#LearningIsHorrible, and Other Harsh RealitiesC4Media
Video and slides synchronized, mp3 and slide download available at URL http://bit.ly/1YEnNSA.
Jeffrey Fredrick talks about how human psychology works against successful agile adoption and that seeking excellence in agile development requires difficult emotional work. He challenges listeners to reconsider accountability for failure and frustration, and invites to establish the habits and patterns that can lay the groundwork for success. They are simple, but not easy. Filmed at qconlondon.com.
Jeffrey Fredrick is currently CTO and Head of Product at TIM Group in London. He is also the organizer of CITCON, an international open space software conference, and the organizer of the London Action Science meetup, which focuses teaching individuals to create change in their organization by changing their mindset and communication.
The document summarizes a webinar for journalism fellows. It includes:
1) An agenda for the webinar covering introductions, defining global citizenship, fellowship expectations, note-taking tips, a TED video, and Q&A.
2) Fellowship expectations including documenting travel experiences through blogging, interviews, and producing an article for publication.
3) Tips for fellows such as note-taking, conducting interviews, and managing time abroad and at home while working on their required article.
The document discusses Gestalt principles of perception, which describe how humans tend to organize visual elements into groups or unified wholes. It covers principles such as the whole being greater than the sum of parts, similarity, proximity, continuity, closure, figure/ground relationship, common fate, and symmetry/balance. Examples are provided to illustrate how each principle influences human perception and how they can be applied in design, including for layout, navigation, and user interfaces.
Local DirectGov Open Data Event was a useful day where participants:
1) Worked in teams on projects using open government data to solve problems.
2) Presented their results and solutions using presentation templates.
3) Competed for prizes in categories like most useful, elegant, and citizen-focused projects.
Liberating Structures for Scrum: The Daily ScrumStefan Wolpers
The 15th Hands-on Agile meetup continues exploring Liberating Structures for Scrum events. This time, we address the Daily Scrum.
Liberating Structures cover a set of easy to learn, yet powerful ways to collaborate as a team—even as a large team—, overcoming traditional communications approaches like presentations, managed discussions, or another disorganized brainstorming at which the loudest participants tend to prevail.
Throughout the coming months, we will create exciting new ways how to improve classic Scrum events like the Daily Scrum, the Sprint Review, or the Sprint Retrospective. Moreover, we will use Liberating Structures for difficult challenges that agile coaches, Scrum Masters, and Product Owners face, for example, reviewing the existing product design process.
This document discusses stakeholder analysis for a project. It identifies different types of stakeholders (internal/external, operational/commercial contacts, etc.) and ways to assess their level of interest, influence, and commitment to the project. Stakeholder commitment is depicted on a curve from awareness to internalization. Stakeholders are also categorized by status - green for supporters, orange for neutral, and red for blockers. The document provides examples of factors that could lead to each status designation.
The document discusses stakeholder communication strategies and processes. It outlines the importance of stakeholder analysis and mapping key stakeholders. It also discusses developing communication plans to provide updates on project status and gather feedback. Tools like commitment curves and distribution matrices can help with effective stakeholder communication and ensuring the right information reaches the intended audiences. The overall goal is to achieve buy-in, understanding and commitment through continuous two-way communication.
#LearningIsHorrible, and Other Harsh RealitiesC4Media
Video and slides synchronized, mp3 and slide download available at URL http://bit.ly/1YEnNSA.
Jeffrey Fredrick talks about how human psychology works against successful agile adoption and that seeking excellence in agile development requires difficult emotional work. He challenges listeners to reconsider accountability for failure and frustration, and invites to establish the habits and patterns that can lay the groundwork for success. They are simple, but not easy. Filmed at qconlondon.com.
Jeffrey Fredrick is currently CTO and Head of Product at TIM Group in London. He is also the organizer of CITCON, an international open space software conference, and the organizer of the London Action Science meetup, which focuses teaching individuals to create change in their organization by changing their mindset and communication.
The document summarizes a webinar for journalism fellows. It includes:
1) An agenda for the webinar covering introductions, defining global citizenship, fellowship expectations, note-taking tips, a TED video, and Q&A.
2) Fellowship expectations including documenting travel experiences through blogging, interviews, and producing an article for publication.
3) Tips for fellows such as note-taking, conducting interviews, and managing time abroad and at home while working on their required article.
