The session aimed to build understanding of future choices and responses in South Africa, identify key capacities and actions, and highlight skills within the group. Appreciative inquiry and open space technology were used. Discussions focused on initiatives like social media networks between NGOs, leveraging strengths and skills, de-politicizing collaboration, and generating solutions through open sharing. Next steps include taking discussions forward, connecting organizations, and implementing proposals like a collaborative fundraising concert. The session sought to foster shared leadership and community among NGO representatives.
Haven’t heard of Liberating structures before? It’s alright, the majority of us haven’t.
But then, have you ever been to long meetings where you had to stay silent throughout? Although meetings are an inevitable part of getting the best ideas and your teams together, they can also be toxic killing productive hours if not properly structured.
What if there were methods for you to optimize your meetings into idea-machines with total engagement and shorter durations? That’s something that all of us who attend meetings should know in the first place - that’s exactly what Liberating Structures does.
Liberating Structures is an innovative concept that could disrupt the way companies hold meetings today. These are simple structures designed to facilitate meetings based on the participants focussed on results.
Get immersive at the hands-on workshop on the essentials of Liberating Structures at the 75th Palladium edition of FAYA:80. Learn how you can transform your team meetings into idea generation camps and a platform for engaged discussions from Mr. Cipson Thomas, an experienced Agile coach and Liberating Structures evangelist.
Join in for the discussion if you strongly believe that meetings could be made better. The session will be immensely beneficial for all enthusiasts, programmers, managers and all others who have attended meetings before and would like to get introduced to transform their meetings into better-engaged discussions.
This is the final presentation for the Catalytic Leadership workshop given at Agile2017. In this one will learn about about how to lead change through small influences no matter where you are in the organization. It also helps you understand that change needs to be focused on Environment, Support, and Trust and provides a trust model that can be used for this.
Open Space is one way to enable all kinds of people, in any kind of organization, to create inspired meetings and events. It then goes on to create inspired organizations where ordinary people work together to create extraordinary results with regularity.
In Open Space meetings, participants create and manage their own agenda around a central theme of strategic importance, such as: What is the strategy that all stakeholders in the organization can support and work together to create? OR How can we re-ignite passion in our company and look forward to building a future that engages all?
You’ve been to your fair share of meetings and conferences where you either leave uninspired, or you’re energized while you’re there, but the energy fails to translate long term back at the office.
Open Space replaces traditional meeting methods and brings life back to the organization and the organization back to life.
Open Space enables all kinds of people, in any type of organization, to create inspired communities, where ordinary people work together to create extraordinary results with regularity.
Open Space can be scheduled for 3 hours to 3+ days, and can include 5 to 2500+ people.
Open Space works best when:
• the work to be done is complex
• the people and ideas involved are diverse
• the passion for ideas and resolution (and even potential for conflict) are high
• and the time to get it done was yesterday
Participants create and manage their own agenda around a central theme of strategic importance, such as:
What is the plan of action that all stakeholders in the organization can support and work together to create?
OR
How can we re-ignite passion in our company and look forward to building a future that engages all?
A few slides summing up the purposes and the characteristics of Liberating Structures.
Talk was given by Romain Vailleux at the LAST Conference in Adelaide 2019.
Horizontal Leadership Managing Change And ComplexityGunnar Westling
Often, complex challenges tend to fall between stools. Thus, to successfully cope with such challenges, you have to lead horizontally across internal and external boundaries.
Haven’t heard of Liberating structures before? It’s alright, the majority of us haven’t.
But then, have you ever been to long meetings where you had to stay silent throughout? Although meetings are an inevitable part of getting the best ideas and your teams together, they can also be toxic killing productive hours if not properly structured.
What if there were methods for you to optimize your meetings into idea-machines with total engagement and shorter durations? That’s something that all of us who attend meetings should know in the first place - that’s exactly what Liberating Structures does.
Liberating Structures is an innovative concept that could disrupt the way companies hold meetings today. These are simple structures designed to facilitate meetings based on the participants focussed on results.
Get immersive at the hands-on workshop on the essentials of Liberating Structures at the 75th Palladium edition of FAYA:80. Learn how you can transform your team meetings into idea generation camps and a platform for engaged discussions from Mr. Cipson Thomas, an experienced Agile coach and Liberating Structures evangelist.
Join in for the discussion if you strongly believe that meetings could be made better. The session will be immensely beneficial for all enthusiasts, programmers, managers and all others who have attended meetings before and would like to get introduced to transform their meetings into better-engaged discussions.
