Part Two of a seven part series on the Seven little helpers for dialogue and action
2. Have a good question
One of the most common questions I get asked is “how do I come up with a powerful question?” My answer is “it depends.” There are some great guides to there to making great questions, (like ORID, Strategic Questioning or The Art of Powerful Questions) but when it comes down to it, my own practice is fairly intuitive. Here are a few guiding principles I use when creating good questions.
Know where you are in the process. Good dialogue proceeds from a good question, and a good question is dependant on the context of the work. When we are working in complex situations we can derive questions from the three phases of adaptive action: “What?” “So What?” and “Now What?”
Questions that get at “What?” are questions that help us to see what is happening. They orient us to the context of work. “What is going on here?” can be a perfect question to elicit stories and perspectives on a situation. Such stories and perspectives – especially when gathered from a diversity of voices and experiences – give us a rich set of data from which to ask more questions.
“So What?” questions are all about sensemaking. They ask us to look at data and discover together what it means. Given an understanding of one’s context – even an inevitably incomplete understanding – it’s possible to ask questions about where we want to go, what we want to do, or what needs to be changed. It’s often tempting to start with these questions but in the absence of at least some data, conversations around sensemaking questions devolve into aspirational wish lists or ungrounded conflicts of opinion.
“Now What?” questions are the ones of strategic intent. These are ones that require us to make decisions and to act to respond to the sense we made of our current context and do something about it. Sometimes we need to choose one direction to go in. Sometimes we need to send out exploration parties to discover promising pathways forward. Either way asking “now what do we do?” is a move that can only come after we have made sense of a situation.
Ask a question that no one can answer alone. Perhaps it goes without saying, but a good conversation is not a cross-examination, where one person has an answer and they try to elicit that answer from another. It constantly surprises me how frequently people in power “engagement wash” projects by giving the illusion of curiosity or openness while they hide the fact that their mind has already been made up. In Canada such action is technically illegal when it comes to consultation with First Nations with respect to infringing Aboriginal rights. Resource companies and governments regularly get called to account by the courts for pulling this trick.
At the very least I find this practice unethical and it leads to distrust, anger and apathy. As a professional facilitator I sometimes get asked to lead these kinds of processes and my response is to work with the client to be clear and honest about what is one the table for discussion. In a surprising number of cases I have had clients refuse to shift their stance, and in a couple of cases I have actually had people ask me to lead engagement processes that would lead the participants to a pre-determined conclusion. Those are immensely satisfying clients to fire. I only despair to know that there is often someone out there that will do the work regardless.
Just be honest about what you don’t know and go and find people to talk to that are smarter or more experienced that you are. I guarantee when you approach people with questions like that the honour and respect you afford them will create a great conversation.
Keep it simple and let the group add the depth. There is a romance about the beautiful and powerful question. Think of Mary Oliver’s question “What is it you plan to do with your one wild and precious life?” That is a beautiful question, aesthetically gorgeous, a small poem in itself. But for me such a question inspires awe and appreciation but not an answer. That may well be the kind of question that you can live into, but it is not necessarily a practical question for strategic work. Don’t get me wrong, as a person with a contemplative practice I love these kinds of questions. They give me a chance to reflect on my life; I can live them in the way that Rilke invites us to live a question.
But for a conversation in a meeting, keep your questions simple and let the group bring the depth. One of the best World Cafes I ever ran was a three round affair in which we asked the question “we are halfway through this retreat. What do we need to talk about now?” Another time, in a deeply conflicted community I asked “What the hell is going on?” These questions had the effect of opening a little space for the real conversations that were already happening to come into our process. The questions were simple, the conversations were powerful.
What are your own reflections and principles on creating good questions?
As the story goes, my buddy Tenneson Woolf sat down with our teacher and friend Toke Møller, and with all the depth of his legendary commitment to simplicity he asked this question: “Toke, if I had no tools or methods, but needed to hold an important conversation, what’s the ONE thing.I could use.”
And Toke thought for a moment and said “Presence. Just bring your full presence to the situation. Oh, and have a good question…oh….and…” What followed was short list of seven little things to stick in your back pocket that you can pull out to use anytime you need to stop and host a conversation.
Over the past few months I’ve been reflecting on these little helpers. They are both a very easy way into the practice of the Art of Hosting, whether you are using it for facilitation or leadership. And as I’m giving some thought lately about how to introduce these ideas in different languages and cultural contexts, I’m returning to the simplicity of these original seven basic tools, but I’m unpacking them and using them as a way to reflect on my practice. I think these might make a very good foundation for a particular kind of facilitation workshop.
So here they are, expanded, in an updated form, and with some new thoughts. This will be a series of seven posts, so please follow along and reflect with me as we go.