The document discusses Gestalt principles of perception, which describe how humans tend to organize visual elements into groups or unified wholes. It covers principles such as the whole being greater than the sum of parts, similarity, proximity, continuity, closure, figure/ground relationship, common fate, and symmetry/balance. Examples are provided to illustrate how each principle influences human perception and how they can be applied in design, including for layout, navigation, and user interfaces.
Local DirectGov Open Data Event was a useful day where participants:
1) Worked in teams on projects using open government data to solve problems.
2) Presented their results and solutions using presentation templates.
3) Competed for prizes in categories like most useful, elegant, and citizen-focused projects.
Liberating Structures for Scrum: The Daily ScrumStefan Wolpers
The 15th Hands-on Agile meetup continues exploring Liberating Structures for Scrum events. This time, we address the Daily Scrum.
Liberating Structures cover a set of easy to learn, yet powerful ways to collaborate as a team—even as a large team—, overcoming traditional communications approaches like presentations, managed discussions, or another disorganized brainstorming at which the loudest participants tend to prevail.
Throughout the coming months, we will create exciting new ways how to improve classic Scrum events like the Daily Scrum, the Sprint Review, or the Sprint Retrospective. Moreover, we will use Liberating Structures for difficult challenges that agile coaches, Scrum Masters, and Product Owners face, for example, reviewing the existing product design process.
This document discusses stakeholder analysis for a project. It identifies different types of stakeholders (internal/external, operational/commercial contacts, etc.) and ways to assess their level of interest, influence, and commitment to the project. Stakeholder commitment is depicted on a curve from awareness to internalization. Stakeholders are also categorized by status - green for supporters, orange for neutral, and red for blockers. The document provides examples of factors that could lead to each status designation.
The document discusses stakeholder communication strategies and processes. It outlines the importance of stakeholder analysis and mapping key stakeholders. It also discusses developing communication plans to provide updates on project status and gather feedback. Tools like commitment curves and distribution matrices can help with effective stakeholder communication and ensuring the right information reaches the intended audiences. The overall goal is to achieve buy-in, understanding and commitment through continuous two-way communication.
The document describes the work of John Blakinger and Greg Ranstrom, who help communities make difficult decisions by engaging members and satisfying diverse interests. Their approach involves 5 stages of engagement: 1) No knowledge, 2) Recognition of interest, 3) While something must be done, 4) Solution selected, and 5) Ongoing communication. It also lists 7 principles of engagement: include diverse perspectives, understand each other, use experts wisely, expect messiness, make decisions on shared facts, take steps gradually, and leave tracks. The goal is for communities to reach a "Moment of Oh!" of recognizing their shared interest in an issue.
This document discusses four styles of decision making: directive, analytic, conceptual, and behavioral. It provides details on when each style should be used, their pros and cons, and signs that a different style is needed. It also briefly covers consultative decision making and discusses commitment and delegation.
This presentation had been used internally in a Lunch & Learn session at KMS Technology which is one of the types of knowledge sharing at KMS Technology Vietnam (www.kms-technology.com)
This document discusses decision making and provides guidance on effective processes. It defines decision making as selecting a logical choice from available options by examining options, comparing them, and choosing a course of action. The document outlines seven steps for making decisions: define the problem, identify limiting factors, develop alternatives, analyze alternatives, select the best alternative, implement the decision, and establish controls and evaluation. It provides "do's and don'ts" for decision making, such as taking time to clarify issues, generating options, evaluating carefully, and considering short- and long-term consequences before making a final choice.
Dynamics of Global Leadership, Culminating ProjectJeff Sorrels
This document summarizes ten key behaviors that define great global leaders: 1) cultural self-awareness, recognizing that leadership practices are shaped by one's environment; 2) inviting the unexpected and being open to new perspectives; 3) achieving results through relationships, which require time and effort to develop; 4) frame-shifting, changing perspectives and leadership styles to fit new environments; 5) expanding ownership by engaging others in shared goals and accountability; 6) developing future leaders from diverse backgrounds; 7) adapting while adding value by balancing cultural sensitivity with driving change; 8) maintaining core values with flexibility on others; 9) influencing beyond boundaries as an ambassador; and 10) developing third-way solutions through collaboration.
1. Decision making involves choosing the best alternative to achieve objectives and can be done through various styles like collective reasoning, being data-driven, relying on intuition, or considering pros and cons.
2. Barriers to effective decision making include lack of information, context, too much information, lack of feedback, cultural and psychological factors, and using the wrong decision making theory.
