories of what they wanted to reclaim for the journey. The words that came up included play, song, dance, carefree, silly, laughter. And then the members of each small group used their bodies to create a sculpture embodying the words and feelings of their group.

It would have been even more effective if we then had kept those ways of being fully present throughout the day, particularly when more challenging conversations emerged. I would like now for us to practice bringing those skills into difficult conversations and see if they help us to speak and solve together.

Try this meditation and share what you see in the group. Do more possibilities or new pathways forward emerge as a result?

Reclaim for Liberation

Allow 20-30 minutes, ideally.

Let people know that in this work for liberation we sometimes feel that we don’t have all we need for change. And perhaps some of what we need we have lost on the way or was taken from us. We are going to spend time individually and as a group reclaiming some of the lost qualities that can be important to us now.

1. Start with a guided meditation (5-6 minutes to set up and lead people in and out)

  • Ask people to take up space in the room; to spread out; can stand or sit
  • Get planted—feeling souls of feet on ground, butt on chair if seated; close eyes or soft gaze
  • 10 deep breaths
    • Feel your body planted—feel the souls of your feet touching the ground, feel your hands resting on your legs or by your side
    • Roll each shoulder back—breath into your full breadth, feel connected to those around you
    • Hear the sounds of the room
    • Breathe to elongate—feel the roots shooting down from feet, up from the crown of the head reaching toward the sky—feel your full length and integrity
  • Ask people to travel back in years; begin to imagine a place you felt joy or lightness, a sense of freedom
    • What sounds do you hear?
    • What are you seeing around you?
    • Are there any smells?
    • Look around
      • Are you inside or outside?
      • Is this a place you recognize or a specific setting that is important to your childhood?
      • Are there people around you or are you alone?
    • Play in this space, enjoy the feelings.
    • Is there a piece of yourself that is present that you may have left behind? Is there a feeling or essence of that self that you want to bring forward and reclaim? Is there something (playful, clear, relaxed) that may be useful for your liberation today?
  • Draw people back to the room – come back into your body, hear the sounds around you, become more conscious of your breathing again, take time to come back into the room, and – when you’re ready – open your eyes.

2. In Trios (8-10 minutes) [decide in advance if there are any instructions needed about how to form trios—such as with people you don’t know or with whom you work less frequently]

  • Each person gets a minute to share the quality that you want to bring forward. Ask yourself: What did I see in my younger self that might serve me in my liberation work today? Share a picture, words or a posture.
  • Each group decides on a way to share back with the full group—encourage a physical sculpture or representation that captures everyone’s words or the quality of what was shared

3. Share back with group—up to 1 minute per group.

4. Ask people to call out some of the other words or feelings they want to carry into the day. You may want to capture some on a chart so you have a visual for your time together.

5. Decide as a group how you will keep pulling in these useful ways of being. This can be particularly useful if you have decisions to make or tensions to address. Ask people to consider an embodiment of their word or quality before engaging in such a conversation.

 

 

 

 

 

 

1 Comment
September 12, 2018

What’s Our Job?: Getting Clear on Network Functions

Network

Image from Sharon Mollerus, shared under provisions of Creative Commons Attribution License 2.0.

 

As I’ve worked with a variety of social change networks to launch or transition from one stage to another, I’ve been guided by the following formula:

Form follows function follows focus

My experience is that many groups and initiatives can get very concerned about structure – How will we make decisions? Who will be members? What is expected of them? What do they get in return? These are important questions, and they deserve a fair amount of time tending to them. What can bog many groups down at this stage, however, is that they have not sufficiently sorted out the functions of the network, how it creates value, if you will, which has important implications for form. And if the group is not clear on its focus (purpose, animating goal, mission), this can be that much more perplexing.

So I’m spending more and more time with networks sorting out their core “jobs,” with a few additional guiding mantras, including:

Do what you do best and connect to the rest.

The value proposition of change networks in my mind is that they add value to a broader landscape of activity, not that they come in and try to take over. Even if this is not the intent, groups can spend little time figuring out what already exists “out there,” what efforts are underway, what other collective efforts are operating. This lack of awareness risks creating unnecessary and unhelpful duplication and competition. Read More

3 Comments
July 16, 2018

Taking Another Look at Where Power Comes From

blog_image_power

This is a repost of a third in a series of posts on power, facilitation and collaborative process that former IISC Senior Associate Linda Guinee wrote back in 2010. Last week we reposted Linda’s piece “What is Power Anyway?,” which followed a new post by a few of us on power and meetings. Enjoy!