This is the final presentation for the Catalytic Leadership workshop given at Agile2017. In this one will learn about about how to lead change through small influences no matter where you are in the organization. It also helps you understand that change needs to be focused on Environment, Support, and Trust and provides a trust model that can be used for this.
Open Space is one way to enable all kinds of people, in any kind of organization, to create inspired meetings and events. It then goes on to create inspired organizations where ordinary people work together to create extraordinary results with regularity.
In Open Space meetings, participants create and manage their own agenda around a central theme of strategic importance, such as: What is the strategy that all stakeholders in the organization can support and work together to create? OR How can we re-ignite passion in our company and look forward to building a future that engages all?
You’ve been to your fair share of meetings and conferences where you either leave uninspired, or you’re energized while you’re there, but the energy fails to translate long term back at the office.
Open Space replaces traditional meeting methods and brings life back to the organization and the organization back to life.
Open Space enables all kinds of people, in any type of organization, to create inspired communities, where ordinary people work together to create extraordinary results with regularity.
Open Space can be scheduled for 3 hours to 3+ days, and can include 5 to 2500+ people.
Open Space works best when:
• the work to be done is complex
• the people and ideas involved are diverse
• the passion for ideas and resolution (and even potential for conflict) are high
• and the time to get it done was yesterday
Participants create and manage their own agenda around a central theme of strategic importance, such as:
What is the plan of action that all stakeholders in the organization can support and work together to create?
OR
How can we re-ignite passion in our company and look forward to building a future that engages all?
A few slides summing up the purposes and the characteristics of Liberating Structures.
Talk was given by Romain Vailleux at the LAST Conference in Adelaide 2019.
Horizontal Leadership Managing Change And ComplexityGunnar Westling
Often, complex challenges tend to fall between stools. Thus, to successfully cope with such challenges, you have to lead horizontally across internal and external boundaries.
Elf 2011 Chris Jansen Appreciative Inquiry In ActionSmartNet
Positively Engaging Education Professionals - The power of Appreciative Inquiry to strengthen
a learning community's capacity to adapt and innovate and transform learning culture presented by Chris Jansen, Senior Lecturer, University of Canterbury at Education Leaders Forum 2011, Wellington.
Open Space is one way to enable all kinds of people, in any kind of organization, to create inspired meetings and events. It then goes on to create inspired organizations where ordinary people work together to create extraordinary results with regularity.
In Open Space meetings, participants create and manage their own agenda around a central theme of strategic importance, such as: What is the strategy that all stakeholders in the organization can support and work together to create? OR How can we re-ignite passion in our company and look forward to building a future that engages all?
A Tour through Open Space by the Center for Collaborative Awarenessmaureenkmccarthy
Open Space is one way to enable all kinds of people, in any kind of organization, to create inspired meetings and events. It then goes on to create inspired organizations where ordinary people work together to create extraordinary results with regularity.
In Open Space meetings, participants create and manage their own agenda around a central theme of strategic importance, such as: What is the strategy that all stakeholders in the organization can support and work together to create? OR How can we re-ignite passion in our company and look forward to building a future that engages all?
This is the presentation used for my workshop on Catalytic Leadership - helping people understand how they can unleash Fearless Change patterns and Liberating Structures so that anyone can become a leader of change.
Σήμερα, με το πάτημα ενός κουμπιού έχουμε πρόσβαση σε όλο τον κόσμο, εξοπλισμένοι με ποικίλα εργαλεία , έχουμε την ευκαιρία, να εξερευνήσουμε νέες δυνατότητες , νέες ιδέες , νέες τελετουργίες και λύσεις . Έχουμε όμως ακόμα όνειρα; Με αφετηρία τη διαδικασία της σχεδιαστικής σκέψης ( ‘designerly’ ways of thinking), θα μελετήσουμε βήμα προς βήμα τα στάδια μετάβασης από την ιδέα στην υλοποίηση της δικής σας δράσης.
Intro to Liberating Structures - Making Meetings Suck LessZachary Cohn
Wonful ran a workshop for the State of Washington's Department of Retirement Services on using Liberating Structures to brainstorm, work as groups, and make meetings suck less!
Horizontal Leadership Managing Change And Complexity Eng 2009Gunnar Westling
Why is it so, that today's challenges increasingly fall between stools?
