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Category Archives "Collaboration"

Principles for changing the climate…of global summits

December 10, 2009 By Chris Corrigan Collaboration, Conversation, Learning, Youth 7 Comments

Open up the phone lines!

So we had our little learning village today with the kids at Aine’s learning centre which my partner, daughter and I designed.  We explored these questions of what kind of inner climate is needed to engage around questions of climate change and the kids followed the energy.  They got really interested in what kinds of things they could say to the global leadership meeting in Copenhagen.  They wanted to convey a sense that, yes this is a serious issue, but how you choose to meet together matters.  They were dismayed and discouraged by the prospect of a lot of angry and worried people sitting around for a few days trying to reach a creative agreement.  One kid said that she doesn’t work very well if she thinks there is a tiger behind her about to eat her.

So we had a little circle and talked about what we know about principles of meeting together.  The kids generated this list:

  • Be serious but not bitter
  • Optimistic
  • Not grim
  • Respectfully, without insulting each other
  • talk with civility
  • peacefully
  • consider the whole planet
  • Be calm
  • happily and confidently
  • include everyone and make sure everyone has a voice
  • be positive and useful
  • get different opinions
  • have fun
  • break into groups to get more ideas
  • make sure groups get mixed up.
  • no shouting
  • come with an open mind
  • talk nicely and treat everyone as if they were a relative
  • make sure to move.  maybe dance together.
  • feast
  • have music and entertainers, and hire a jester to make fun of yourself.

We even took this advice, and broke into groups to see what kinds of things we could brainstorm around climate change solutions.  The kids worked for 40 minutes in a world cafe, and then we shared some ideas (“Someone needs to develop shoes that massage your feet while you walk.”  “Busses should be free”).  We discovered that if we practice some of the principles, they really do result in creative thinking, and a more civil tone.

So the kids were pretty clear that they didn’t have answers about climate change, but they did have recommendations about HOWthe leaders should meet in order to find creative and sustaining solutions.  We made four videos (the kids chose to do sketches) which we are editing and will get quick parental approval before sending off to Copenhagen through various channels.

My takeaway on this is that there is a lot of science and highly technical information that is required before you can make useful contributions to the global warming debate.  Very few of us have access to that level of understanding and while we might have some good ideas, we don’t really have the ability to engage at the level of understanding that results in concrete solutions.

We do however all have experience of conversations that work.  Youth are very clear about ways in which learning takes place.  I was delighted when they began naming principles of participatory process and conversational leadership, which are just fancy terms for what we already know about how to collaborate.  Twelve year olds CAN make a contribution, and can learn and reflect on process as they share their own experience about what works.

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Art of Participatory Leadership, day three

December 6, 2009 By Chris Corrigan Art of Harvesting, Art of Hosting, BC, Being, Collaboration, Facilitation, Flow, Improv, Leadership, Learning, Practice, Uncategorized One Comment

Day 3 flow

My friend Robert Oetjen was a key member of our hosting team at Altmoisa.  He brings a lovely capacity to the work, being the head of an environmental learning centre in southern Estonia, he understands the deep connection between human and world, and is a practitioner of the most ancient arts of human kind: tracking and fire building.  He is a man who is a beautiful learner from his environment.  Born in New Haven, Connecticut, USA, he moved here in the early 1990s as a Peace Corps worker, teaching English in the days in which Estonia was hungry to claim it’s relationship to the west.  But like all good improvisers, he allowed the climate to change him, and he began deeply intimate with Estonian culture and language, married and Estonian woman and moved into becoming a steward of Estonian natural places.  He speaks the language fluently and beautifully and Estonians, who are normally wary of outsiders, embrace him and respect him, and always forget that he wasn’t born of this land.  I can imagine, after being here for only a week, how it must have happened that he became so quickly embraced here.  The land and the people are reserved but when they open to you and you open to them, the embrace is deep and multi-layered.

