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Category Archives "Art of Hosting"

The day after Open Space

November 22, 2010 By Chris Corrigan Art of Harvesting, Art of Hosting, Collaboration, Open Space One Comment

One of the things I love about my mate Geoff Brown who lives in the lovely Airey’s Inlet, Australia, is his incredible willingness to be playful and creative in his facilitation work and especially in his harvesting work.  He is one of the few that gets how important the harvest is – at least as important as the hosting.  In this great post, Geoff shares his recent experience with Open Space and with a fantastic harvest that captures that creative brilliance of the group he was working with:  The day after Open Space

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A Bountiful Harvest

November 9, 2010 By Chris Corrigan Art of Harvesting, Art of Hosting One Comment

From our recent Art of Hosting on the banks of the Ottawa River, in Arnprior Ontario.

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The tyranny of flipcharts

October 23, 2010 By Chris Corrigan Art of Harvesting, Art of Hosting, Facilitation, World Cafe 7 Comments

Flipcharts.  Let me count the ways that we are tyrannized by them:

1. Power accretes around a flipchart. The next time you are in a meeting, see if you can tell where the front of the room is.  It’s likely that, even if you are in a circle, the “front” will be where the flipchart is.  As I wrote this I am in an Open Space meeting where people are gathered around flipcharts, and rather than organize in tight circles, several groups are arranged in semi circles facing one person holding a marker and writing on the flipchart.  This defeats the purpose of a conversation in which every voice is equal.  Who controls the flipchart, controls the story.  Be very careful about having an easel stand in the room.  People are easily silenced and controlled by them at a deep unconscious level.

2. We have to write everything down.  Having a flip chart in a meeting seems to demand that everything spoken gets written down for all to see.  This does not facilitate a good flow in a conversation, and it is rarely a useful harvest of a discussion.  In free conversations, not everything is useful, not everything is weighted the same, not everything matters.

3. Flipcharts are linear beasts. Unless you use a flipchart creatively, such as by mind mapping or the way Jim Rough does it in Dynamic Facilitation, flipcharts are useless linear beasts.  Most people simply write lists of points on them, in sequential order and when the page is full, they flip it over and keep writing.  Wisdom disappears over the fold, every point is given equal weight and conversations tend to proceed in linear ways rather than emergent ways.

4. Renting easel stands is a scam. Hotels charge exorbitant rates to rent a flipchart stand.  It is not un common for these things to go for $50 a day and at one hotel I worked at, the Sheraton in Atlanta, they charged $170 for a flipchart stand with half a pad of news print paper on it.  NEVER rent them.  (Look at this scam!)

5. Post it flipchart pads are a bigger scam. If you use flipcharts in any kind of creative way you will have already discovered that the overpriced post-it flipcharts are incredibly confining.  You can only hang them one way, it is difficult to cut them into smaller pieces, it is awkward to roll up notes at the end of a meeting because everything sticks to everything else.  Give me a pad of 75 sheets of large white paper, and I’m happy.  I can cut them into quarters for Open Space topics, or tape them on a wall together to make large murals, or cover cafe tables with them. Seventy-seven dollars for a pad is plain wrong.

So what is a GOOD way to use flipcharts and easels?

1. Put the paper in the middle.  In small meetings, say in a board room, take the paper off the easel stand and put it flat on the table.  If possible, allow everyone access to the paper so that multiple notes can be taken.  Putting the harvest tool in the middle of the table allows everything we are doing to be directed towards the centre.  This is the basis of the way we harvest in World Cafe and it is brilliant.  It democratizes the harvesting tools in a powerful way.  Your conversations WILL be different.

2. Make a mind map.  Get used to taking notes in a non-linear way.  Mind maps are much better ways to capture the essence of a conversation because the group can see linkages and watch the emerging whole of the conversation.

3. Use easels to make signs.  Easels are useful for static signs pointing out times and places, instructions and so on.  The moment they become the focus of attention, you will notice that they play on different levels.  The note taker is above the group, and the notes are elevated.  In improv we call this a status game.  So neutralize the status.  Use easels for signs.

4. See what you can do with tape, scissors and paper. Tape helps you make flipchart pads bigger by taping several sheets together.  Scissors help you make flipchart pads smaller.  In these three tools you have everything you need to scale your work.