How to lead horizontally across organizational boundaries without a formal authority and mandate?
A highly interactive session organized by Agile Belgium on Liberating Structures. We explored Mad Tea, Back2Back listening and Troika consulting ... #nochairs co-hosted by Frederik Vannieuwenhuyse and Frederic Vandaele
Appreciative interviews and other Liberating Structures - XP DaysFrederic Vandaele
When we are looking for improvement, we generally start by looking at what's going wrong. This 'fix it' approach has some weakness even though it could produce some results. In addition, this approach doesn't drive any motivation nor positive energy for people that are participating to this exercise.
Appreciative Interviews, as one of the liberating Structure, is based on a paradigm shift. The idea is that instead of focusing on what's going wrong, we choose to focus on what's already good about the individual, team or organisation and seek out how to amplify it.
Influencing technological change requires not only an understanding of technology and global collaboration but an understanding that the only person you can influence is YOURSELF. This presentation covers motivational principles and how to flatten your classroom by incorporating global curriculum and connectedness into your curriculum.
This presentation is All Rights Reserved as many of the photos have been purchased from iStock photo. I cannot distribute a copy of this presentation except through embed code!
http://www.coolcatteacher.com
Boom! 5 Ed Disruptors For Your ConferencesJeff Hurt
Brain science is not a fad and neither is online learning. The more we learn about how we learn, the more opportunities we have to provide more meaningful and lasting learning experiences for attendees at our meetings and events. Explore a few top education innovations happening in all walks (including K-12, universities, the digital space, library science, adult education and on-the-job-learning) extract their core nuggets of wisdom and “translate” them for application to our world of conference and professional learning.
In this lecture, I discussed what is group creativity, how it gets impeded, and what are the ways to improve it. I also discussed Frans Johansson's book "The Medici Effect" as an example of creative collaboration
Creating a Healthy Digital Culture by Kevan Gilbert (Now What? Conference 2015)Blend Interactive
Now that your new site is up, it’s the time to think for long-term. Next year, will you still be the only champion for change? Or will everyone from leadership to front-line workers embrace the power of digital? Was this web project just short-term relief work to solve itchy problems, or is it part of a pattern of thoughtful, iterative growth? Discover tools, approaches and facilitation tactics to help transform your organization into a culture of digital excellence.
Elf 2011 Chris Jansen Appreciative Inquiry In ActionSmartNet
Positively Engaging Education Professionals - The power of Appreciative Inquiry to strengthen
a learning community's capacity to adapt and innovate and transform learning culture presented by Chris Jansen, Senior Lecturer, University of Canterbury at Education Leaders Forum 2011, Wellington.
Open Space is one way to enable all kinds of people, in any kind of organization, to create inspired meetings and events. It then goes on to create inspired organizations where ordinary people work together to create extraordinary results with regularity.
In Open Space meetings, participants create and manage their own agenda around a central theme of strategic importance, such as: What is the strategy that all stakeholders in the organization can support and work together to create? OR How can we re-ignite passion in our company and look forward to building a future that engages all?
A Tour through Open Space by the Center for Collaborative Awarenessmaureenkmccarthy
Open Space is one way to enable all kinds of people, in any kind of organization, to create inspired meetings and events. It then goes on to create inspired organizations where ordinary people work together to create extraordinary results with regularity.
In Open Space meetings, participants create and manage their own agenda around a central theme of strategic importance, such as: What is the strategy that all stakeholders in the organization can support and work together to create? OR How can we re-ignite passion in our company and look forward to building a future that engages all?
This is the presentation used for my workshop on Catalytic Leadership - helping people understand how they can unleash Fearless Change patterns and Liberating Structures so that anyone can become a leader of change.
Σήμερα, με το πάτημα ενός κουμπιού έχουμε πρόσβαση σε όλο τον κόσμο, εξοπλισμένοι με ποικίλα εργαλεία , έχουμε την ευκαιρία, να εξερευνήσουμε νέες δυνατότητες , νέες ιδέες , νέες τελετουργίες και λύσεις . Έχουμε όμως ακόμα όνειρα; Με αφετηρία τη διαδικασία της σχεδιαστικής σκέψης ( ‘designerly’ ways of thinking), θα μελετήσουμε βήμα προς βήμα τα στάδια μετάβασης από την ιδέα στην υλοποίηση της δικής σας δράσης.