3. Critical elements of good decision making are clearly defining objectives and the problem, gathering quality data, considering many alternatives, logical thinking, and acting decisively on the chosen option. Tools like decision matrices, PERT charts, and Gantt charts can aid the process.
This document outlines strategies for effective negotiation and mutual gain. It recommends inventing creative solutions that expand options rather than assuming a fixed pie. Negotiators should brainstorm many potential agreements before deciding, separating inventing from judging ideas. They should look for shared and differing interests between parties to craft solutions with benefits for both sides. The goal is to understand others' perspectives and make their decision to agree as easy as possible.
This document provides an overview of an ethics presentation given by ServiceMaster Lakeshore. The presentation defines key ethics terms like ethics, values, and morals. It discusses the importance of developing personal convictions, role modeling ethical behavior, and not making assumptions. The presentation contrasts foundational and situational ethics approaches and identifies common sources of ethical frameworks like utilitarianism and deontology. It provides a method for making ethical decisions and includes case studies for participants to practice applying ethical reasoning. The overall goal is to help participants better understand ethics and develop skills for addressing ethical issues.
This document describes the process of facilitation used by the LivingValues movement. It involves:
1) Creating an open and trusting environment using tools like videos, stories, and activities to provide insights and motivate creative thinking.
2) Engaging participants in debrief sessions with open-ended questions to discuss lessons and connections to daily life.
3) Having flexible sessions with no set conclusions, allowing participants to draw their own understandings.
Dr. Rick Goodman discusses principles for improving negotiation abilities through enhanced communication skills. For more assistance on building negotiation skills visit www.rickgoodman.com or www.advantagecontinuingeducationseminars.com
The document outlines the 7 Habits of Highly Effective Teens which are principles to help teens make better choices. The habits teach teens to be proactive, have goals and priorities, seek mutual understanding with others, continuously improve themselves, and make decisions based on principles rather than reactions. Following the habits can result in teens being more engaged, responsible, confident, and able to work with others to solve problems and achieve more.
The document outlines a 6-step decision making model: 1) State the situation clearly, 2) List all possible options, 3) Weigh the potential outcomes of each option using the HELP strategy of considering health, ethics, legality, and parent approval, 4) Consider your core values, 5) Make a decision and act on it, and 6) Evaluate the decision and outcome to learn from the experience.
The document outlines a 6-step decision making model:
1. State the situation clearly by identifying the decision that needs to be made, who is involved, and any pressures or time constraints.
2. List all possible options to choose from, which may include taking no action. Discuss options with others for advice.
3. Weigh the potential consequences of each option using the HELP strategy of considering if the option is healthful, ethical, legal, and has parent approval.
4. Consider how your values relate to each option.
5. Make a decision and act on it, feeling confident that all aspects were carefully considered.
6. Evaluate the outcome of the
This document discusses the importance of deliberation and civic intelligence for addressing societal problems. It defines deliberation as occurring at both an individual level ("in-the-small") and societal level ("in-the-large"), and argues that both are needed for deliberation to make a real difference. The document also asserts that developing civic intelligence through deliberation could help address growing "civic intelligence emergencies" caused by problems that elites cannot solve alone. It concludes by recommending making deliberation and civic intelligence high priorities, working across boundaries in semi-coordinated ways, and combining theory, experimentation, and action.
Installing an Emergent Culture in New Agile TeamsAgile Ethos
Agile is a term used to portray ways to deal with software development underlining gradual conveyance, group coordinated effort, constant arranging, and ceaseless learning, rather than attempting to convey it at the same time close to the end. http://www.agileethos.com/consulting/
Discombobulation, Fire-Breathing Dragons and Wet Noodles: Creating Productive...bkoloski
The document provides tips for facilitating productive workshops in difficult situations. It discusses strategies for dealing with scenarios such as low participation, dominance by one participant, negative attitudes, stakeholder shutdown, participant misbehavior, fixed mindsets, and lack of consensus. Suggestions include drawing out silent participants, using structured activities, setting ground rules, validating different opinions, and deciding how to manage time constraints. The document also proposes specific workshop activities focused on user research, empathy, prioritization, and innovation.
