Tag Archive: diversity

October 20, 2020

Making Network Working Groups Work

Just wrapping up a bit of work with a national network that we at IISC helped to get off the ground 5 years ago, which has seen incredible growth and success in its efforts, and which continues to make progress in these times. For us, what this means is that they have really been hitting on what we call the collaborative dimensions of success – results, process and relationships (see image above). That said, some parts of the network (particular working groups) are humming along more so than others.

In our latest meeting with the network, we helped incubate new working groups (now taking their total to 13!) and also held a gathering of existing working group members to come up with a list of success factors and what they wish they had known at the outset to set themselves up for success. This list will be provided to the new working groups to help them along. I was struck by how many of the items on the list below align with what we teach in Facilitative Leadership for Social Change. While there is no exact recipe for success, we have found over the past 27 years that there are certain practices that create conditions for more likely fluid collaboration. ‘

Here is a list of 27 distinct but related success factors that were identified:

  1. Diversity; people with different skills and experiences, a diversity of vantage points, ideas, and learning curves.
  2. Dividing up roles – facilitator, recorder, timekeeper, liaison, etc.
  3. Willingness to grow and change our roles; not feeling one has to be in the original role.
  4. Establish group working agreements for collective accountability and be open to changing them as needed.
  5. Strong facilitation.
  6. Understanding of the difference between a working group chair and facilitator (these may or may not be the same person).
  7. Ensure everyone feels like they are able to contribute to group conversations if they want to; check for accessibility issues of various kinds.
  8. Intervene around those who would otherwise dominate conversation and shut others down.
  9. Comfort with letting go of an idea once it has been incubated; people understand that when they generate an idea or proposal that it might be changed or critiqued by the rest of the working group, to make it better.
  10. Loosen grip on ego.
  11. Have consistent meetings and touch points – monthly or bi-weekly – to keep on track.
  12. Practice an ethic of love, generosity and forgiveness.
  13. Open up to bigger sources of inspiration and creativity.
  14. Build common language; make sure that everyone understands any acronyms or technical terms being used.
  15. Use a process guide/map for helping working groups in their overall development and work planning; they can adjust as they see fit, but having a framework can be very helpful.
  16. Have an agenda for your meetings and follow it, until it doesn’t make sense to do so.
  17. Set desired outcomes each meeting, so you can determine where any conversation or agenda item is heading and when it’s over.
  18. Make sure your meeting agendas are realistic … put on it what you can actually get to; prioritize and manage the conversation.
  19. Give people time to connect with one another.
  20. Check for agreement and/or for clarity around key points before moving on.
  21. Make sure action items/next steps are captured at the end of each meeting and restated at the top of your minutes/group memory; revisit in your next meeting.  
  22. Conduct process reviews of meetings (what worked, what could be improved); keep what’s working and make changes accordingly.
  23. Keep easy-to-digest minutes/group memories to maintain momentum; having consistent and capable support around this kind of record keeping, including key agreements and next step.
  24. Get meeting minutes/group memories out as soon as possible to everyone, including those who may have missed a meeting.
  25. Support onboarding of new members, so they can catch up easily and step into the flow – think about one-on-one conversations and mentorship.
  26. Provide easy access to/support around accessing shared documents, tools and platforms.
  27. Keep group size manageable – 10 is a nice size; if more consider sub-dividing for certain tasks (think in terms of small group ministry).
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August 28, 2020

Reclaiming Context, Connection and Collectivity for Regenerative Cultures

Over the last couple of months I have really savored my reading of Tyson Yunkaporta’s Sand Talk: How Indigenous Thinking Can Save the World. Yunkaporta is an academic, arts critic and researcher who belongs to the Apalech clan in Queensland, Australia. His book met me during found me in these times of disruption when I was searching to further disrupt myself and pry open some widening cracks in my older ways of thinking, feeling and being.