5. Learn how to do graphic recording. The Grove teaches this skill.  And what I love the best about the graphic recorders I work with is how they quietly listen and create harvests without being a dominating presence in a room.  even though the murals they create are huge, their presence is small as they are working, allowing groups to focus on conversation and listening rather than “speaking to the record.”  Also, learning to use basic graphic recording tools such as icons, diagrams and pictures helps make your own notes less linear, more meaningful and more useful in general for a group.

So, banish the easel, liberate the pads, be creative, be aware of power.  Have fun.

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Running a very interesting meeting

September 15, 2010 By Chris Corrigan Art of Hosting, Design, Emergence, Facilitation, Flow 5 Comments

This week I am in Kuujjuaq, Quebec, a settlement which lies about 20 miles upriver from Ungava Bay.  I am working with government agencies, Inuit claims organizations and Inuit polar bear hunters on a user-to-user meeting between hunters from Nunavut, Nunavik and Nunatsiavut.  Nunavut is a Canadian territory, Nunavik and Nunatsiavut are sort of semi-autnomous Inuit regions of Quebce and labrador respectively.  All three areas arose from the settlement of land claims with Inuit organizations.

It’s an interesting meeting.  All of the hunters are Inuit and they all hunt polar bears in the Davis Strait area, but they have different ways of doing it, and different cultural practices and even their dialects are different.  There are a few unilingual hunters who only speak Inuktitut and so we have simultaneous interpretation between Inuktitut and English.  Most of the meeting is being conducted in Inuktitut.  The reason for the meeting was for the hunters to meet each other and see if there is anything they would like to do together with respect to the polar bear populations in the Davis Strait area.  I won’t comment on the content of the meeting as we aren’t finished yet and it’s not for public consumption anyway, but I will make a few observations on the design and the challenges I have had as a facilitator.

I worked with a number of colleagues in designing this meeting using a Theory U framework.  We knew that the first day would be much downloading, with some presentations and declarations and political positions.  Even though these guys spend a lot of time on the land they are all very active in conferences and planning meetings and several of them are canny politicians.  Day two was designed to take us through the bottom of the U, into presencing the emerging future, that which is not yet known.  That included getting us out of the meeting room and on to the land where we hoped new insights would be sparked and the hunters in particular would feel able to stretch themselves.  And day three was envisioned as a day of relaizing some new plans and ideas for working together.  It didn’t break down exactly by days, but that was the gist.

Yesterday we began with the room set up in a cafe style and it quickly became clear that that wasn’t going to work for the participants.  I wrote about this a little yesterday in a post that distilled my lessons from the day, but the short for is that they weren’t ready to try something radically new.  They wanted a familiar room set up, which meant a hollow square that seated 40 people and a chair for the meeting.  My colleague and I were happy to accede to this request.  The design of the meeting would otherwise have become a massive distraction for the participants.

Interestingly, even as we changed the room around, and changed our facilitation style, the basic architecture of the flow remained the same, and today the process shifted even more.  We spent the morning on the land out of town, on an excursion to a hunting camp.  We were perched high above the Koksoak River, away from the tree line on some very rich and abundant tundra.  The day was bright and very warm and the land was teeming with berries: crowberries, blueberries, and cranberries mostly.  We spread out in smaller groups, some walking, some sitting and talking, others on little solos.  We didn’t give any context for the time on the land this morning, but I had said last night as we broke up that we would be out on the land tomorrow, thinking and being in a different way.

After an hour or so of milling around, and picking a few cups of berries, the hunters all headed into to the small hunting cabin.  When I went in to get some tea, I found them sitting in a circle, in deep conversation in Inuktitut.  They had begun the meeting again and we simply let them go for it.  At lunch time, some stew was brought out and someone unveiled a large piece of bowhead whale muktuk which was sliced with an ulu and laid out on the floor on a cardboard box lid.  We ate together and then the hunters decided that they wanted to go back to town, to the meeting room and continue meeting there in a caucus.