Discombobulation, Fire-Breathing Dragons and Wet Noodles: Creating Productive...EffectiveUI
The document provides tips for facilitating productive workshops in scary situations. It discusses strategies for dealing with non-participation, over-participation by one person, negative attitudes, stakeholder shutdown, fixed mindsets, and lack of consensus. Suggested activities include pair and share, sticky note exercises, design games, empathy maps, and dot voting. The overall message is for the facilitator to own the process, share ownership of outcomes, and be prepared to adjust the agenda dynamically based on participant behavior and progress.
This document provides information about group discussions and nonverbal communication across cultures. It discusses what a group discussion is, why they are useful, and tips for participating effectively and scoring well. These tips include initiating the discussion, leading the conversation, organizing the talk, and concluding the key points. The document then covers various aspects of nonverbal communication like space/proxemics, eye contact/gaze, touch, body language, and their cultural variations.
Essential Tools for Modern PR Business .pptxPragencyuk
Discover the essential tools and strategies for modern PR business success. Learn how to craft compelling news releases, leverage press release sites and news wires, stay updated with PR news, and integrate effective PR practices to enhance your brand's visibility and credibility. Elevate your PR efforts with our comprehensive guide.
The document describes the work of John Blakinger and Greg Ranstrom, who help communities make difficult decisions by engaging members and satisfying diverse interests. Their approach involves 5 stages of engagement: 1) No knowledge, 2) Recognition of interest, 3) While something must be done, 4) Solution selected, and 5) Ongoing communication. It also lists 7 principles of engagement: include diverse perspectives, understand each other, use experts wisely, expect messiness, make decisions on shared facts, take steps gradually, and leave tracks. The goal is for communities to reach a "Moment of Oh!" of recognizing their shared interest in an issue.
This document discusses four styles of decision making: directive, analytic, conceptual, and behavioral. It provides details on when each style should be used, their pros and cons, and signs that a different style is needed. It also briefly covers consultative decision making and discusses commitment and delegation.
This presentation had been used internally in a Lunch & Learn session at KMS Technology which is one of the types of knowledge sharing at KMS Technology Vietnam (www.kms-technology.com)
This document discusses decision making and provides guidance on effective processes. It defines decision making as selecting a logical choice from available options by examining options, comparing them, and choosing a course of action. The document outlines seven steps for making decisions: define the problem, identify limiting factors, develop alternatives, analyze alternatives, select the best alternative, implement the decision, and establish controls and evaluation. It provides "do's and don'ts" for decision making, such as taking time to clarify issues, generating options, evaluating carefully, and considering short- and long-term consequences before making a final choice.
Dynamics of Global Leadership, Culminating ProjectJeff Sorrels
This document summarizes ten key behaviors that define great global leaders: 1) cultural self-awareness, recognizing that leadership practices are shaped by one's environment; 2) inviting the unexpected and being open to new perspectives; 3) achieving results through relationships, which require time and effort to develop; 4) frame-shifting, changing perspectives and leadership styles to fit new environments; 5) expanding ownership by engaging others in shared goals and accountability; 6) developing future leaders from diverse backgrounds; 7) adapting while adding value by balancing cultural sensitivity with driving change; 8) maintaining core values with flexibility on others; 9) influencing beyond boundaries as an ambassador; and 10) developing third-way solutions through collaboration.
1. Decision making involves choosing the best alternative to achieve objectives and can be done through various styles like collective reasoning, being data-driven, relying on intuition, or considering pros and cons.
2. Barriers to effective decision making include lack of information, context, too much information, lack of feedback, cultural and psychological factors, and using the wrong decision making theory.
3. Critical elements of good decision making are clearly defining objectives and the problem, gathering quality data, considering many alternatives, logical thinking, and acting decisively on the chosen option. Tools like decision matrices, PERT charts, and Gantt charts can aid the process.
This document outlines strategies for effective negotiation and mutual gain. It recommends inventing creative solutions that expand options rather than assuming a fixed pie. Negotiators should brainstorm many potential agreements before deciding, separating inventing from judging ideas. They should look for shared and differing interests between parties to craft solutions with benefits for both sides. The goal is to understand others' perspectives and make their decision to agree as easy as possible.
This document provides an overview of an ethics presentation given by ServiceMaster Lakeshore. The presentation defines key ethics terms like ethics, values, and morals. It discusses the importance of developing personal convictions, role modeling ethical behavior, and not making assumptions. The presentation contrasts foundational and situational ethics approaches and identifies common sources of ethical frameworks like utilitarianism and deontology. It provides a method for making ethical decisions and includes case studies for participants to practice applying ethical reasoning. The overall goal is to help participants better understand ethics and develop skills for addressing ethical issues.