It is important to say that any review of the book or excerpting from it necessarily de- and re-contextualizes the content, which is a key point Yunkaporta makes – many people are caught up in low context cultures that are rather disconnected from the specifics of place and community. With that awareness, I wanted to offer some take-aways that have helped me to bring different, more energizing, engaging and empowering perspectives to multiple contexts in which I move, in the event that they may help others make enlivening shifts.

Towards the end of the book, Yunkaporta sums up what he and a number of other indigenous people with whom he “yarns” see as an indigenous approach to engaging with living systems – respect, connect, reflect, direct. He offers corresponding embodied centers for doing this work as: gut, heart, head, hands. He also makes the point that Western colonizer cultures reverse this progression, leading with action and control (direct), and only perhaps later capitulating (respect, or “looking again”), if at all, when things do not go according to plan. This “indigenous progression” aligns strongly with a community of practice of which I am a part (Respectful Confrontation/Fierce Civility), which is based in Taoist philosophy and practice, and invites devotees to lead in grounded and focused ways that put one in right relationship with their (multiple) selves and so-called “others.” I can say from experience that this is a very powerful way to prepare myself for engagement, especially in these volatile and unpredictable times.

Yunkaporta also lifts up what Aboriginal and indigenous knowledge asks of those who are attempting to bring about change in complex systems (all living systems). What he calls the “complexity agent protocols” includes:

  • Connectedness (create bonds to self, others and wider networks)
  • Diversity (respect and engage across difference)
  • Interaction (continuously transfer knowledge, energy and resources)
  • Adaptation (remain open to change, as that is the constant)

This, of course, is the much older wisdom that more recent so-called “regenerative” (agriculture, development) efforts are calling for and building upon, engaging the dynamics of network structures and energetic flows that constitute life.

The rest of what follows is a selection of twenty quotes that I pulled from the book, and that I can continue to read from time to time, to jolt my own tendencies towards complacency and stasis.

“Increase is different from growth, because you don’t want the size of the system to grow, but you want the relationships within the system, the exchange within the system, that needs to increase. And you can increase that quite infinitely.”

“Many Aboriginal stories tell us how we must travel in free-ranging patterns, warning us against charging ahead in crazy [linear] ways.”

“All Law-breaking comes from that first evil thought; that original sin of placing yourself above the land or above other people.”

“Nothing is created or destroyed; it just moves and changes, and this is the First Law.”

“Every unit requires velocity and exchange in a stable system, or it will stagnate – this applies to economic and social systems as well as natural ones.”

“Sedentary lifestyles and cultures that do not move with the land or mimic land-based networks in their social systems do not transition well through apocalyptic moments.”

“People today will mostly focus on the points of connection, the nodes of interest like stars in the sky. But the real understanding comes in the spaces in-between, in the relational forces that connect and move the points.”

“If you live a life without violence, you are living an illusion: outsourcing your conflict to unseen powers and detonating it in areas beyond your living space. … The damage of violence is minimized when it is distributed throughout the system rather than centralized into the hands of a few powerful people and their minions.”

“It is difficult to relinquish the illusions of power and delusions of exceptionalism that come with privilege. But it is strangely liberating to realize your true status as a single node in a cooperative network.”

“There is more to narrative than simply telling our stories. We have to compare our stories with the stories of others to seek greater understanding about our reality.”

“There’s no valid way to separate the natural from the synthetic, the digital from the ecological.”

“Most of us today are living in a state of compliance with imposed roles and tasks rather than a heightened state of engagement. We are slaves to a work ethic that is unnatural and unnecessary.”

“The assistance people need is not in learning about Aboriginal knowledge but in remembering their own.”

“The only sustainable way to store data long term is within relationships.”

“[From an Aboriginal perspective] an observer does not try to be objective, but is integrated within a sentient system that is observing itself.”

“Understanding biological networks appropriately means finding a way to belong personally to that system.”

“Somewhere between action and reaction is an interaction, and that’s where all the magic and fun lies.”

“Your culture is not what your hands touch or make – it’s what moves your hands.”