More about power and group processes. There have been a mountain of books written about the “bases of power” and the “types of power”.  I’ve done some work to try to boil it down – and find thinking about this very useful in moving forward the conversation about how to address power issues in group processes.

In the 1950s, French and Raven put out a proposal about five “bases” of power, which others added to. Bases of power are what gives a person or group power. French and Raven came up with these five:

  • Reward Power – power that comes from the ability to reward the other party for complying
  • Coercive Power – power that comes from the ability to punish the other party if they do not comply
  • Legitimate or Normative Power – power that comes from accepted group, community or societal norms or values which are generally viewed as “legitimate”
  • Referent Power – power that comes from being identified with a person or group (for example, so and so gains power by being friends with X or being a member of Y group)
  • Expert Power – power that comes from the perception that the person or group has knowledge

Morton Deutsch later added a sixth:

  • Ecological Power – power that comes from being able to control one’s social or physical environmental in such a way that the modified environment induces a desired behavior or prevents an undesired behavior.

Read More

Leave a comment
January 31, 2018

Power, Networks, and Love on the LGBTQ Leadership Stage

Power. Networks. Love. These three aspects of the IISC’s Collaborative Change Lens were not the official theme of the Victory Institute’s 2017 International Lesbian, Gay, Bisexual, Transgender, and Queer (LGBTQ) Leaders Conference, but they were woven throughout everything that happened there.

The Victory Institute works to get LGBTQ people into elected and appointed office. Their annual conference brings together elected officials, leaders, and advocates for three-days. The content of the conference focuses on skill-building, information sharing, and formal and informal networking.

The first gathering of this group took place in 1984 with about a dozen people. Attendee John Heilman, city council member of West Hollywood, described the gathering as “more like a support group” than a conference. It has now grown to a convergence of over 500 attendees from all over the world.

Power

The reclaiming of power is central to the mission of the Victory Institute: “LGBTQ Victory Institute works to increase the number of LGBTQ people in public office and to provide programming, service and other support to help ensure their success.”

Why do we need more LGBTQ people in public office? With characteristic wit and bluntness, former U.S. Representative Barney Frank, the first person in Congress to come out voluntarily, said, “If you are not at the table, you are likely on the menu.”

The data tells the story this way: there is a direct correlation between the number of LGBTQs in elected office and the inclusion and equality of a jurisdiction’s policies.

Networks

In traditional ways, conferences tend to have a strengthening effect on networks. At plenaries and breakouts, attendees of the Victory conference had opportunities to connect around shared interests and maybe even to flirt a little. But the conference used the opportunity of the traditional schmoozing times to amplify traditionally marginalized voices. There was a “Leading in Color” reception which lifted up people of color, an International reception, and a Women Out to Win reception. The Institute also strengthened their pipeline for young leaders with the Victory Congressional Internship Meet & Greet.

Love

The feeling of love was palpable throughout the conference. Because of the bullying and harassment we’ve experienced, no one knows better than the LGBTQ community how much humans need to be celebrated and cheered. Whenever someone announced they were running for elected office, the audience burst into applause.

The spirit of love and humility was also present in a frequently repeated quote from Danika Roehm, the transgender metalhead stepmom, elected as the first openly transgender person to the Virginia Assembly – the first to serve in any state legislature actually. Roem won against Robert Marshall, the sponsor of a bill to restrict public bathroom use by transgender people, who referred to himself as Virginia’s “chief homophobe.” After the election, when asked if she had anything to say about Marshall, Roem said, “I don’t attack my constituents. Delegate Marshall is my constituent now.”

Pretty lucky constituent.

Leave a comment
December 11, 2017

#Oppression is Over

“We must make just and liberated futures irresistible.”

Toni Cade Bambara (via Adrienne Maree Brown)

At IISC, we are asking ourselves what we are trying to accomplish by helping the ecosystem of organizations, networks, and leaders pursue racial equity. Are we clear what we are fighting for? I believe we need to imagine what a society without oppression would look like in order to be able to explore this question. If oppression were a thing of the past, what would the world be like? If white supremacy and the drive to dominate didn’t ravage our cultures and minds, what would be available to us?