1. Be Present
When we are facing uncertainty and especially when the situation is complex the wisest thing we can do is to be still and open our senses to what is going on. This is both a personal and a collective practice. For me personally it means listening, watching, noticing what I am feeling. Becoming present helps me to sense the situation. It allows time to make a connection between our observations of the context and what we know to be true. It also allows us to wonder a bit about what we’re seeing and to file that in the “ask more deeply about this” bucket. As pattern finding creatures we look for the familiar first and when the context is uncertain we need to quickly scan for that which is unfamiliar too. The beginning of this work of Hosting conversations that matter comes from the practice of recognizing the unfamiliar in a sea of things that seem to make sense. It is not what we know that causes us to feel uncertain. It is the new and novel, perhaps even the easily dismissed that calls our deeper attention – a kind of unsettling dissatisfaction with the status quo – into play.
Being present allows us to linger in the unknown for a while and to take time to name it as a space of unfamiliarity. It also allows us to identify in ourselves what is trembling, worrying, disconcerting. My inner emotional landscape can provide a reliable set of signals and warnings, but without being quiet and still for a bit it can also provide a very unreliable set of responses to those signals.
Just as presence is a critical personal practice, it is also one that is important to do collectively. At the beginning of all conversations that matter I take a moment to bring people present to the work we are doing, provide a clear break from one context to another, and invite them fully into the work at hand. We often take a moment in silence to reflect on the work. I create a certain and clear threshold to cross before we begin.
In the work of confronting uncertainty, becoming present helps to ask the question “what is going on?” Which is always the first question to ask to orient a group’s attention to the task at hand. As we gather answers and reflections on that question, we can also look at how those insights work on us as a group, where we have fragility around the situation, where we need to be challenged, or where we are resourceful and clear.
Becoming present is the first tool to use but it is also one you can always come back to. When conversations are difficult, when emotional tension is high, offering a moment of silent presence is a generous act. It allows people to go inward and find their own wisdom in the situation. It can allow people a chance to let the adrenaline flow through their system and bring their senses back on line. It has saved many a tense conversation for me and helped me deal with situations that take me right out of my good mind.
Five links that caught my eye over the holiday.
New Power: How it’s Changing the 21st Century and Why you need to Know
A book review from Duncan Green, whose work on power, evaluation, and complexity in international development, I much admire. Seems this new book invites a shift in thinking about power from quantity to flows:
Old Power works like a currency. It is held by a few. It is closed, inaccessible and leader-driven. It downloads and it captures. New Power operates differently, like a current. It is made by many. It uploads, and it distributes. The goal with new power is not to hoard it, but to channel it.’
New Power is reflected in both models (crowd-sourced, open access, very different from the ‘consume and comply’ Old Power variety or the ‘participation farms’ of Uber and Facebook) and values (informal, collaborative, transparent, do it yourself, participatory but with short-term affiliations).
Understanding the Learner and the Learning Process
I am fascinated by the connection between how we learn in complex systems and how we strategize in complexity. I think they are the same thing. And there is no better lab for understanding good complexity learning than complex sports like basketball and football. Here is an annotated interview with Kobe Bryant, in which Richard Shuttleworth makes some notes about how learners learn in complexity from Mark O Sullivan’s excellent footblogball.
Jacob Bronowski, a holocaust survivor, discusses the dehumanizing power of arrogance and certainty in a powerful clip from a video where he visits Auschwitz and reconnects with the violence of knowledge.
This is the concentration camp and crematorium at Auschwitz. Thisis where people were turned into numbers. Into this pond were flushed the ashes of some four million people. And that was not done by gas — it was done by arrogance, it was done by dogma, it was done by ignorance.
When people believe that they have absolute knowledge, with no test in reality, this is how they behave. This is what men do when they aspire to the knowledge of gods.
Science is a very human form of knowledge. We are always at the brink of the known; we always feel forward for what is to be hoped. Every judgment in science stands on the edge of error and is personal. Science is a tribute to what we can know although we are fallible…
We have to cure ourselves of the itch for absolute knowledge and power. We have to close the distance between the push-button order and the human act. We have to touch people.
Design Thinking Is Fundamentally Conservative and Preserves the Status Quo
A solid challenge to the ubiquitous application of design thinking to solve complex problems.
The political dimensions of design thinking are problematic enough on their own, but the method is particularly ill-suited to problems in rapidly changing areas or with lots of uncertainty, since once a design is complete the space that the method opens for ambiguity and new alternatives is shut down. Climate change is one such area. The natural environment is changing at an astonishing rate, in ways that are likely to be unprecedented in human history, and that we are unable to fully predict, with each new scientific discovery revealing that we have far underestimated the complexity of the systems that are at play and the shifts on the horizons may very well mean the end of our existence. Yet, design-thinking approaches, adopted with much fanfare to deal with the challenge, have offered formulaic and rigid solutions. Design thinking has allowed us to celebrate conventional solutions as breakthrough innovations and to continue with business as usual.