“Guilt is like any other energy: you con’t accumulate it or keep it because it makes you sick and disrupts the system you live in – you have to let it go. Face the truth, make amends, and let it go.”

“Stop asking the question: ‘Are we alone?’ Of course we’re not! Everything in the universe is alive and full of knowledge.”

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May 10, 2020

Rooting for Change: A Living Systems Approach to Thinking About and Better Linking Our Organizations

“The ability to self-organize is the strongest form of system resilience. A system that can evolve can survive almost any change by changing itself.”

Donella Meadows, Thinking in Systems: A primer

I just finished reading Leading From the Roots: Nature-Inspired Leadership Lessons for Today’s World by Dr. Kathleen E. Allen. It was a great resource to dig into for the past few weeks as I have been getting out into the woods in western Massachusetts and tuning into the emergent spring season in a way that I never have. Allen’s book has certainly helped with my attunement, along with some interesting readings on edible plants (Northeast Foraging), becoming more local to place (The Natural History of Western Massachusetts), and regenerative gardening and farming (Gaia’s Garden: A Guide to Home-Scale Permaculture). This is certainly one of the mixed blessings of these times, noting the relative privilege that my family and I have, to focus in a slower and more concentrated way on some of what might feed us more deeply and over the long-term.

Allen’s book provides a lot of food for thought. It is an exploration of a series of design principles from mature ecological systems (living systems) and how these can be applied to human organizations. These principles include:

  1. Run on sunlight (tap the power of photosynthesis/positive energy)
  2. Waste is never wasted (conserve energy, cultivate wise use)
  3. Fit form to function (and function to purpose, paying attention to context)
  4. Reward cooperation (respecting connection and interdependence)
  5. Bank on diversity/difference (for intelligence, resilience, adaptation)
  6. Curb excess from within (via feedback loops)
  7. Depend on local expertise and self-organization (for more response-ability)
  8. Tap the power of limits (constraints can inspire creativity)

In the first chapter, Allen also highlights some of the key dynamics of living systems that provide a better understanding of how generous and generative human organizations might operate.  These include:

  1. Living systems are interdependent – change in one part of the system influences other parts of the system in expected and unexpected ways
  2. Living systems become more diverse as they evolve
  3. Living systems are never static; they are always in flux
  4. Living systems are filled with feedback loops that facilitate evolution
  5. Living systems cannot be steered or controlled, only attracted or nudged.
  6. Living systems only accept solutions that the system helps to create
  7. Living systems only pay attention to what is meaningful to them here and now.

As I was reading, I pulled out a number of quotes and posted them on Twitter, which provoked some fun interactions. Many of these have to do with the underlying network structure and dynamics of living systems, for which I have a particular fondness. Here is a sampling, that will give you a taste of the book and perhaps entice you to dig deeper. Curious to hear what thoughts, feelings and sensations these inspire:

“Once we shift our worldview to seeing our organizations as living systems, then we can begin to see that generous organizations behave more like dynamic networks rather than traditional hierarchies.”

“The quality and authenticity of the relationships between people, and between people and ideas, increase the flow of positive energy in organizations.”

“The structure of nature’s network, the connections and interdependencies, allow the living system to self-regulate, adapt to changing conditions and evolve to survive.”

“Mutualistic relationships can help buffer partners against extreme conditions, open new niches for both partners, and amplify the baseline of resource acquisition.”

“Diversity allows for multiple ways that nutrients can be exchanged, making the entire system more resilient.”

“Opposition is necessary for wholeness.”

“When we recognize organizations are in constant movement, we then see organizational strategies as adaptive cycles instead of linear constructs.”

“We need to let go of the assumption that all of our assets are tangible.”

“Wet sand operates like a network. It is made up of grains of sand held together by saline. When it encounters force, those elements combine to resist; however, when it encounters a slow entry into its system, it accepts the presence of our foot. Living systems are networked and the nudge and wait for change is very effective in influencing them.”