At IISC, we talk about the “Fourth Box,” the box that remains after we have eliminated inequities and achieved human liberation. I believe equity will exist when enough people and structures in societies have successfully dismantled the tools and ideology of oppression. But what is the liberation that follows after the breakdown of oppression? The word “liberation” can get a funny reaction in some quarters because it sounds like a 1970’s throwback civil rights expression, but it’s a deeply important concept.

What if liberation is the personal and transformational freedom that comes when our society is no longer rigged for the few – those who share similar characteristics or benefit from systems to concentrate their power?

What if liberation instead created a society that is centered on the notion that all human beings naturally belong in this universe? A society in which people live with autonomy, resources, creativity, inspiration, love, and human connectivity that makes life joyful, meaningful, and in alignment?

If we were to be fully liberated, what would that look like? I believe we would simply have time for being human. We would naturally spend time with those around us, appreciating their gifts and uniqueness. We would create play, laughter, and art in the ways we did as children but with the knowledge and insights acquired from our adult experiences. We would bring to human beings around us the power of presence – the relaxed unrehearsed connectivity that brings forth love and harmonious existence with all things living. We would build a fortified earth that yields food, sun, beach, ocean, sky, moon, mountains, lakes, clouds, and a vibrant and healthy climate to all.

We will soon be spending time at IISC examining our racial justice approach and methodology. It is my hope that we will start from the premise of the world without oppression and then think about how we can best help our clients and networks discover what that looks like, feels like, tastes like, and sounds like. Let’s suspend time and give people the opportunity to imagine themselves free from oppression and the tools they were taught to dominate others so they can live into practices that transform our world.

What would it look like to design racial equity interventions by helping people envision the end of oppression?

1 Comment
November 20, 2017

Life, Liberation and Regeneration

“We know that there is no help for us but from one another, that no hand will save us if we do not reach out our hand.”

– URSULA K. Le GUIN 

Image by Stephen Bowler, shared under provisions of Creative Commons Attribution license 2.0.

A note on the quotes below (and the Le Guin quote above): I am grateful for the beautiful piece by Evan Bissel, “Frames for Life, Liberation and Belonging,” which appears in the Othering and Belonging Journal. This piece lifts up some central elements of an emerging and humanizing narrative for our times, with focus on themes such as transition, liberation, belonging, commons, interconnection, abundance, sacred, curiosity, play, and place. I strongly encourage readers to check it out, to sit with the piece and let it soak in, and to share it.

This post follows the thread of a conversation that has been evolving across events I have been involved with the past few months, and a bigger and broader conversation that is clearly informing it. This is certainly not a new conversation, but there seems to be a renewed or perhaps more public vigor to it, at least in multi-racial and multi-generational social change groups and initiatives with which I have been involved.

It has cropped up in a network leadership program where a discussion about the difference between working for equity and working for justice pointed in the direction of the need to pursue liberation, and not simply inclusion and accommodation in fundamentally harmful systems. Read More

Leave a comment
October 12, 2017

Lessons from the World of Toys

A secret I don’t share with many people is that I have trouble reading books. When I went to law school, they made us read so many dense pages of legal reasoning I lost my love of story – until I discovered the podcast. In the comfortable confines of my car I stand witness to stories of personal accomplishment, quirks in our daily lives, and social commentary about our world. The other day one really caught my attention.

It was about Toys R Us, the biggest toy store in America. I love toys and I thought everyone else did, too. So I was surprised to learn that Toys R Us had filed for bankruptcy. Turns out, Toys R Us had invested in bricks and mortar without seriously expanding into the internet sales market. And at the same time, they kept those physical spaces disorganized, stale, and predictable. Amazon swooped in and sold toys at a record pace.

A toy and business analyst said if Toys R Us could have jumped in early and creatively into internet sales they would have avoided their decline. And if they had made their stores places of experience, fun, mystery, and discovery, they could have saved their business that way. He believed they should have created large and open areas where kids could ride around on bikes and play with other toys. He thought another miss was not thinking about how to combine physical toys with technological interactions.

As I was driving on the highway heading into traffic, I started thinking about lessons IISC or our network of clients and partners could learn from this story. Are we missing opportunities for integrating our knowledge and expertise with web-based learning and social media? Are we creating experiences in physical rooms and meetings that kick leaders and participants out of the norm and into experiences of fun, exploration, and surprise? Are we combining online and in-person strategies to more effectively and creatively share learning and ideas around collaboration, leadership, equity, and network building?