Intro to Liberating Structures - Making Meetings Suck LessZachary Cohn
Wonful ran a workshop for the State of Washington's Department of Retirement Services on using Liberating Structures to brainstorm, work as groups, and make meetings suck less!
Horizontal Leadership Managing Change And Complexity Eng 2009Gunnar Westling
Why is it so, that today's challenges increasingly fall between stools?
How to lead horizontally across organizational boundaries without a formal authority and mandate?
A highly interactive session organized by Agile Belgium on Liberating Structures. We explored Mad Tea, Back2Back listening and Troika consulting ... #nochairs co-hosted by Frederik Vannieuwenhuyse and Frederic Vandaele
Appreciative interviews and other Liberating Structures - XP DaysFrederic Vandaele
When we are looking for improvement, we generally start by looking at what's going wrong. This 'fix it' approach has some weakness even though it could produce some results. In addition, this approach doesn't drive any motivation nor positive energy for people that are participating to this exercise.
Appreciative Interviews, as one of the liberating Structure, is based on a paradigm shift. The idea is that instead of focusing on what's going wrong, we choose to focus on what's already good about the individual, team or organisation and seek out how to amplify it.
Influencing technological change requires not only an understanding of technology and global collaboration but an understanding that the only person you can influence is YOURSELF. This presentation covers motivational principles and how to flatten your classroom by incorporating global curriculum and connectedness into your curriculum.
This presentation is All Rights Reserved as many of the photos have been purchased from iStock photo. I cannot distribute a copy of this presentation except through embed code!
http://www.coolcatteacher.com
Boom! 5 Ed Disruptors For Your ConferencesJeff Hurt
Brain science is not a fad and neither is online learning. The more we learn about how we learn, the more opportunities we have to provide more meaningful and lasting learning experiences for attendees at our meetings and events. Explore a few top education innovations happening in all walks (including K-12, universities, the digital space, library science, adult education and on-the-job-learning) extract their core nuggets of wisdom and “translate” them for application to our world of conference and professional learning.
In this lecture, I discussed what is group creativity, how it gets impeded, and what are the ways to improve it. I also discussed Frans Johansson's book "The Medici Effect" as an example of creative collaboration
Creating a Healthy Digital Culture by Kevan Gilbert (Now What? Conference 2015)Blend Interactive
Now that your new site is up, it’s the time to think for long-term. Next year, will you still be the only champion for change? Or will everyone from leadership to front-line workers embrace the power of digital? Was this web project just short-term relief work to solve itchy problems, or is it part of a pattern of thoughtful, iterative growth? Discover tools, approaches and facilitation tactics to help transform your organization into a culture of digital excellence.
It has been 1 year since the earthquake in Haiti. Four students in Mrs. Hornyak's 3rd grade class made a powerpoint and asked the students to help make a change for Haiti by saving their change. Money will be given to the American Red Cross.
“Appreciative Inquiry is the cooperative search for the best in people, their organizations, and the world around them. It involves systematic discover of what gives a system ‘life’ when it is most effective and capable in economic, ecological, and human terms.” Cooperrider, D.L. & Whitney, D
It is a methodology aimed at the development of the organization based on the assumption that inquiry into and dialogue about strengths, successes, values, hopes and dreams is in itself transformational.
The process used to generate the power of Appreciative Inquiry is the 4-D Cycle:
Discovery - Dream - Design - Destiny
Discovery: The Discovery phase is a diligent and extensive search to understand the "best of what is" and "the best of what has been."
Dream: The Dream phase is an energizing exploration of "what might be:"
Design: The Design phase involves making choices about "what should be" within an organization or system.
Destiny: The Destiny phase initiates a series of inspired actions that support ongoing learning and innovation - or "what will be."
School leaders and teachers are searching for a purpose and a sense of identity. We want more than just pay; we want a ‘sense of mission’. When you believe in a professional way of doing your job you have to be able to transmit this to all the people involved in teaching/learning process.
The Appreciative Inquiry methodology helps to create our identity and to transmit our values and beliefs. Educational institutions need to be knowledge rich, adaptable and permanently changing. We need to be able to design curricula according to our student’s individual needs.
A Tour through Open Space by the Center for Collaborative Awarenessmaureenkmccarthy
Open Space is one way to enable all kinds of people, in any kind of organization, to create inspired meetings and events. It then goes on to create inspired organizations where ordinary people work together to create extraordinary results with regularity.