“Generous organizations are open to the wider world. There are no silos in a generous organization.”

“What if a job description articulated a philosophy of relationships and connections that this person would need to develop and maintain while doing their job?”

“What would leadership look like if its highest purpose was to ensure that future generations thrive?”

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April 20, 2020

Bringing a Network Theory Perspective to These Times, Part 2

Image by Alexander Baxevanis, “Flow,” shared under provision of the Creative Commons Attribution LIcense 2.0.

New paths of flow are needed for new patterns of organization that are resilient.”

– Sally J. Goerner, Robert G. Dyck, Dorothy Lagerroos, The New Science of Sustainability

This post builds on a post from a couple of weeks ago, looking at how in a time of pandemic, with viruses revealing other viruses (racism, othering, oligarchy, mechanical thinking run amok), and triggering viral responses of various kinds, this is prime time to cultivate network literacy and strength. In this post I want to highlight the importance of “flow network science” or the “energy network sciences.” These fields stretch across disciplines and look at how nutrients, information and other vital sources of energy move through the structures of living networks.

Dr. Sally J. Goerner and her colleagues (Dan Fiscus, Brian Fath, Robert Ulanowicz, and others) have looked at how certain features of systems-as-networks (communities, ecosystems, economies) contribute to their long-term health and thriving, including diversity, intricacy, adaptability and robustness. A key is to focus on those dynamics that support the self-renewing (regenerative) and saluto-genic (health promoting) capacities of living systems as and so that they evolve and adapt to disturbances in their environment (which is really an extension of their being!). A big part of this is not just focusing on the pattern of network connections, but what is moving through those connections, including quality and velocity of those flows, from whom and to whom.

At IISC, we are fielding lots of questions right now about what networks are doing or should do to not only to respond to the COVID19 emergency and achieve some semblance of stability, but also to build pathways to better, more resilient and equitable systems. Taking a cue from what we are observing and what we are learning from energy network sciences/flow networks, some of the things networks can do and are doing include:

  • Weaving and convening diversity to foster systemic intelligence and resilience
  • Distributing power and intelligence to enable rapid and timely responses in different parts of “the body”
  • Circulating accurate and accessible (curated) information in various forms (text, visual, audio) throughout “the whole” to support diverse learning and adaptation
  • Facilitating effective (clear, concise, well-timed and spaced) communication and conversation to help people stay grounded, focused and moving on what matters
  • Disseminating elements of opportunity- and abudance-based narratives that encourage people to lean into these times and not flee from or freeze in the midst of them
  • Identifying and circulating a variety of nourishment (multiple forms of “capital”) widely (especially to those who are otherwise undernourished) in the form of money, ideas, in kind support, and other resources
  • Promoting robust exchange to support innovation, learning and systemic vitality at different levels
  • Creating safe and brave spaces for people to share their challenges and successes, get peer-assists, give and receive emotional support that encourages risk-taking and further venturing into uncharted terrain
  • Designing and carrying out network activity and engagement with an ethic of love (“seeing others as a legitimate others”), care, generosity, abundance, common cause, mutualism, transparency, inclusion, equity, and our full humanity (minds, bodies, hearts, spirits)

And we can “double click” on each of the above to delve deeper into the “who” (roles and relationships), “how” (processes), which we are actively doing with a variety of groups, and will share more of what we are learning in future posts and webinars.

And in that spirit of learning, please share what you are learning and would add with respect to what networks can do and are doing to create pathways to the new and the better.

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April 9, 2020

Ripples, Spirals, Loops and Love: Mapping a Networked Change Effort

Image from abstractartangel77, “Spiralling,” used under provisions of Creative Commons Attribution License 2.0.