This document describes the process of facilitation used by the LivingValues movement. It involves:
1) Creating an open and trusting environment using tools like videos, stories, and activities to provide insights and motivate creative thinking.
2) Engaging participants in debrief sessions with open-ended questions to discuss lessons and connections to daily life.
3) Having flexible sessions with no set conclusions, allowing participants to draw their own understandings.
Dr. Rick Goodman discusses principles for improving negotiation abilities through enhanced communication skills. For more assistance on building negotiation skills visit www.rickgoodman.com or www.advantagecontinuingeducationseminars.com
The document outlines the 7 Habits of Highly Effective Teens which are principles to help teens make better choices. The habits teach teens to be proactive, have goals and priorities, seek mutual understanding with others, continuously improve themselves, and make decisions based on principles rather than reactions. Following the habits can result in teens being more engaged, responsible, confident, and able to work with others to solve problems and achieve more.
The document outlines a 6-step decision making model: 1) State the situation clearly, 2) List all possible options, 3) Weigh the potential outcomes of each option using the HELP strategy of considering health, ethics, legality, and parent approval, 4) Consider your core values, 5) Make a decision and act on it, and 6) Evaluate the decision and outcome to learn from the experience.
The document outlines a 6-step decision making model:
1. State the situation clearly by identifying the decision that needs to be made, who is involved, and any pressures or time constraints.
2. List all possible options to choose from, which may include taking no action. Discuss options with others for advice.
3. Weigh the potential consequences of each option using the HELP strategy of considering if the option is healthful, ethical, legal, and has parent approval.
4. Consider how your values relate to each option.
5. Make a decision and act on it, feeling confident that all aspects were carefully considered.
6. Evaluate the outcome of the
This document discusses the importance of deliberation and civic intelligence for addressing societal problems. It defines deliberation as occurring at both an individual level ("in-the-small") and societal level ("in-the-large"), and argues that both are needed for deliberation to make a real difference. The document also asserts that developing civic intelligence through deliberation could help address growing "civic intelligence emergencies" caused by problems that elites cannot solve alone. It concludes by recommending making deliberation and civic intelligence high priorities, working across boundaries in semi-coordinated ways, and combining theory, experimentation, and action.
Installing an Emergent Culture in New Agile TeamsAgile Ethos
Agile is a term used to portray ways to deal with software development underlining gradual conveyance, group coordinated effort, constant arranging, and ceaseless learning, rather than attempting to convey it at the same time close to the end. http://www.agileethos.com/consulting/
Discombobulation, Fire-Breathing Dragons and Wet Noodles: Creating Productive...bkoloski
The document provides tips for facilitating productive workshops in difficult situations. It discusses strategies for dealing with scenarios such as low participation, dominance by one participant, negative attitudes, stakeholder shutdown, participant misbehavior, fixed mindsets, and lack of consensus. Suggestions include drawing out silent participants, using structured activities, setting ground rules, validating different opinions, and deciding how to manage time constraints. The document also proposes specific workshop activities focused on user research, empathy, prioritization, and innovation.
Discombobulation, Fire-Breathing Dragons and Wet Noodles: Creating Productive...EffectiveUI
The document provides tips for facilitating productive workshops in scary situations. It discusses strategies for dealing with non-participation, over-participation by one person, negative attitudes, stakeholder shutdown, fixed mindsets, and lack of consensus. Suggested activities include pair and share, sticky note exercises, design games, empathy maps, and dot voting. The overall message is for the facilitator to own the process, share ownership of outcomes, and be prepared to adjust the agenda dynamically based on participant behavior and progress.
This document provides information about group discussions and nonverbal communication across cultures. It discusses what a group discussion is, why they are useful, and tips for participating effectively and scoring well. These tips include initiating the discussion, leading the conversation, organizing the talk, and concluding the key points. The document then covers various aspects of nonverbal communication like space/proxemics, eye contact/gaze, touch, body language, and their cultural variations.
Essential Tools for Modern PR Business .pptxPragencyuk
Discover the essential tools and strategies for modern PR business success. Learn how to craft compelling news releases, leverage press release sites and news wires, stay updated with PR news, and integrate effective PR practices to enhance your brand's visibility and credibility. Elevate your PR efforts with our comprehensive guide.
Acolyte Episodes review (TV series) The Acolyte. Learn about the influence of the program on the Star Wars world, as well as new characters and story twists.