Intellectual humility: the importance of knowing you might be wrong
An antidote to the above challenges: admitting that you might be wrong as a disciplined act:
Intellectual humility is simply “the recognition that the things you believe in might in fact be wrong,” as Mark Leary, a social and personality psychologist at Duke University, tells me.
But don’t confuse it with overall humility or bashfulness. It’s not about being a pushover; it’s not about lacking confidence, or self-esteem. The intellectually humble don’t cave every time their thoughts are challenged.
Instead, it’s a method of thinking. It’s about entertaining the possibility that you may be wrong and being open to learning from the experience of others. Intellectual humility is about being actively curious about your blind spots. One illustration is in the ideal of the scientific method, where a scientist actively works against her own hypothesis, attempting to rule out any other alternative explanations for a phenomenon before settling on a conclusion. It’s about asking: What am I missing here?
On the Art of Hosting email list last month, there was an inquiry posted by Monica Nissén asking about scaling the Art of Hosting as a leadership practice through levels of engagement. By “Art of Hosting” Monica means the four fold practice, which is the basic framework for leadership that gives our community a coherent centre of practice, around presence, participation, hosting others, and co-creation. Monica asked whether hoping these practices would just go viral in a networked way is enough, and I replied with the following, tracing a couple of long term projects I have been involved in that have supported systems change in child and family services in British Columbia.
It’s definitely deliberate and networked. For me, it’s about building capacity. Our biggest work the last 9 years has been providing the Leadership 2020 program to social service workers in British Columbia working with children, youth and families in agencies, indigenous communities and government.
(You can read a summary of our five year evaluation of this program here)
We continue to developmentally evaluate as we go, and as a result, each cohort is different, each curriculum is slightly changed and we find new and more relevant ways to introduce people to this practice.
The basis of that program is a leadership approach that is very similar and deeply informed by what we in the Art of Hosting community know as the four-fold practice: that great leadership is personal, practice-based, participatory and perceptive. The program is structured in cohorts made up of people that have to apply. We mix “legacy” leaders with experienced and emerging leaders to show that learning never ends. Each cohort participates in two 5 day residencies – which are basically extended Art of Hosting workshops – and a nine month program of learning in between, featuring webinars and coaching and peer support for the application of tools and methods.
Over the past eight years we have brought about 450 people through the program. While it’s about learning in participatory ways, the program has a kind of hidden agenda. We are very clear that, about every 20 years or so, the child welfare system in our province goes through a massive restructuring, often provoked by a crisis, but not always. We have always invited our participants to both practice their leadership on the issues that are immediately in front of them, but to do it in a way that builds their capacity to respond when that later transformation happens. We want them to be the first to run to the centre when the old system is dying, eager to use their capacity, relationships, and practice to create the new.
In these days, the system is now beginning that deeper transformation, and fortunately it hasn’t been preceded by a crises. Instead, the woman who founded the Leadership 2020 program, Jennifer Charlesworth, was appointed to a five-year term as the Representative for Children and Youth in British Columbia, a very powerful position that is independent of the government and that can make powerful recommendations about systems change, usually as a result of different issues or events. Jennifer is bringing a collaborative approach to her work and to be successful in that, she is partly relying on the 450 Leadership 2020 graduates that are spread all through the system. There is a built-in capacity that is being invited into its biggest calling, reaching across traditional divides of indigenous/non-indigenous and government/community. Jennifer’s appointment to the position was received with widespread enthusiasm and optimism. We are hoping to see that the system is able to evolve faster with this capacity embedded in a way that is less painful than a collapse and transformation.
Participatory practices have been used for a long time in the field of social work and child and family services. In 2003 I started working with David Stevenson to use Open Space, Cafe, Circle, and the four fold practice to begin to build an indigenous governance systems for child and family services in BC. Our colleagues Kris Archie and Kyla Mason, Pawa Hayupis and many other indigenous Art of Hosting practitioners came into and out of that work. Toke Moeller and Monica Nissen and Patricia Galaczy joined us to teach Art of Hosting to families and community members who were participating in that work: http://www.turtleisland.org/healing/healing-cousins.htm. Between 2003 and 2009 we did something important on Vancouver Island. We started something and then had to abandon it for a different form, because not every idea works. But David later took that work with him into his work in executive positions in government. Kris has now become the CEO of the Circle on Philanthropy and Aboriginal Peoples in Canada and Kyra has become an extraordinary executive director of Usma, a Nuu-Chah-Nulth agency on Vancouver Island. Pawa is currently doing her Masters of Arts in indigenous governance and she and David continue to offer Art of Hosting trainings locally, as do Caitlin and I. In each of these new settings capacity building for participatory leadership has been used.
