'Our Museums' Initiative - communities and museums as active partners

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Laura Gutierrez, Glasgow Museums

Presentation from the Museums Galleries Scotland 'Fortune Favours the Brave' conference, September 2013.

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  • {"12":"In the first year of this initiative, we looked at Glasgow Museums’ staff team as a community of museum practitioners, what skills we have and the ways in which we work together. We questioned the ways in which we could develop new mechanisms for more effective collaborative working internally. From this, a Staff Ambassadors programme has been developed for museum staff which will work with a changing group of 12 staff every six months. The object of the Staff Ambassadors Programme is to share skills and learn new ones that can be applied to their work, develop greater understanding of working with different communities and providing a positive forum for exchange, dialogue and debate. \nThe programme has coaching and mentoring at its heart, with staff taking part being offered coaching training by the Learning and Development team, with the aim being that a greater coaching culture is developed within the staff team. Current ambassadors will act as coaches to the next cohort of staff joining the programme and will bring this ability to the work they may undertake with members of the public or groups they make work with. \nThe programme is self-directed – that means that staff taking part can put together their own programme of activity that meets the learning needs they identify through their personal development plan. A selection of field visits and peer learning projects are on offer for the staff ambassadors to take part in so that they can build their learning and share skills with each other on live/current projects. \nThis programme has been designed to create safe spaces for staff to reflect on their practice and to develop greater understanding of other’s roles within the organisation. It will also provide opportunities for staff to explore different contexts – within as well as outwith – the organisation. \nThere are team meetings each month which provide a forum for discussion and also the opportunity to learn new skills related to effective workplace communication, in particular, regularly taking part in action learning sets to develop their coaching and listening skills. \n","8":"In the first year of this initiative, we looked at Glasgow Museums’ staff team as a community of museum practitioners, what skills we have and the ways in which we work together. We questioned the ways in which we could develop new mechanisms for more effective collaborative working internally. From this, a Staff Ambassadors programme has been developed for museum staff which will work with a changing group of 12 staff every six months. The object of the Staff Ambassadors Programme is to share skills and learn new ones that can be applied to their work, develop greater understanding of working with different communities and providing a positive forum for exchange, dialogue and debate. \nThe programme has coaching and mentoring at its heart, with staff taking part being offered coaching training by the Learning and Development team, with the aim being that a greater coaching culture is developed within the staff team. Current ambassadors will act as coaches to the next cohort of staff joining the programme and will bring this ability to the work they may undertake with members of the public or groups they make work with. \nThe programme is self-directed – that means that staff taking part can put together their own programme of activity that meets the learning needs they identify through their personal development plan. A selection of field visits and peer learning projects are on offer for the staff ambassadors to take part in so that they can build their learning and share skills with each other on live/current projects. \nThis programme has been designed to create safe spaces for staff to reflect on their practice and to develop greater understanding of other’s roles within the organisation. It will also provide opportunities for staff to explore different contexts – within as well as outwith – the organisation. \nThere are team meetings each month which provide a forum for discussion and also the opportunity to learn new skills related to effective workplace communication, in particular, regularly taking part in action learning sets to develop their coaching and listening skills. \n","14":"Series of discussion sessions put in place as a direct response to staff feedback that indicated there was a lack of opportunities to come together to discuss practice and to exchange ideas. \nOpportunity for the service to put in place one internal mechanism that helps us to develop staff skills and a greater understanding across the service of community engagement and what this looks like within different contexts \nInsight Cafes: a discussion series started recently that will provide a forum for discussion around participatory practice and organisational and cultural change. \nFirst Café was held in May in Scotland Street School Museum and hosted by Gerri Moriarty, a community artist and consultant who has worked in the UK and internationally\n","4":"Support and develop museums and galleries to place community needs, values, aspirations and active collaboration at the core of their work\nInvolve communities and individuals in core decision-making processes and to implement the decisions taken\nEnsure that museums and galleries play an effective role in developing community skills\n"}
  • 'Our Museums' Initiative - communities and museums as active partners

    1. 1. Our Museum: Communities and Museums as Active Partners Laura Gutierrez Glasgow Museums
    2. 2. • Know that this is a safe space What is said in this room, stays in this room • Ensure that airtime is shared • Listen to understand • Share your own unique perspectives • Expect to be surprised • Ask “what’s possible?”, not “what’s wrong?” • Have fun!
    3. 3. What is the Our Museum initiative? It is a about facilitating a process of organisational change within museums and galleries across the UK that are committed to active partnership with their communities. Three year change process funded by Paul Hamlyn Foundation Live Adventurously (1998) Ron Waddams
    4. 4. Working towards four key outcomes • Understanding local need • Community agency • Capacity building • Reflection The Artist’s Studio, Rue Saint-Georges (1876) Auguste Renoir
    5. 5. “How do we change the ways we work together?” “How can we better share our information, knowledge and skills?”
    6. 6. Creating spaces, mechanisms and opportunities for meaningful discussion
    7. 7. Staff Ambassadors’ Programme Community Advisory Panel Artist in Residence
    8. 8. Staff Ambassadors Programme • Learn new information • Gain new knowledge to apply to the workplace • Gain new skills • Achieve a better understanding of colleagues • Gain a new sense of personal accomplishment • Become inspired to test out new ideas and ways of working
    9. 9. “The programme has allowed me to have meaningful conversations with people I wouldn’t ordinarily make contact with and the learning I have gained from this is very helpful for my role within Museums.” “I have learnt the importance of listening to make communication an active, two way process that leads to equality in decision making and problem solving.” “It has been really liberating to work with colleagues who have different learning styles than my own. It has been a good leveller for me and has allowed me to learn how to approach things from different angles.”
    10. 10. Community Advisory Panel The Panel will allow space for regular dialogue, exchange and collaboration between GM staff and representatives of the communities that make up our city. It will provide an opportunity for members to share skills, knowledge and experience in a supported and safe environment.
    11. 11. • To discuss, debate and consider current museum practice and process and how they can better reflect and respond to local need • To provide information and advice based on the knowledge and experience of its members to inform the activities and development of GM • To create a network of support, trust and collaboration between GM staff and communities • To help to reduce real and perceived barriers between the public and museums in general • To help to establish links and partnerships between Glasgow Museums and community based organisations operating within the city
    12. 12. “Our discussions are highlighting not only the different experience but the different ways of thinking that can come together in one room.”
    13. 13. Artist in Residence “It took people out of their comfort zone. It cut through the negativity.” “It allowed staff to think and act differently with each other.”
    14. 14. OVER TO YOU!
    15. 15. THANK YOU Keep in touch! laura.gutierrez@glasgowlife.org.uk 0141 276 9345

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