In Open Space meetings, participants create and manage their own agenda around a central theme of strategic importance, such as: What is the strategy that all stakeholders in the organization can support and work together to create? OR How can we re-ignite passion in our company and look forward to building a future that engages all?
In the field of development and humanitarian aid, we are facing increasingly complex and interconnected problems that exist in changing and unstable contexts. We need to incorporate approaches and methodologies that allow us to propose solutions that understand and embrace the qualities of today's reality. This means seeking solutions that: take into account the whole system; can evolve and effectively adapt to changing circumstances; build a body of learning and good practice throughout the process; and look at long-term behavioural changes and impacts.
A body of action-research has emerged within the field of development aiming to solve some of the above issues. This includes considering frameworks, models and methodologies to “Do Development Differently”. This hadbook cotais the theory ad practice of a workhosp I facilitated i Maila i which we looked at the underlying paradigms of thinking that can help us to reflect upon and put into practice adaptive development. We explored the theories and science of Complex Systems that lie behind the new paradigm of thinking designed to better understand the realities of today’s challenges and to overcome some of the limitations of linear, reductionist thinking for programming and planning. We looked at some of the methodologies that will help develop adaptive, systemic and collaborative projects.
Developing professional learning communities through Appreciative InquiryChris Jansen
Appreciative Inquiry as a powerful tool for positive change in organisations, networks and communities - INTASE Leadership Conference Singapore April 2014
The art of hosting prairie state collegestonesoup_ss
This presentation was created by Lisa Pickens and Mildred Andaluz in response to the Art of Hosting Retreat held on June 4-6, sponsored by the Stone Soup Project. For more information about Stone Soup, visit us on Facebook: http://www.facebook.com/stonesoupproject
Workshop presentation at the JCPS Deep Learning Conference in Louisville, Kentucky, 1-3 August 2023. Introducing the Friction Free Transformation framework and thoughts about how to achieve simple, fast and frugal change .
Everything to start creative processes, from understanding to tools, process and applications for professionals and start ups. Discover brainstorming, dialogue and play.
Ai Workshop Slides Used By John Loty In 2008.John Loty
These slides together with a workbook were used in a 2 day Introductory Workshop on Appreciative Inquiry and how AI is being used for change management and organisational development.
Slides to a two day workshop about hosting meetings and large events for communities and organisations. It\'s aimed at participant participation , experience and dialogue orientated.
2014 Institute in Innovation in Education Prague Gathering - Clement Coulston...Clement Coulston
The 2014 Institute in Innovation in Education gathered students, educators, researchers, NGOs, and leaders, with a specific focus on youth engagement and leadership! This took place at the Riverside International School in Prague.
**Due to the PDF conversation to SlideShare.net, it is encouraged to download the resource for a better viewing experience**
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
How to Split Bills in the Odoo 17 POS ModuleCeline George
Bills have a main role in point of sale procedure. It will help to track sales, handling payments and giving receipts to customers. Bill splitting also has an important role in POS. For example, If some friends come together for dinner and if they want to divide the bill then it is possible by POS bill splitting. This slide will show how to split bills in odoo 17 POS.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
1. RMB NGO LEADERSHIP NETWORK SESSION OUTPUT
Workshop Objectives
To build a shared understanding of our future choices and responses in
South Africa
To identify key capacities and actions in order to pursue our preferred
future options
To highlight those skills, capacities and interests which exist in this group
to help us move in this preferred direction
To create an environment, to share these valuable contributions to the
benefit of all participants
To clarify the way forward in order to sustain and build on this sharing,
and create a community of practice
Workshop Principles
The leadership and capacity we need is already in this room
We encourage listening with curiosity, and being ok with not necessarily
knowing the answer
Ask for what you need and offer what you can
There are no experts, only learners and practitioners
Appreciative Inquiry
Appreciative Inquiry is a strategy for intentional change that identifies the
best of ‘what is’ to pursue dreams and possibilities of ‘what could be’; a
cooperative search for strengths, passions and life-giving forces that are
found within every system and that hold potential for inspired, positive
change. (Cooperrider & Srivastva, 1987)
Assumptions
In every community something works
What we focus on becomes our reality
Reality is created in the moment—there is more than one reality
The act of asking questions influences the community in some way
People have more confidence and comfort to journey into the future
when they carry forward parts of the past
o If we carry forward parts of the past, they should be what is best
o It is important to value differences
o The language we use creates our reality
1
2. Problem Solving Appreciative Inquiry
“Felt Need” identification of the Appreciating and valuing the best of
problem “what is”
Analysis of causes Envisioning “what might be”,
Dialoguing “What should be”
Analysis of possible solutions Innovating “What will be”
Basic assumption: an
Basic assumption: an organisation is a
organisation is a problem to be
mystery to be embraced.
solved.