About a month ago, I worked with a regional education network focused on racial equity in education to do ripple effect mapping (REM) based on the past three years of its work to diversify the teacher workforce, including efforts to help paraprofessionals advance into formal teaching roles. REM is a technique to evaluate the results of an initiative or intervention by pulling together a diverse and representative group of stakeholders to make sense of the impacts they see as rippling through the system. The methodology is very participatory and has extra added benefits of helping to strengthen relationships and understanding between what otherwise might be siloed stakeholders. REM can also help to guide the refinement of a theory of change (rooted in actual experience!) and lift up areas for further investigation, including barriers to and accelerators for greater impact and systemic shifts.

Ripple effect mapping combines four different methods: peer interviews, group sense-making, mind mapping, and qualitative data analysis. In general it happens through the following steps:

  1. Conduct a stakeholder analysis to identify the right set of participants that has participated in the initiative, including beneficiaries, implementers, sponsors, key decision-makers, resource providers, those with relevant expertise and lived experience, and critical connectors/boundary spanners.
  2. Convene the identified group. Our convening was a bit larger than the recommended size of 15-20 people – we had about 35 people representing different roles, institutions, geographies, perspectives and backgrounds.
  3. During the convening, conduct interviews using Appreciative Inquiry questions. Appreciative Inquiry invites people to reflect on the positive aspects of a project. We had people share something positive that they had experienced or witnessed associated with the project, including outcomes, relationships, learning, new collaborations, etc.
  4. Do a group mapping session, during which people build on what they shared and heard in the interviews, brainstorm and record the effects (the “ripples”) of the initiative or intervention. We used a large bank of chart paper and large stickies with two facilitators (one to steward the conversation, the other to place and move stickies) and several scribes. The resulting “mind map” illustrates the effects of the intervention and explores connections, causality, and virtuous cycles. Before ending the mapping session, we invited people to “take a step back,” take in the map and ask what stood out to them, what seemed most important, and what they wanted to know more about.
  5. Clarify, connect, code, and analyze data. After the session, a smaller group organizes the mind map and collects and connects additional details by following up with participants.
Image from Washington State University Extension – Sample Ripple Effects Map

This week a small team of us met for a second time (virtually, of course) to make sense of the data, including notes that were taken by a recorder and photographs of the mind map. It was helpful to do this in two meetings as there was a considerable amount of data, people are reeling from COVID, and it was important to have some time in-between the two sessions to do some more individual reflection, looking for patterns in the data.

In this second meeting, we started threading together our individual reads, and also reminded ourselves that we are dealing with complex systems and as such, linear causality is not necessarily what we should be looking for. What began to emerge as we talked (over the course of two hours) was a circular, or spiral, progression and lattice-work of nested impacts. We started to think in terms of “causal loops,” DNA helixes, and networked flows. An overarching question started to form –

What intersecting “virtuous loops” are we learning need to be supported to advance change and overcome “vicious loops” oriented towards keeping the system(s) as it/they are?

What we are working with as a core loop/spiral (for now) is the following:

  1. People who care and are committed come together across boundaries (districts, schools, roles, disciplines, perspective, culture)
  2. People practice deep listening to and learning from paraprofessionals, students, one another …  
  3. People start making different choices and behaving differently (changing job descriptions, altering programs to accommodate spoken and respected needs, engaging in mutual support, moving from competition to collaboration between programs, sharing information more transparently)
  4. People start to taste “transformation” (a sense of their and others’ potential, the power of lived experience in the classroom, the essential nature of community, the benefits of working together)
  5. The resulting enthusiasm feeds back into care and consideration, and the cycle repeats, and ideally takes in more people … (we have seen some evidence in this as paras become seen as leaders and mentors to other paras)

This core loop operates at and across different levels:

  1. The individual “beneficiary” level (students and para-professionals)
  2. The individual support level (mentors, teacher prep educators, those who hire/fire/retain)
  3. The individual school level
  4. The district/teacher prep program level
  5. Larger system levels (community, state policy and support)

And the loop will play out in different ways in different contexts. And so we are asking about differences and similarities across systems (trans-contextual, in the words of Nora Bateson).

