#1537

Hi all, from a mostly-lurker who has learned a lot from all of you!

I'm working with a group on developing their high level goals. They have a mission and vision. What they know is that some of the goals will be similar to what they've done before, and some will be new and outside current expertise. There is also a desire by the board of the organization to break out of the old program "silos" and work in a more intersectional way.

The process is going to be primarily staff driven with board input at intervals. It definitely needs to engage current staff (many of whom have narrow expertise that is not intersectional) and potentially some other external voices TBD. I would love to engage a large number of the staff in the process if possible, without taking up a ton of their time, though we could also have it be leadership driven. Even better if it can allow for asynchronous work for people in different time zones.?

I'm new to this (thus the lurking!). Does anyone have a place I can go to get started looking at methods for pushing the group to think in new ways about what new and more intersectional goals could be, in a liberating structures kind of way? I looked at Keith McCandless and Johannes Schartau's piece on Liberating Strategy which seems potentially relevant. What other methods am I missing?

Thanks for any thoughts or good questions or anything else... with appreciation.

#1538

开云体育

Hi Linda

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In addition to the Liberating Structures approaches you might find it helpful to look at the participatory strategic planning process developed by the ICA.? There is a summary of it here: ? It’s a useful and versatile approach to involve small to large groups in a collaborative planning process from “strategic directions” (i.e. what practical actions do we want to see in place – to take you towards the vision you have) through to action.? What’s neat about it is that it breaks into distinct segments and can be developed to combine synchronous and asynchronous working.

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There are other Large Group Interventions that might be useful – here’s a summary of approaches which also includes some further references at the end -

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A lot depends upon your needs, what technology your people are comfortable with and what outcomes you are keen to achieve.? If you want a longer conversation don’t hesitate to message me.? I’m sure you’ll get useful suggestions from others here.? ?

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Good luck!

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Best wishes

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Mike

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Mike Pounsford

www.linkedin.com/in/mikepounsford

@mikepounsford

?

Designing and Leading Conversations for Change

+44 (0) 1732 371 252

+44 (0) 7860 196 343

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From: [email protected] <[email protected]> on behalf of Linda Baker via groups.io <lindasbaker@...>
Date: Thursday, 24 June 2021 at 00:47
To: [email protected] <[email protected]>
Subject: [f4c-response] Emergent goal setting processes that push intersectional/new thinking

Hi all, from a mostly-lurker who has learned a lot from all of you!

I'm working with a group on developing their high level goals. They have a mission and vision. What they know is that some of the goals will be similar to what they've done before, and some will be new and outside current expertise. There is also a desire by the board of the organization to break out of the old program "silos" and work in a more intersectional way.

The process is going to be primarily staff driven with board input at intervals. It definitely needs to engage current staff (many of whom have narrow expertise that is not intersectional) and potentially some other external voices TBD. I would love to engage a large number of the staff in the process if possible, without taking up a ton of their time, though we could also have it be leadership driven. Even better if it can allow for asynchronous work for people in different time zones.?

I'm new to this (thus the lurking!). Does anyone have a place I can go to get started looking at methods for pushing the group to think in new ways about what new and more intersectional goals could be, in a liberating structures kind of way? I looked at Keith McCandless and Johannes Schartau's piece on Liberating Strategy which seems potentially relevant. What other methods am I missing?

Thanks for any thoughts or good questions or anything else... with appreciation.

#1541

Hi Linda,?
Your use of the words emergent, intersectional, and liberating caught my attention.?

I've been taken with the work of on developing a Liberatory Consciousness. Her website might offer some help on framing of goals and reflection practice questions that can help push the boundaries of current experience.?

My other feedback may be less welcome, but I feel compelled to voice it gently. I hear a tension in what you are asking for: emergent goals (complexity aware), new intersectionality, and widespread participation but also not wanting to take a bunch of time. Yes, navigating time zones needs to be done, but I'm not sure it's realistic to open up people's thinking, get broader and non-siloed ideas and coordination, and regular meaningful engagement without taking significant time and reflection. You are talking about deep shifts and expanding shifts, within individuals and within an organization--expecting that can be accomplished via only light touches that are mostly asynchronous seems like a poor match to what you are seeking. Moving at the speed of trust, lifting up relationships, paying attention to process--these are the things that allow people to move into expansive, liberatory and new spaces and to do so together, across siloes. I would urge you to work with consultants to design a process for this kind of change that suits your organization and the specific experience you are seeking. You are up to something that can be transformative if done with true reflective practice and prioritized with time and engagement.?