2
3. General flow of an Appreciative Inquiry process:
Appreciative inquiry can be done as a longer structured process going
through phases of:
Discovery: identifying organisational processes that work well.
Dream: envisioning processes that would work well in the future.
Design: Planning and prioritising those processes.
Delivery: implementing the proposed design.
The basic idea is to build organisations around what works, rather than trying
to fix what doesn't.
Resource: http://appreciativeinquiry.case.edu/
Dialogue Interviews
The aim of the dialogue interview is to try to come to see through the eyes of
the other person, and to create connection. In the best dialogue interviews,
the interviewee comes to realize they know something they didn’t know
they knew, or they come to realizations about
what they must do – they have A-ha
experiences.
Guidelines for Dialogue Interviews
Invite their story
Connect heart to heart
Monitor your listening
Seek to understand patterns
Notice energy and go with the flow
Generative silence
Leave the door open
Appreciative Dialogue Questions
People engaged with each other in pairs around these questions
Think of a story of your work, when you felt happy/excited/fulfilled
What was it about your own leadership that made that story what it was?
As you consider this story and what you do now, what do you think you
might have to offer this network of people contributing to the Walk
Together Scenario?
3
4. Open Space Session Technology
The goal of an Open Space Technology meeting is to create time and space
for people to engage deeply and creatively around issues of concern to
them. The agenda is set by people with the power and desire to see it
through. Typically, Open Space meetings result in transformative
experiences for the individuals and groups involved. It is a simple and
powerful way to catalyze effective working conversations and to truly invite
organisations to thrive in times of swirling change.
4
5. Principles of Open Space:
Whoever comes are the right people
Whenever it starts is the right time
Whatever happens is the only thing that could have
When it’s over it’s over
The Law of Two Feet: If you find
yourself in a situation where you
are not contributing or learning,
move somewhere where you can.
PASSION & RESPONSIBILTY
The four principles and the law work to create a powerful event motivated by
the passion and bounded by the responsibility of the participants.
Roles in Open Space:
Host—announce and host a workshop
Participant—participate in a workshop
Bumble bee—“shop” between workshops
Butterfly—take time out to reflect
General flow of an Open Space meeting:
The group convenes in a circle and is welcomed by the sponsor.
The facilitator provides an overview of the process and explains how it
works. The facilitator invites people with issues of concern to come into the
circle, write the issue on a piece of paper and announces it to the group.
These people are "conveners." Each convener places their paper on the wall
and chooses a time and a place to meet. This process continues until there
are no more agenda items.
The group then breaks up and heads to the agenda wall, by now covered
with a variety of sessions. Participants take note of the time and place for
sessions they want to be involved in.
Dialogue sessions convene for the rest of the meeting. Recorders
(determined by each group) capture the important points and post the
reports on the news wall. All of these reports will be harvested in some way
and returned to the larger group.
Following a closing or a break, the group might move into ‘convergence’, a
process that takes the issues that have been discussed and attaches action
plans to them to "get them out of the room."
The group then finishes the meeting with a closing circle where people are
invited to share comments, insights and commitments arising from the
process.
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7. Our open space question:
What idea do you have that you wish to explore with others here in support of the ‘Walk Together’ Scenario?
Round One
1. If you want to walk on water, you have to get out of the boat
2. Time is against all of us
3. Leveraging off the pain
4. Initiating social media networks between NGO’s
5. I want to start a drop in centre for kids. I need help
6. What of SA’s past should we take forward and what should we leave
behind?
Round Two
1. How do we bring together different interests?
2. Database of organisation strengths & needs
3. De-politicize the walk together?
4. Generosity of spirit to share lessons will bring about appropriate solutions
5. Collaborating all our skills together in a performances/concert and create
a fundraising platform for all NGO’s
Round 1
1. If you want to walk on water, you have to get out of the boat
Convenor: Inge Walters
Participants: Erica, S’bo, Karla, Theo, Janet, Stacey, Thérèse,
Karen
Key insights:
Trust the impossible
Be bold, get out of the comfort zone not for you but your cause = put
fears aside
Power of people’s stories = smaller groups + people
Passion makes the difference, belief, trust, persistence & take the first
step
Act as if you already have the courage
Not all about me - sometimes we don’t try because …
Focus on the positive
Leave life jacket at home
What needs to happen next?