This is all very emergent and still exploratory, as it should be, and we will continue to make meaning and test take-aways. And I think that we would all agree that the foundation of all of this is care, or a word we like to use at IISC – love. One definition of love is “seeing and treating the other as a legitimate other.” If we don’t begin with this at the level of students who we see as deserving to have the benefit of having teachers who look like and can experientially relate to them, if we do not see and believe in the potential, humanity and “expertise” of para-professionals of color, well, we go no where.

And so we continue to mull over and be guided by the dynamic “ripples and collisions” (in the words of a network participant) of this work to what we hope will be a better place …

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December 2, 2019

As a Network Matures: Brushfires, Bake Boxes and (Calling) B.S.

A couple of months ago we had a meeting of the Food Solutions New England Network’s Process Team, and we spent part of our time checking in around our perceptions of where the network is heading in its next stage of development. For the past 8 years, FSNE has moved through a series of stages that have roughly correspond with the following:

  1. Building a foundation of trust and connectivity across the six states in the region as well as across sectors, communities and identities.
  2. Fostering alignment around a cohering vision (the New England Food Vision) and a set of core (non-negotiable) values, including a commitment to racial equity and food justice
  3. Facilitating systemic analysis of the regional food system, which resulted in the identification of four leverage areas where the network sees itself as poised to contribute most:  (1) engaging and mobilizing people for action, (2) connecting and cultivating leaders who work across sectors to advance the Vision and values, (3) linking diverse knowledge and evolving a new food narrative, and (4) making the business case for an emerging food system that encompasses racial equity and food justice, healthy food for all, sustainable farming and fishing, and thriving communities.
  4. Developing and beginning to implement a set of systemic strategies to encourage the continued emergence of this values-aligned regional food system, including a narrative and messaging guide; food, farm, and fisheries policy platform; set of holistic metrics to gauge the state of the regional food system; and people’s guide to the New England food system.

All of this effort, including the work of other regional networks (Farm to Institution New England, New England Grassroots Environment Fund, Northeast Farm to School Collaborative, Northwest Atlantic Marine Alliance, a community of practice of state-level food planning efforts, among others), has moved the region from a state of relative fragmentation, or disconnected clusters, to more of a multi-hub network.

With greater intricacy and diversity in this network of networks, the Process Team talked about the work of the next several years as being the following:

  • Continuing to support foundational connectivity and alignment
  • Moving from rooting to branching by creating more visible actions and assets beyond the underlying connectivity and alignment
  • Shifting and sharing “backbone functions” currently held by one entity (the UNH Sustainability Institute)
  • Cultivating a “brushfire approach” where, through greater density and diversity of connection, information and calls to action are spread in more timely ways
  • Making the periphery more of the norm, by moving from just bringing people into the network to making sure we support their aligned efforts “out there”
  • Moving from “seeding thoughts and cultivating commitments and leaders” to “managing the whole garden,” including supporting a growing team of people who are committed to creating conditions in the region for the Vision and core values to be realized
  • Creating “bake boxes” that can readily be used and adapted by people and organizations in the region (examples include the regional Vision, the core values, the recently endorsed HEAL policy platform, a soon to be launched narrative/messaging guide, racial equity design toolkit and discussion guide, etc.)
  • Calling B.S. on those who are “Vision and values washing” (saying they are aligned but acting in contrary ways) or are off point – see for example these recent letters in response to a Boston Globe editorial.

We also talked about what we see not changing:

And of course all of this is subject to adjustment and adaptation given complexity, uncertainty and the network nature of emergence. #humility

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December 19, 2017

Why an Evolutionary Perspective Matters

“Innovation is as much a function of the right kind of relationships as it is of a particular kind of individual vision.”

-Carter Phipps

evolve1The following is a slightly edited post from a couple of years ago. In many ways it feels more pertinent to me now …

Among other reads, I’ve been revisiting the book Evolutionaries by Carter Phipps. Phipps is the editor of EnlighteNext magazine and enthusiastic about what we calls “the evolutionary worldview” and how it is showing up in many different fields, from biology to sociology to philosophy and theology. He sees this perspective as transforming one’s understanding of just about everything.