Robert brought this consciousness to the beginning of our third day, leading us in a check in exercise on the land that taught so many things on so many levels.  We simply stood for a while in the cold gloom of an early Estonian autumn morning.  The air was very still, but an occasional light breeze reminded one that one still has bones.  Robert invited us to first of all become aware of the extent of our vision, noticing how wide it extended on either side of us, and how high and low a soft gaze can perceive.  From there we closed our eyes and let our ears open to the subtle soundscape around us.  For me this was wonderful because this is my morning practice at home.  here the soundscape is similar, but the sounds are totally different.  Many birds were quietly moving in the trees and shrubs around us, among them bullfinches, bushtits, creepers and hooded crows.  A raven called far away and a dog barked softly across the fields.  Deepening into this sense of place, Robert invited us to smell the mud, and the leaves on the ground, the apples that had fallen from nearby trees and were slowly decaying, turning sweet and pungent on the ground.  Our senses fully awakened, Robert then taught us how to walk again.

One foot softly in front of the other, gaze open, like a hunter becoming aware of every sound and movement around us.  Each foot develops eyes of its own, feel its way on the land, so sensitive to what is underfoot that it’s is possible to walk without making a sound .  You become a part of the landscape, joining it completely, becoming enmeshed within it, so that everything that happens happens WITH you rather than as a RESULT of you being there. This is a huge and important teaching about harvesting.  As you learn to walk in this way – Robert called it “foxwalking” – you become a little quicker, a little more sure footed, you are able to move deliberately and yet not disturb anything around you.  It was a powerful way to experience hosting and being hosted, joining the field and harvesting in the moment, becoming fully present.

And it was just the first of two morning acts.  Following a walk on the land in this way, Robert invited us inside and proceeded to make a fire, using his tools of a fireboard, a firestick, a bow, a handhold and some dry moss tinder.  He gave a beautiful teaching about the archetypal elements of this practice, the fundamental unity of male and female with the firestick and fireboard, the notch that allows dust to come into the space that is created by the friction to birth the spark, the notch is the womb and the spark emerges from the union, the bow that turns the stick through the four directions, gathering the energy of the circle to create powerful life.  Such a rich practice, such a beautiful fundamental teaching about application.  It continued to resonate through our final day.  As I left Estonia this morning, Robert gifted me a set of these tools for my own, a deep invitation into practice and learning this ancient art, the first act of survival to build a fire out of nothing, and the primal act of community building.  the spark begins the possibility of coming together.

The rest of the day flowed.  Toke and I gave very simple teachings on application.  I talked a little about the improv principle of “notice more and change less” speaking about the fact that what we had experienced is a more profound way to open to possibility than feeling that we need to change all the time.  the world changes enough as it is.  If we can simply stay still long enough in one place, everything we need will flow past, timing will present itself and pass away, the possibilities for action become expansive.

The group went into Open Space to work through their design questions for projects that they are deep within.  We rolled and flowed and talked and drew and at the end of the day, ran a little intention grounding exercise that involved milling around and collecting questions on our next steps, and then we checked out with voices of appreciation and gratitude and an eager commitment to meet again in February when this cohort of learners will assemble for their final co-learning journey.

It has been a great pleasure to spend time with this group, to make many new friends who are cracking good work in Estonia, exploring the leading edges of participatory leadership in a country that is slowly coming back to life, and to remembering its deepest gifts and resources.  Many stories, practices and inspiring thoughts are coming home with me, right into work with First Nations on the west coast of Vancouver who are reclaiming their own resources of cultural strength and the renewed use and management of the marine ecosystems on which they depend.  My big learning is that the skills and practices of participatory leadership are all around us, deep in the ground of the cultural legacies we have inherited as humans on this planet.  And when we can talk and learn and share between traditional indigenous peoples, we discover so many modalities that are from the same root.

Sad to be leaving, but happy to be coming home from four days of teaching, fuller than when I left.

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Triangulating learning

November 30, 2009 By Chris Corrigan Collaboration, Learning, Organization 2 Comments

Nancy White has posted a very nice “white paper” (pun intended!) on what she is calling “triangulating learning.”  Essentially she gives a clear picture of how to reach outside of your organizational boundaries to put social connections to work to increase creativity, collect inspiration and ground-truth ideas:

Triangulating learning through external support from individuals, communities and networks can provide significant, low or no cost support to innovators and learners within institutions. This triangulation requires networking skills and a willingness to learn in public – even possibly loose part of all credit for one’s work. The rewards, however, are increased learning, practical experience and ultimately the ability to change not just one’s self, but one’s organization.

via Full Circle Associates » Need Your Feedback on my Triangulating Thinking.