04062024_First India Newspaper Jaipur.pdfFIRST INDIA
Find Latest India News and Breaking News these days from India on Politics, Business, Entertainment, Technology, Sports, Lifestyle and Coronavirus News in India and the world over that you can't miss. For real time update Visit our social media handle. Read First India NewsPaper in your morning replace. Visit First India.
CLICK:- https://firstindia.co.in/
#First_India_NewsPaper
Here is Gabe Whitley's response to my defamation lawsuit for him calling me a rapist and perjurer in court documents.
You have to read it to believe it, but after you read it, you won't believe it. And I included eight examples of defamatory statements/
An astonishing, first-of-its-kind, report by the NYT assessing damage in Ukraine. Even if the war ends tomorrow, in many places there will be nothing to go back to.
El Puerto de Algeciras continúa un año más como el más eficiente del continente europeo y vuelve a situarse en el “top ten” mundial, según el informe The Container Port Performance Index 2023 (CPPI), elaborado por el Banco Mundial y la consultora S&P Global.
El informe CPPI utiliza dos enfoques metodológicos diferentes para calcular la clasificación del índice: uno administrativo o técnico y otro estadístico, basado en análisis factorial (FA). Según los autores, esta dualidad pretende asegurar una clasificación que refleje con precisión el rendimiento real del puerto, a la vez que sea estadísticamente sólida. En esta edición del informe CPPI 2023, se han empleado los mismos enfoques metodológicos y se ha aplicado un método de agregación de clasificaciones para combinar los resultados de ambos enfoques y obtener una clasificación agregada.
2. CivilSay Who We Are
TM
Mission
We help communities make tough decisions that
satisfy the diverse interests of community members
to the greatest degree practical
We solve tough community problems
3. Where We’ve Worked
Silicon Valley poverty initiative
Groundwater protection in South Deschutes &
North Klamath Counties
4. How We Do It
Our approach is described in the book, “The
Moment of Oh!”
It involves
5 stages of engagement
7 core principles of engagement
6. No knowledge of situation
Misunderstanding of
situation
7. Doesn’t have time to
consider the situation
Has other priorities
Doesn’t recognize any
interest in the situation
(some individuals will never
move beyond this stage)
8. The point where an
individual recognizes their
interest in the situation
Recognition that doing
something is better than
doing nothing
9. While something must be
done, no options look
great
Leaders must slow the
process until more
members have achieved
their Moment of Oh!
10. Solution has been selected
and implementation
commences
Ongoing communication
is essential to maintain
community support
11. Seven Principles of Engagement
• Include diverse perspectives
• Understand each other
• Use experts wisely
• Expect it to be messy
• Make decisions based on
shared facts
• Take one step at a time
• Leave tracks
12. Include Diverse Perspectives
Every community decision affects different groups differently
• Include advocates and
dissenters
• Help the community
understand the interests of
others
13. Understand Each Other
Understanding is the basis for a community moving forward together
• Communicate
• send
• receive
• verify
• Conversation
• unpack what is believed
• repack with new ideas
• Relationships
• built individual-to-
individual
• build across interest groups
14. Use Experts Wisely
Every expert also holds a particular point of view
• Experts provide facts
• All views must be heard (not
just the experts’)
• Being right doesn’t ensure a
supported decision
15. Expect it to be Messy
Tough community decisions involve opposing views, require time, and are messy
• Diverge
• include all perspectives
• entertain odd ideas
• listen to all participants
• Converge
• connect diverse ideas
• be alert for creative
alternatives
• don’t rush to converge
16. Make Decisions on Shared Facts
A foundation of shared facts leads to decisions that stand in contentious situations
• Maintain – and refer to – a list
of facts
• Ask members to connect their
ideas to the facts
17. Take One Step at a Time
When planning, define an overall goal and allow longer-term schedule flexibility
• Define the objective
• Define short-term details
• Add detail as more is learned
18. Leave Tracks
Providing a path for others to follow brings more people to the Moment of Oh!
• There are different paths to the
Moment of Oh!
• Have different interests
describe their Moment of Oh!
19. The Moment of Oh!
5 Stages of Engagement 7 Core Principles
• What? • Include diverse
• No! perspectives
• Oh! • Understand each other
• Whoa! • Use experts wisely
• Let’s go! • Expect it to be messy
• Make decisions based on
shared facts
• Take one step at a time
• Leave tracks
http://www.civilsay.net/