So we headed back into town and the users hid away in our meeting room for the rest of the day discussing proposals with each other.  My colleague and I stayed outside the meeting room and waited for what needed to happen to happen.  The participants facilitated their own meeting and the government reps went off and did some business together awaiting an outcome from the users.  All afternoon the hunters met and worked on various agreements and resolutions together, sometimes in small groups and other times in a de facto plenary.  They have adopted a more traditional Robert’s Rules way of working in order to plan together because that is what is known to them.  They are doing their own work and even though I didn’t technically “facilitate” anything today, I held space.  Sometimes to wisdom not to intervene is what is required to keep space open.  We have kept tabs on what is going on and expect to play a role as facilitators tomorrow as the users present their recommendations to the government reps, but in this meeting, we’ll see how the flow goes.  It is a dance between shallow form and deep form, between holding on to the right things and letting other things go, and all while working in a context I know next to nothing about in a language I can’t speak.  What is serving to guide me is the deep architecture of the gathering, my constant private checking in with the flow of the U which I know will bring us to some emergent learning.  So far, the meeting is going as we planned it – at a deep level.  On the surface everything is changing all the time.

A very interesting meeting.

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What it takes to change an operating system

September 14, 2010 By Chris Corrigan Art of Hosting, BC, Facilitation, Organization 5 Comments

Meetings reflect the basic operating system of a group of people.  In organizations where power dynamics are heavily at play you will see lots of meetings chaired by those with the power.  In flat organizations, circles and open space events are probably more the norm.  Communities meet in all kinds of different ways, but essentially a meeting is a good way to make the operating system visible.

A great deal of the work I do involves helping organizations and communities shift to more participatory meeting processes.  It isn’t always easy, and today I had one of those days when the stars didn’t quite align in a way that created the magic.  I needed to return to a default setting for the group, because they weren’t prepared for such a massive shift in how they were meeting.  To have gone on would have been to alienate them and prevent real work from getting done.  So we had to shift on the fly, change our hosting styles and reconfigure the room and the process architecture to enable people to be comfortable enough to dig into difficult content.  It is a tough call and a fine line to walk but flexibility, curiosity and willingness to learn will help you as a facilitator stay present to the group’s needs, which is after all, of primary importance.

So what if you want to change that operating system?  What if you want to tinker with the DNA of a meeting process?  What does it take?

In my experience it takes a lot of work up front and not just in the planning phase.  You also have to change the WAY you do planning.  If you are trying to move from a top-down, command and control meeting style to something more participatory, here are a number of factors to pay attention to:

1. Create a core team that learns together. This is a basic tenet of any systems change initiative.  A core team stewards the change and creates the shift.  In doing so they also embody the change, which means that they have to be reflective of the whole in their composition and willing to learn together about new ways of working.  Successful core teams in my experience spend equal time learning, building relationships and working together.  They are made up of a variety of people with a variety of experiences and interests and the very best teams contain people who are willing to stretch, perhaps host part of the meeting in a way they have never done so before.  The core team become the designers, champions and leaders of the change, reflected in the way they approach the shift.  They don’t simply hire a facilitator and give orders: they host.  They have a stake in the outcomes, and they believe in change.

2. The invitation is a process. I’ve written about this before and it is crucial: invitation is not a thing that you send out over email – it is a process.  It includes conversations with key potential participants, it is an iterative process of learning, refining, communicating and listening.  It involves writing something, creating web presences, making phone calls, taking people out for coffee.  If you haven’t gone out for lunch with at least one potential participant as a part of your invitation process, you aren’t doing it right!  Short changing invitation will result in poor preparation for participants and perhaps even a rude surprise when they arrive and see that you have changed everything.  Too much change all at once to the unprepared can be shocking.

3. Participants have to want it. Successful shifts in meeting culture come in part from participants who show up because there is compelling work to do AND because there is a promise of a new way of working.  If people show up just to do the compelling work, they aren’t going to want you to monkey with their meeting process too much.  Creating that frame of mind in participants is a time consuming process but it pays huge dividends in shifting a culture of meeting.  This is a key plank in the invitation platform and shouldn’t be dismissed.

4. If you don’t get it right the first time, don’t fight it. Learn from mistakes.  If you get a world cafe set up and the group rebels, take a stand for the work, not the process.  The worst kind of facilitators are those who let their attachment to process stand in the way of good work getting done.  Instead of forcing yourself on people who “just don’t get it” get out of the way and help them do the work that they are hungry to do.

Systemic change does just happen because you have a good theory and some smart ideas.  It happens because you have sensed the timing and offered the right things at the right time.  I’m not saying that we should shortchange people either and simply offer them comfortable options, not by any means.  But a system’s tolerance for challenge is a sensitive thing and walking the edge comes with high stakes.  Learning how to do this is a lifelong skill.

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