Those of us freelancers that have blogged for a long time are certainly familiar with this idea, but Nancy provides some very practical notes about getting started especially for people who work within organizational constraints.

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From the feed, ning edition

November 20, 2009 By Chris Corrigan Collaboration No Comments

Here a ning, there a ning.  This week, a post about all the ning sites I belong to:

  • Open Space World.
  • World Cafe Community
  • Presencing Institute
  • Applied Improvisation Network
  • Bowen Island Ourselves (our local citizenship ning)
  • Authentic Leadership in Action Institute

These are just the major and most active ones.  Interesting to see how ning has tipped and how fluent people are becoming with it.  Reminds me of wikis.  I understand the issues with closed source code and one company controlling all of these sites, but ning certainly has cracked a useful, focused, social networking tool.

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Strategic planning using the World Cafe and Open Space

October 29, 2009 By Chris Corrigan Art of Harvesting, Art of Hosting, Collaboration, Conversation, Design, Facilitation, Open Space, World Cafe 5 Comments

Today John Inman had a great post on using the world cafe for a five hour strategic planning session with a non-profit.  His process works as follows:

First I asked that the whole system be in the retreat. We had board members, a customer, grant writer, community member, and contractors.

1. Introduction in group setting
2. Introduce the process
3. Pose the question
4. Three cafe tables with three people each, start the cafe
5. Three rounds of conversation each 20 minutes
6. Returned people to original table and asked them to capture the main themes at each table. 20 minutes
7. Harvested main themes in group
8. Group process for prioritization and assessing performance on each focus
9. Opportunity map outcomes
10. Group process to explore opportunities to work on and time frames
11. Assign teams to develop tactical plans to address opportunities
12. Used affinity process to capture everyone’s values, and group into value titles
13. Developed the values for the non-profit from this harvest
14. From conversation developed mission for the non-profit
15. Created list of what the non-profit is and is not for them to develop a story about their organization and it role in the community
16. Provided a foundation for a vision statement to be drafted.
17. Reflection session and adjourn

And all of this in 5 hours. It was the most productive planning session I have ever had and I believe that is in no small part due to driving them into conversation early and the power of conversation transformed the session.

Years ago I developed a process for doing something similar in Open Space.  the challenge was how to hold an open planning conversation on the future of the organization, but address key areas without being controlling.  We designed a day and a half strategic planning retreat with a non-profit by first identifying the key areas which the plan needed to cover.  In this case the organization needed to plan in five basic areas: services, funding, human resources, government relations and labour relations.  We then issued an invitation to everyone who needed to come.  Our process ran like this:

  1. Prepare a harvest wall with five blank spots for reporting, each with one of the five topic headings.
  2. Open Space and invite any conversations to take place but point out that only those conversations that touch on the five planning topics will go forward into the plan.
  3. Open Space as usual with convenors hosting sessions and taking notes.  Convenors type notes up on laptops and print them out, placing the printed copy in one of the five topic areas (or outside the five topic areas, if the conversation was not relevant to planning).
  4. Overnight, compile the reports from each of the five groups and print a copy for each participant.
  5. In the morning, there are five breakout spaces in the meeting room each one focusing on one of the five topics.
  6. People self-organize their participation in a 1.5 to 2 hour conversation on each of these five areas.  I think we asked them to undertake specific tasks such as identifying key priorities, and planning action (including preliminary resource estimates and communications implications).  Also we asked them to identify initial implementation steps.  Rules of Open Space applied, especially the law of two feet.
  7. Groups met and then reported back.  Their initial plans were then sent to the executive of the organization for refining and more detailed resource costing (everyone knew that going in).

Like John, my experience of the process was incredibly productive and the plans were excellent, and sustainable over the long term because there was a huge amount of buy-in from the co-creation process.

These participatory processes are far more than “just talk” and with wise planning and focussed harvests, they are a very fast way to make headway on what can otherwise be tedious planning processes.

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