Sometimes we describe what we do with practing the Art of Hosting as bringin participatory leadership to life. Â THis can be a major shift in some people’s way of thinking. Â To describe it, Toke Moeller sent this around a few days ago – an explanation of participatory leadership in one sentence.
|How do you explain participatory leadership in one sentence?|
o Imagineâ€¦ a meeting of 60 people, where in an hour you would have heard everyone and at the end you would have precisely identified the 5 most important points that people are willing to act on together.
o When appropriate, deeper engagement of all in service of our purpose.
o Hierarchy is good for maintenance, participatory leadership is good for innovation and adapting to change.
o Complements the organigramme units with task force work groups on projects.
o Look at how well they did it in DG XYZ â€“ We could be the ones everybody looks at.
o Using all knowledge, expertise, conflicts, etc. available to achieve the common good on any issue.
o It allows to deal with complex issues by using the collective intelligence of all people concerned & getting their buy-in.
o Participatory Leadership is methods, techniques, tips, tricks, tools to evolve, to lead, to create synergy, to share experience, to lead a team, to create a transversal network, to manage a project, an away day, brainstorming, change processes, strategic visions.
o Consult first, write the legislation after.
Traditional ways of working
Participatory leadership complementing
|Individuals responsible for decisions||Using collective intelligence to inform decision-making|
|No single person has the right answer but somebody has to decide||Together we can reach greater clarity – intelligence through diversity|
|Hierarchical lines of management||Community of practice|
|Wants to create a FAIL-SAFE environment||Creates a SAFE-FAIL environment that promotes learning|
|Top-down agenda setting||Set agenda together|
|I must speak to be noticed in meetings||Harvesting what matters, from all sources|
|Communication in writing only||Asking questions|
|Organisation chart determines work||Task forces/purpose-oriented work in projects|
|People represent their services||People are invited as human beings, attracted by the quality of the invitation|
|One-to-many information meetings||A participatory process can inform the information!|
|Great for maintenance, implementation (doing what we know)||When innovation is needed â€“ learning what we don’t know, to move on â€“ engaging with constantly moving targets|
|Information sharing||When engagement is needed from all, including those who usually don’t contribute much.|
|Dealing with complaints by forwarding them to the hierarchy for action||Dealing with complaints directly, with hierarchy trusting that solution can come from the staff|
|Consultation through surveys, questionnaires, etc.||Co-creating solutions together in real time, in presence of the whole system|
|Management by control||Management by trust|
|Questionnaires (contribution wanted from DG X)||Engagement processes â€“ collective inquiry with stakeholders|
|Mechanistic||Organic â€“ if you treat the system like a machine, it responds like a living system|
|Top down orders â€“ often without full information||Top-down orders informed by consultation|
|Resistance to decisions from on high||Better acceptance of decisions because of involvement|
|Silos/hierarchical structures||More networks|
|Tasks dropped on people||Follow your passion|
|Rigid organisation||Flexible self-organisation|
|Policy design officer disconnected from stakeholders||Direct consultation instead of via lobby organisations|
|People feel unheard/not listened to||People feel heard|
|Working without a clear purpose and jumping to solutions||Collective clarity of purpose is the invisible leader|
|Motivation via carrot & stick||Motivation through engagement and ownership|
|Managing projects, not pre-jects||Better preparation â€“ going through chaos, open mind, taking account of other ideas|
|Focused on deliverables||Focused on purpose â€“ the rest falls into place|
|Seeking answers||Seeking questions|
|Pretending/acting||Showing up as who you are|
|Broadcasting, boring, painful meetings||Meetings where every voice is heard, participants leave energised|
|Chairing, reporting||Hosting, harvesting, follow-up|
|Event & time-focused||Good timing, ongoing conversation & adjustment|