Good luck! It's sounds like such worthwhile work.

Anna Martin (she/her), Director of Inquiry
Picture Impact | Strategists. Designers. Evaluators.

tel +1 612 351-2327 | mobile +1 612 805-6460 | skype: annakielmartin

?|?email?|?|?

Developing a Liberatory Consciousness - Barbara Love.pdf

#1542

What a lovely response, Anna...?

great to be reminded of Barbara Love's valuable work...

really appreciating your gentle pointing out of the tension between expansive visions and minimal time allocation...

and looking forward to learning more about your work, via your intriguing website.

with?all best wishes,

Rosa

Rosa Zubizarreta

coaching in participatory leadership
advanced group facilitation services & learning opportunities

Show quoted text

On Thu, Jun 24, 2021 at 4:24 PM <anna@...> wrote:

Hi Linda,?
Your use of the words emergent, intersectional, and liberating caught my attention.?

I've been taken with the work of on developing a Liberatory Consciousness. Her website might offer some help on framing of goals and reflection practice questions that can help push the boundaries of current experience.?

My other feedback may be less welcome, but I feel compelled to voice it gently. I hear a tension in what you are asking for: emergent goals (complexity aware), new intersectionality, and widespread participation but also not wanting to take a bunch of time. Yes, navigating time zones needs to be done, but I'm not sure it's realistic to open up people's thinking, get broader and non-siloed ideas and coordination, and regular meaningful engagement without taking significant time and reflection. You are talking about deep shifts and expanding shifts, within individuals and within an organization--expecting that can be accomplished via only light touches that are mostly asynchronous seems like a poor match to what you are seeking. Moving at the speed of trust, lifting up relationships, paying attention to process--these are the things that allow people to move into expansive, liberatory and new spaces and to do so together, across siloes. I would urge you to work with consultants to design a process for this kind of change that suits your organization and the specific experience you are seeking. You are up to something that can be transformative if done with true reflective practice and prioritized with time and engagement.?

Good luck! It's sounds like such worthwhile work.

Anna Martin (she/her), Director of Inquiry
Picture Impact | Strategists. Designers. Evaluators.

tel +1 612 351-2327 | mobile +1 612 805-6460 | skype: annakielmartin

?|?email?|?|?

#1543

开云体育

Yes, the feedback is much appreciated — and so much goodness to dig into!?

Show quoted text

On Jun 25, 2021, at 8:32 PM, Rosa Zubizarreta <rosalegria00@...> wrote:

?
What a lovely response, Anna...?

great to be reminded of Barbara Love's valuable work...

really appreciating your gentle pointing out of the tension between expansive visions and minimal time allocation...

and looking forward to learning more about your work, via your intriguing website.

with?all best wishes,

Rosa

Rosa Zubizarreta

coaching in participatory leadership
advanced group facilitation services & learning opportunities

On Thu, Jun 24, 2021 at 4:24 PM <anna@...> wrote:

Hi Linda,?
Your use of the words emergent, intersectional, and liberating caught my attention.?

I've been taken with the work of on developing a Liberatory Consciousness. Her website might offer some help on framing of goals and reflection practice questions that can help push the boundaries of current experience.?

My other feedback may be less welcome, but I feel compelled to voice it gently. I hear a tension in what you are asking for: emergent goals (complexity aware), new intersectionality, and widespread participation but also not wanting to take a bunch of time. Yes, navigating time zones needs to be done, but I'm not sure it's realistic to open up people's thinking, get broader and non-siloed ideas and coordination, and regular meaningful engagement without taking significant time and reflection. You are talking about deep shifts and expanding shifts, within individuals and within an organization--expecting that can be accomplished via only light touches that are mostly asynchronous seems like a poor match to what you are seeking. Moving at the speed of trust, lifting up relationships, paying attention to process--these are the things that allow people to move into expansive, liberatory and new spaces and to do so together, across siloes. I would urge you to work with consultants to design a process for this kind of change that suits your organization and the specific experience you are seeking. You are up to something that can be transformative if done with true reflective practice and prioritized with time and engagement.?

Good luck! It's sounds like such worthwhile work.

Anna Martin (she/her), Director of Inquiry
Picture Impact | Strategists. Designers. Evaluators.

tel +1 612 351-2327 | mobile +1 612 805-6460 | skype: annakielmartin

?|?email?|?|?