“The debate about our origins is also a cultural referendum on our future.”

The book is in part retrospective, looking at the history of “the evolutionary perspective” that shook up perceptions of “a fixed world” when it suggested that creation is not static, but ever-changing.  This realization is still making waves and sinking in. Phipps writes – “As the fog of fixity lifts, we are finding ourselves much more than observers and witnesses to life’s unfolding drama.” In other words, the view of an evolving world is associated with a sense of movement, possibility, engagement, and response-ability (an ability to respond). Read More

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December 12, 2017

Network Principles in Action = A Visual Gift!

Image created by Claudio Nichele, shared with permission of the artist and available through Flickr.

I mentioned in a previous post how much I love Twitter, for a variety of reasons, including how it helps me to see networks at work and can help create a variety of great network effects. Well I have reason to yet again appreciate it, as a recent blog post I put up inspired Claudio Nichele, who is located in Brussels, Belgium and works at the European Commission, to create the great sketch above of the network principles I wrote about (see below).

Just like that, an unexpected gift and enhanced visual value! I asked for Claudio’s permission to post, which he granted, and we both agree it is a wonderful example of what happens when you work out loud (see principle #9 below). Enjoy, and please feel free to rift on these images and the principles below, and if you do, let both of us know what you create. Read More

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October 24, 2017

Thinking Like a Network 2.0

“Relationship is the fundamental truth of this world of appearance,”

– Tagore

Over the past several years of supporting networks for social change, we at IISC have been constantly evolving our understanding of what is new and different when we call something a network, as opposed to a coalition, collaborative or alliance. On the surface, much can look the same, and one might also say that coalitions, collaboratives and alliances are simply different forms of networks. While this is true, it is also the case that not every collaborative form maximizes network effects, including small world reach, rapid dissemination, adaptability, resilience and system change. In this regard, experience shows that a big difference maker is when participants in a network (or an organization, for that matter) embrace new ways of seeing, thinking, and doing. The following revised list continues to evolve as our own practice and understanding does, and it speaks to a number of network principles to guide thinking and action:

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October 2, 2017

Re-Launching and Refining a Network Leadership Institute

“We cannot live for ourselves alone.  Our lives are connected by a thousand invisible threads, and along those sympathetic fibers, our actions run as causes and return to us as results.”

– Herman Melville

2017-2018 NLI cohort members engage in a team building exercise focused on the dimensions of collaborative success.

Last week I worked with the Backbone Team of Food Solutions New England to launch the second cohort of the Network Leadership Institute (NLI) at Ohana Camp in Fairlee, Vermont. This initiative has grown out of FSNE’s commitment to cultivating both thought leadership and network leadership “to support the emergence and viability of a New England food system that is a driver of healthy food for all, racial equity, sustainable farming and fishing, and thriving communities.” Another impetus for the NLI was a year spent doing system mapping and analysis that revealed four leverage areas for advancing a just, sustainable and democratically-owned and operated regional food system, including cultivating and connecting leadership (see image below). Read More

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June 7, 2017

Seeing Collective Impact Efforts with a Racial Justice Lens

A couple of weeks ago, IISC was invited to offer a post-conference session at the Collective Impact Forum Conference in Boston. The title of this 8 hour session spread over two days was “Advancing Racial Justice Through and Within Collective Impact.” This was an opportunity for Cynthia Silva Parker and Curtis Ogden to formalize our ongoing efforts to bring IISC’s core collaborative methods, frameworks and a variety of racial justice content and tools to the different elements of the Collective Impact framework.

We were heartened to see and hear the many conversations about racial equity during the main conference proceedings, and noted good and challenging questions and exploration about the fit between the Collective Impact model, such as it has been formally presented and understood, and community organizing and power building work. These conversations continued in some form or fashion during our session. Read More

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