IISC is not a for-profit corporation like Toys R Us, and we have different values and approaches from them, but we can benefit from understanding that the way we do our work now and how we do our work may not be the standard for the decades to come.

IISC has started piloting some unique approaches in our workshops, in our consulting work, and through our experimentation with public engagement that use web-based learning, social media memes, and narrative. We are cooking up ways to fashion our training and consulting expertise in modular and less expensive ways so we can share it more broadly. I think that’s an early sign of us growing and stretching. We are pushing ourselves to domore experimenting and I know it’s going to help us stay relevant and live into the power of the future.

What experiments might you try out that will help you live into your future? What’s the risk of not doing so? Supporting leaders, organizations, systems, and networks to engage in social change is never out of date, but the way we as consultants and leaders approach that work might be. We may know at a gut level that something new and different is called for, but are we leaning into what’s necessary to make the leap?

Check out how Toys R Us plans to turn around: https://www.reuters.com/article/us-toysr-us-bankruptcy-brandon/toys-r-us-ceo-sees-future-with-smaller-shops-idUSKCN1BV2Y7

1 Comment
August 1, 2017

Practice makes Perfect

Stevie Johnston from our Belfast, Northern Ireland office reflects on learning from delivering a Training for Trainers in North Carolina.

When we’re teaching Facilitative Leadership for Social Change (FL4SC), we stress that the workshop is made up of leadership practices and – like all things in life (playing the guitar, dancing, listening), if we practice we get better at what we do. The more we use our leadership skills the better leader we become. This fits with our belief that leaders are made not born. Indeed, Malcolm Gladwell in his book ‘Outliers,’ disavows the idea of innate talent and focuses instead on the “10,000-Hour Rule.” His theory is that to achieve world-class expertise in any skill is, to a large extent, a matter of practising for approximately 10,000 hours.

Recently, I had the privilege of working with the leadership development team in the Charlotte Mecklenburg Schools in North Carolina, supporting them to become trainers of IISC’s Facilitative Leadership for Social Change workshop. During the workshop, each of the participants got the opportunity to deliver two of the core training elements. For highly skilled educational leaders such as these, developing and delivering a leadership training piece held no real anxiety. And yet, each of the trainers identified that the delivery of their second training piece was significantly better than their first. As Nicole said, “I was much more relaxed when it came to delivering my next piece. When you have the first delivery behind you, you have much more confidence in how to use the charts whilst keeping the connection with the participants. It means you can concentrate on the materials and the essence of what you are trying to communicate.” When we discussed this as a group, it was clear that performance anxiety can get to us all and that both practice and positive coaching have a real impact on our future performance.

Whilst we may not all reach the giddy heights of being world class, we are presented daily with opportunities to practice facilitative leadership. For example, organising an outing with friends requires collaborative planning and is a great opportunity to think about the actual mental processes we employ when we go about doing something like this. We have to get clear on the types and order of conversations we need to have such as these questions. “Are we looking for the perfect trip out?” “Do we need to think about people’s work schedules first?” “Could we not just grab our gear and hit the road?” We also need to get clear on who is going to make the decision if we can’t arrive at something on which we all agree. This “pathways thinking” about the nature of the conversations we need to have, in what order and how are we going to make the final choice, tends to stop groups from going round in circles and helps them arrive at a decision more readily and with less aggravation.

Similarly, we can employ process thinking when helping a colleague make an important personal decision. Often, we want to rush to tell them what we think they should do: “If I were you, I’d definitely do this.” Or else we will latch on to the first idea they have: “Yes, that seems like a really good idea; I’d go with that one.” In reality, decisions are best made when we generate lots of ideas and talk them through and evaluate the merits of each before choosing the best solution. Sound obvious? It is, and yet often we are not consciously aware of the processes which good decisions entail. So, the next time you’re having coffee with a friend to discuss a decision they have to make, think about how you are going to generate options (open the conversation), evaluate the options (narrow), and choose the best option (close).

Let’s keep on looking for those opportunities to practice and to get feedback and support as we do so. I may not reach the 10,000 hours, but over the course of a lifetime I plan to come close.

 

1 Comment