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Submitted by eekim on Thu, 06/30/2016 - 16:26
This article was first published on Eugene Kim's blog, Faster Than 2.0.This is part three of a three-part essay on facilitating group learning. Part two of a three-part essay on facilitating group learning. See also part one, “Getting real about experiments and learning.” and two, "Documenting Is Not Learning."
Two months ago, I blogged about my experiment with Dharmishta Rood and the Code for America Incubator, which wraps up in another few months. The goal is to help startups — in this case, a company called PostCode — develop great collaborative habits in its formative stage. The theory is that it’s more effective to build good habits from the start than it is to try to change bad habits later.
Guest Blog | The Seminal Skill in Adaptive Leadership: The Work of Building Trust By Katherine Tyler ScottSubmitted by LLC Staff on Thu, 06/30/2016 - 16:14
One of the first things we learn in life is whether and how to trust someone else. Our experience with our caregivers tell us whether we can be safe and secure in a dependent relationship, whether the environment is loving or hostile, open or closed to our discomfort, affirming or rejecting of who we are, and whether our basic survival needs will be met without fear. What we learn in these first relationships of trust-holding remain with us for all of our lives. They are the building blocks, the foundation for who we become. If we have not examined the origins of trust in our own lives we will be unaware of the influence they have on our behavior and the health of our relationships. We will be unconscious as to the effect these early formational experiences have on our leadership of others. We will be limited in our understanding of the impact that trust in our lives will have on the individuals and groups we invite into the vulnerable and risky work of adaptive leadership.
Submitted by Miriam Persley on Thu, 06/16/2016 - 12:03
Beth Tener and Carole Martin presented ways of transitioning our organizations into a network mindset. They presented applicable tools to transform any organization. They answered many questions live, however, here are a few more questions that they were able to dive deeper into. If you missed the webinar you can watch the recording and view the slides. Beth and Carole also share more resources in this blog.
Networks and Leadership Webinar Series: Foundations as Network Leaders: Learning from One Foundation’s Journey and ResultsSubmitted by Miriam Persley on Mon, 06/06/2016 - 16:22
Join us for the third session of the Networks and Leadership Webinar Series on "Foundations as Network Leaders: Learning From One Foundation's Journey and Results"
What does it mean for a foundation to become a facilitative leader? And how can foundation staff make the case for network-based funding approaches to boards and other stakeholders? This two-part series will explore successes and insights from the DentaQuest Foundation’s national systems change strategy Oral Health 2020. Started in 2011, this network-based strategy has achieved notable results—development of oral health leaders across the country, creation of new state partnerships connected to a national health improvement network, and tangible system and policy changes such as the expansion of public benefits in more than 15 states. Come learn about what it took to make this work happen from the perspective of Foundation leaders Brian Souza and Mike Monopoli, initiative evaluator Clare Nolan (Harder+Company Community Research), and network weaver Marianne Hughes (Interaction Institute for Social Change).
Submitted by Miriam Persley on Tue, 05/31/2016 - 15:51
For many of us, talking to others with opposing views requires skill. I was reminded of how important this is while listening to “39 Shots” a podcast episode from Criminal. It featured the story of Nelson Johnson, the founder of Beloved Community and who also happened to be a Creating Space V catalyst in 2004.
On the podcast, Nelson re-lives November 3, 1979 the day he and others from the Communist Workers Party were attacked by the KKK. Five people died because of the violence that happened that day. To the disappointment of some in the community, state courts acquitted the KKK members named in investigations. Twenty-five years later a Truth and Reconciliation Commission was organized. The podcast also featured the restorative
Submitted by eekim on Tue, 05/31/2016 - 15:26
This article was first published on Eugene Kim's blog, Faster Than 2.0.This is part two of a three-part essay on facilitating group learning. Part two of a three-part essay on facilitating group learning. See also part one, “Getting real about experiments and learning.”
A few years ago, my friend and colleague, Rebecca Petzel, wrote about a participatory art exhibit where the artist asked, “What is transformation?” One of the replies was, “Moving beyond documentation.”
I laugh every time I read this, but I also shake my head. How and why did documentation become so synonymous with learning (or worse, transformation)?
My mentor, Doug Engelbart, always said that the distinguishing characteristic of a high-performance group was its ability to learn and improve. One sign that a group was good at learning was its ongoing care and maintenance of what Doug described as a “dynamic knowledge repository.”
When people asked Doug what a “dynamic knowledge repository” looked like, he always described something digital. That made sense. Among the many things that made Doug a visionary was his recognition that digital technology had the ability to transform the speed at which we act and the quality of those actions. It’s something I still believe wholeheartedly.
GUEST BLOG | A Simple Way for Nonprofit Leaders To Incorporate Mindfulness Into Their Daily Work by Beth KanterSubmitted by LLC Staff on Tue, 05/31/2016 - 14:24
Yesterday, I had the honor of being a guest facilitator at a transformative leadership retreat with colleagues Heather McLeod Grant, Chris Block, Lance Fors, and David Havens. The retreat curriculum is built around a framework called “I-WE-IT” that covers mindsets and practical skills that today’s social change leaders of all generations need as we move towards more collective approaches.
Submitted by LLC Staff on Tue, 05/31/2016 - 14:07
Large systems change is audacious. It is change that involves lots and lots of people and organizations – even global breadth. It is change that is transformational rather than incremental; it is about basic restructuring, rethinking and reimaging.
Over the past few decades, I’ve been in working on understanding and advancing this type of change, in relationship with large systems change agents. People like Peter Eigen at Transparency International, Georg Kell at the Global Compact, Otto Scharmer at the Presencing Institute, and Petra Kunkel at the Collective Leadership Institute. What do these people and my experience suggest about leadership among audacious change agents?
Such people are attentive to their own life balance, well-being, and happiness. Peter Eigen plays the saxophone; Otto Scharmer takes blocks of time off for his family; Petra has a home in Germany and South Africa, which enhances her relationship with those she’s working; I’ve found morning chanting in my Sokka Gaki Buddhist tradition indispensable.
Submitted by Deborah Meehan on Tue, 05/31/2016 - 14:02
Really, the only way to start this blog is with a story I heard from Irvans Augustin of Urban Impact Labs, at a convening of the Climate Resilience and Urban Opportunities Initiative funded by the Kresge Foundation. A group of organizers in Miami wanted to do something about transit problems.They looked at the lack of transit access in high-density neighborhoods where the FEC railroad line passed and didn’t stop. They brought together community organizations and identified a perfect underpass parking space for a pop-up train station adjacent to the FEC line that would be an ideal transit stop. They came up with a brand for a transit system, the Purple Line, a transit line that would provide equitable service to neighborhoods throughout the city. They then began to plan a train station opening at this location and with the social media buzz in people’s minds it became a real grand opening for a train station. Within a couple of months’ people started coming up and saying how cool that there would be a station in this location. For the weekend-long grand opening, 25 collaborating businesses organized the event with container cars, artists who decorated the parking lot with transit maps, train noises, local restaurants serving food and a DIY crosswalk. Thousands of people attended the Purple Line opening, and many expected a grand opening for an actual train station. Even a public official who thought it was a real train station opening showed up.