Meanwhile, Jennifer and a small group of us began Leadership 2020 in 2011. It has taken 15 years of developing leadership at the grass roots level and seeing that leadership grow into positions of power that has allowed us to work with the system this way. There is capacity in BC now, hopefully enough to take the system through the changes that are now coming, the ones we have prepared for, the ones we are waiting for, the ones we are making, and the ones that will surprise us.
It takes courage, patience, time, power, stewardship, relationship, and community to do this work. It takes a common language and shared perspectives and it takes massive diversity and difference to build resourcefulness and resilience. It is costly, politically, emotionally and materially, and it is not easy work. It requires a fierce commitment to relationship and a willingness to be at the edge of safety, with one foot out into the dangerous world. You get uplifted, hurt, angry, and joyful. But it’s a long game and you cannot sacrifice the depth of the work for ease and comfort. And no one person or team can do it alone.
It is not enough to do some trainings and walk away. The viral network does not just magically appear. Beautiful workshop experiences are only useful for systems change if they are connected to power. It requires staying in.
I just realized a few weeks ago that, although I never intended to work in the field of child and family services, that this may indeed be my life’s work. It has been nearly 20 years since I first walked into Vancouver Aboriginal Child and Family Services to take on a job organizing their negotiations to become a “delegated agency” able to make decisions for and with indigenous children and families instead of government doing it. I think in that time I’ve learned a bit about what it takes to create the capacity in a large system that gives us a chance. That’s all I can say we’ve done at the moment, but I’m an optimist, so I live with the hope and gratitude that the legacy of the work we have done will make the world better for the kids who suffer the most in it.
Its that time of year when we are getting ready to invite people back to Bowen Island for our annual Art of Hosting. Since 2004, folks have travelled from all over the world to come to this gathering. Over four days and three nights, we will be diving in with each to explore powerful tools for participatory leadership, engagement and hosting conversations.
Our team this year consists of myself, Caitlin Frost, Amanda Fenton and Teresa Posakony, four long time Art of Hosting stewards who have extended their practice into other related fields. These are some of my closest colleagues in the work, and people with whom I have done some of most interesting, engaging and complex work in my career. We each bring a deep set of practices and experiences to our work and we all love teaching.
Caitlin is one of the world’s foremost practitioners of The Work of Byron Katie, a practice of self-inquiry that has been used by leaders and participants in our program to develop a strong personal leadership practice for inquiring into limiting beliefs. Being able to show up resrouceful in challenging work is a crucial aspect to participatory leadership, whether you are leading an organization, a community or a single meeting. The Art of Hosting is predicated on the ability of hosts to hold space when we are uncertain of outcomes and dealing with emergence. Caitlin will be leading a half day of work during the workshop to introduce participants to the practice and demonstrate ways of using similar practices collectively, so that groups can increase their capacity for working in complexity.
Amanda is a steward of The Circle Way, which is the core practice behind the Art of Hosting. Understanding how to lead and work in Circle gives hosts and leaders a powerful practice ground for participatory leadership. It is a place where hosts can learn how to practice standing in places of power and leadership and how to lend their attention to holding open the space that is needed for voices and leadership to emerge within a system . Circle practice is not simply about a dialogue method, but is instead a ground for developing the leadership skills needed for participatory work.
Over the past decade, Teresa’s work has combined skillful participatory practice with a curiosity about how to change systems, especially those systems that are responsible for health and education. Using a combination of learnings from research in neurology, epigenetics, adverse childhood experiences and resilience, Teresa has put together a body of work to bring trauma informed practice to leadership, participatory gatherings and systems change.
This year we are also being joined by a colleague from Japan, Yurie Makihara who uses dialogue and participatory leadership in her work with businesses and municipalities in Japan on sustainability issues.
As for me, I get to bring my deep interest in designing process for complex challenges, using hosting for planning, action and evaluation to address tricky strategic work into this work. What I love about teaching is how much more I learn about my own work as I share it with my colleagues and with participants who are bring real life challenges to the program.
It’s not all about us though. It’s also about you, the participants. each Art of Hosting is highly experiential and you are invited not only to bring your own work and curiosities to Bowen, but bring your courage to step up and host with us. We have participants coming from a variety of sectors including business, education, social services, churches, local and indigenous governments and philanthropy. The conversations and connections that are formed on Bowen often last year, between diverse folks from a variety pf places. We invite you to join us as well.