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8. Share your “impossible” story and if you don’t
have one think of what yours could be
Use social network to share good news = Facebook
profile for this group
Who is responsible?
Each person
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9. 2. Time is against us (Leveraging off the pain)
Convenor: Oupa Mabena
Participants: Dawn, Elizabeth, Jerry
Key insights:
Sometimes we need to take a step back to reassess
versus rushing in. Other times we need to take risks
“Time is against us” - Problem
Therefore “Make the most of every opportunity.” Future state
With awareness of time pressures
Invest differently/ use time differently
Make time profitable/ fruitful
Focus more on solution vs blaming- it wastes time
What you do with time doesn’t’ just impact on you- consider the impact
on others as well. How can we collectively use our time
There are certain things that we cannot challenge time on (i.e. months to
have a baby; if a baby comes 6 months; chances of survival are
decreased)
It takes 100 years to grow an oak tree & 6 months to grow a butternut!
Which do we want (want others) to be
What needs to happen next?
Corporate need to get involved with learners while they in school VS only.
Who is responsible?
Each of us - as it is relevant to our lives
4. Initiating social media network between NGO’s
Convenor: Simangele Mabena
Participants: Sharanjeet, Ann, Jillian, Gerard, Peter, Jillian, Francois
Key insights:
If they’re so many social websites, which do you use?
Facebook more accessible but open to abuse
Long-term plan to privatise our Facebook account
Linked-in / skills universe
Intentional social media platform-
only open to NGO’s
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10. How do we sustain the momentum? We need to share in the process
Are we promoting ‘Walk together’?
What type of communication do we need?
We need to have intentionality in media activist
Look at how Obama used social media into real context
What needs to happen next?
Get email addresses of NGO’s @ RMB to send out to feelers- are people
keen to join?
Who is responsible?
Simangele (to initiate) and get Sharanjeet to send me stories about her
organisation in relation to real stories/reports
Anni (to sustain) - to keep us in contact of what is going on in the
fundraising world
6. What of SA’s past do we take forward and what do we leave behind?
Convenor: Victoria
Participants: Kelvin, Dave, Melusi, Pontsho, Ilka, Mokibelo, Nonhlanhla
Key insights:
What gets communicated about the past e.g. Youth day - drunken parties
(missed the point)
Need to build a deeper understanding of the past and how it affects us
today
Have we forgotten our past? (complacency now)
Today’s struggle - poverty/unemployment/hopelessness – develop
peers to share messages (role models for the youth)
How do we counter negative role models e.g. criminals
We need to keep the stories alive
Education is key (need to get that right)
Identify the strengths/potential within poor
communities
What needs to happen next?
Take the knowledge of the past (strengths) to take
things forward
A family structure is key if we are to succeed
Motivate the kids
Time frame?
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11. Who is responsible?
All of us
Our NGO community work- we can make the difference
Round Two
1. How do we build together different interest?
Convenor: S’bo Vilakazi
Participants: Debbie, Jerry, Keri, Jillian, Francois, Melusi,
Loura
Key insights:
Common denominator- integrated process
Forums bring different interest together- look for pockets of opportunity
All have the same goal
Trust- big challenge/limited resources (we’re in survival mode)
Working together – leverage resources, increase reach, share skills –
stronger voice eg lobbying government (strength in numbers)
Don’t know what other organisations are doing
What needs to happen next?
Keeping this discussion going/ practice outside of the
workshop
Networking /connect to each other/opportunities
including social networks/ databases
Share skills - learning from each other
Who is responsible?
Everyone of us: accountability
Talk to each other! Private enterprises also need to talk to each other
2. Creating a Database for NGO’s
Convenor: Peter France
Participants: Karla, Yvette, Ilka
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12. Key insights:
Experiences
Skills
Communication
Cross pollination
Links in common interest
Needs
Geographical situation
NGO’s to upgrade their info
What needs to happen next?
Research existing databases. To establish database where NGO’s input
their info in light of above & to keep base relevant. ‘Walk together.’
Who is responsible?
