Positive Deviance, Presentation at DwD by Erika Bailey

Positive Deviance Acting our Way to a New Way of Thinking Erika Lee Bailey and Associates for Dwd, Nov 2010

Liberating Structures 1. Appreciative Interviews 15. Smart Network Map 2. Agreement/ Uncertainty Matrix 16. Generative Relationships 3. TRIZ 17. Purpose-to-practice Design 4. Wicked Questions 18. Scenario Planning Critical 5. Min Specs Uncertainties 19. Impromptu Speed Networking 6. Chunking/ Rapid Prototyping 20. 1-2-4- Whole Group 7. Improv 21. Troika Consulting 8. 15% Solutions 22. Fishbowl Sessions: “What I need 9. Open Space Technology from you” 23. Celebrity Interview 10. Ecocycle Sifting and Gathering 24. 5 Whys and 10 Hows 11. Panarchy: Cross-Scale Change 25. Storyboarding Agendas 12. Conversation Café Dialogue 26. Positive Deviance 13. Discovery and Action Dialogue 14. Wise Crowds Group Consultation

“positive deviance”

What is PD? • Bottom-up change process for large, complex systems • Process to overcome an important, measurable, intractable, and complex problem • Assumes that in any community there are always positive deviants

Keep your eye on 3 things: • Positively Deviant people/ behaviours • Innovations that enable and encourage new behaviours or overcome barriers • The Problem (this is what inspires people to action)

Guiding Principles • People who “touch” a problem/topic have the wisdom to solve it, or affect it. •Best results happen when we let the group dictate where/ when it will “go”. •The methods/tools are not their to control, but to liberate thought, connection, and action. •People participate on their own terms, when and how much they want to. •Nothing about me without me. •Go slow to go fast. Patience serves the process.

Typical PD Stages Disseminate: get it out! Develop: new practices Discover: Where are they? What are they doing? Determine: Are there PD’s? Define: what’s the problem? What’s the desired outcome?

Jay and Monique Sternin are the “grandparents” of PD, BUT PD is moved by the people. We as practitioners guard, guide, and “nudge”

The 1st PD Project-Vietnam Measurable: Important: Agencies were already in Too many children dying place measuring the relevant each day from malnutrition. data (malnutrition/ infant Mortality etc.) Problem: 65% malnutrition rate in children under 5 Intractable: Complex: Project spanned four Previous efforts had made communities separated by only short-term non- distance. Involved complex sustainable gains. group processes and needs.

Now what? Great, but… PDs: Include shrimp and Knowledge doesn’t change Crab/ feed 4 times/ behaviour. Parental feeding What activity would enable others to adopt the critical PD behaviours?

Vietnam Discoveries Non PDs: PDs: Kids suffering. Include shrimp and Feeding 1-2 times. Crab/ feed 4 times/ Children self-feed Parental feeding

Vietnam Results Malnutrition #s 80% reduction Affected 2.2 million Problem: 65% malnutrition rate in children under 5 Cultural Change People have a new way of talking and sharing info

Other Global Applications • Child Soldiers in Uganda • FGM in Egypt • Public Extortion in Argentina • Smoking Cessation in Wales • Hospital-born superbug infections in Canada/ US/ Columbia • Infant mortality in Egypt, Guinea,

Discovery and Action Dialogue (DAD) 1. How do you know the problem is present? 2. What do you do to prevent the problem? 3. What stops you from doing those things 100% of the time? 4. Who do you know who is able to get over those barriers given the same resources? Can we talk to them? How are they doing it? Can you show us? 5. Any ideas what we can do now? 6. Any volunteers?

Wise Crowds • 1 min: Person A presents their challenge. • 2 min: Clarifying questions (not solving!) • 5 min: Person A turns, and silently takes notes while group discusses challenge. • 2 min: Person A returns to group and tells them what was particularly useful, and what insights they gained.

IMPROVISATION…ACTING YOUR WAY INTO A NEW WAY OF THINKING…

TRIZ • Let’s design a system where if one of you had the flu, all of the rest of you would become infected with the flu by the time you left here tonight.

PD Coaching Role • Be the “guardian of the process” • Leave the doing to the people • Nudge here and there to get people back to the process • Encourage them to celebrate successes (small and big wins)

PD Coaching Qualities • Patience • True curiosity • Firm grounding in the process • Flexibility (PD is not fixed. It evolves) • Willingness to ask for help • Comfort with ambiguity or willingness to develop a comfort with ambiguity

For more information www.positivedeviance.org www.positivedeviance.ca www.plexusinstitute.org www.stopsuperbugs.com www.socialinvention.net Or follow Dr. Michael Gardam on Twitter: drmichaelgardam

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Positive Deviance, Presentation at DwD by Erika Bailey

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Positive Deviance, Presentation at DwD by Erika Bailey — Presentation Transcript

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