Need a volunteer to run with the idea & implement
3. De-politizing the walk together
Convenor: David Rossouw
Participants: Theo, Mokibelo, Stacey, Elizabeth,
Judy, Oupa
Key insights:
We need a collective voice as NGO’s
Get info out as to what we are doing
Focus on being the mutual voice, resistance force (we need to play an
advocacy role)
Politicians will do what politicians do
We need to set the youth thinking critically
Education is key to the process
Share methodologies (knowledge etc. collaborate)
What divided us in the past needs to be used to unite us
What is stopping us today to work against the weakness
that we see
Sometimes political issues need to be faced
Look for the good
None of this walking together can happen unless SA
develops as a true democracy
What needs to happen next?
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13. Develop advocacy role - politics won’t disappear
We need more acute engagement
Advocacy development to humankind (become upon to
one another)
Who is responsible?
As NGO’s – ‘to prove’ – we can walk together
Make sure what we preach is what we practice
4. Generosity of spirit in sharing lessons will find appropriate solutions
Convenor: Sharanjeet Shan
Participants: Janet, Gerard, Pontso, Smangele, Erica, Kelvin
Key insights:
Dilemmas/when we leave, sustainability- great concern
Civil society/ Government state departments have not come to the party
Take a government official to work day
Humility & Openness
Change – thank you
Fundraising relationship
building. Engagement
Social media website
SETA’s are very difficult to
talk to
Strength in numbers
Collective
ISASA lobbies government member pay for the rights to secure
More budget on research, independent reviews- publish - Foreigner do
this well
What needs to happen next?
Media/ Twitter/Facebook/Ning- talk to each other
Who is responsible?
Everyone; Simangele & Annie
5. Collaborating of skill for a concert performance and create a
fundraising for all RMB NGO’s
Convenor: Anni Wolf
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14. Participants: Yvonne, Simangele
Key insights:
Collaborating between all performing arts companies sponsored by RMB
in an RMB concert.
Showcasing the good work RMB is supporting it will showcase all NGO’s
talents e.g. Collaboration of The Black Tie Ensemble, Sibikwa, JHB
Orchestra, Vuyani Dance, SA Ballet Theatre etc.
What needs to happen next?
Contact NGO’s
Approach RMB
Create Proposal
Blank Slate (a meeting of butterflies)
Convenor: Dawn Phillips
Participants: Inge, Thérèse, Karen
Key insights:
WWF South Africa- would like Inge & Dawn to facilitate on insights
workshop for all NGO reps ( this group)
WWF- needs change management
o What about RMB imparting their knowledge i.e. someone like
Dawn can come & teach CM or assist in some way
o WWF can then also impair knowledge from an environmental
perspective
What needs to happen next?
Dawn & Inge are accredited through insights
Yvette & Ilka arrange another workshop so we can do it!
Dawn, Yvette & IIka to discuss
Who is responsible?
Dawn to facilitate
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16. NEEDS & GENERAL FEEDBACK:
Needs
Workshop in Governance
Networking
60 donated used white shirts (please contact Yvette, whoever made this
request?)
Fundraising: I would really love to know more about the how’s, where
we go & what we do
Maybe do a short 5 minutes slot on what RMB funds, and why?
Please can you share everyone’s contact details & copies of the
PowerPoint
Branding (our) company and bridging the gap in different NGO’s: Share
skills
Feedback – Thank you very much! No really… Thank YOU… No really…
An enriching, stimulating and engaging workshop. So much to think
about, so much to take forward...walking together...
The opportunity to attend your very well organised and well put together
NGO session... I thoroughly enjoyed it, found it most thought provoking,
very interactive and when I left I was more positive than when I arrived on
Wednesday morning about where we as individuals and as a country
should be heading… Also for the Jim Collins book which I am looking
forward to reading in due course.
The awesome training, meals and networking with others. Thanks for
making a difference.
The sessions are very empowering – keep them coming. We are moving
closer to the real “walk together”.
It is awesome to get to know other NGO’s who are not involved in feed.
WOW thanks.
The food and camaraderie is very encouraging and makes one feel very
excited about our NGO. I love the buzz, excitement, challenges. Most of
all to think outside the box get out of the boat and walk on the water.
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17. Thank YOU, our Partners, for your continued support of this ever changing
RMB NGO Leadership Network initiative! Your attendance, participation,
enthusiasm and commitment to this process, and more importantly to your
respective organisations and the good work you do, is what makes each
programme a success. See you again in the not-too-distant future! ~ Ilka,
Happy & Yvette ~
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