Download - Capacity Building Discovery Part 2
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Meeting of the Minds: New Year, NewConnections
Friday, January 7th Salvation Army HQ, East 22nd St
Food, fun, share and generate ideaswith other instructors
Bring lots of business cards & brochures!
Presented by ILNlooking for steeringcommittee members, too!
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Increasing the
QUALITY
DEPTH(interconnectedness)
OUTCOMES
of the services offered
by your host site.
Photo: Hammer by flickr user thefixer
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Capacity building aligns with one of the
Literacy Cooperatives three priorities:
Enabling and Supporting High quality,Interconnected and Outcomes OrientedService Delivery
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Your project should increase your host
sites ability to provide services that:
Provide a great experience for clients
Are connected to each other & other
services in the community
Deliver the promised results
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PROBLEM SOLVING: Issues will arise
during your service & should be resolved.
INDEPENDENT PROJECT: Lead a processwith the blessing & involvement of your
host site. Dont just complete a project.
FOCUS OF SERVICE: AmeriCorps is fordirect service; this is an opportunity to
connect that service to systematic
improvements
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WITH SKILLS: you will become an expert
on your organization & your topic
IN TEAMS: of four organized by topic
SPEND TIME: at least 1-3 hours per weekon average
SUSTAINABLY: created to continue after
you have left USING AI: Appreciative Inquiry is a
method for organizational development
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Activity 1: I need 2 volunteers
Volunteer one: please site on the table
and make a structure with these blocks.
Volunteer two: please sit under the table.
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Prototype
OCTOBER
NOVEMBER
DECEMBER
JANUARY
Refine
MAYJUNE
JULY
DISCOVER: Select topic
DISCOVER: Interviews
DREAM & DESIGN
DELIVER: Implement
DISCOVER: Interviews DREAM & DESIGN
DELIVER: Sustainability
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Timeline depends on yourrole & agency
TWO things interact:
Activities (painting)
Talk/stories that inform &shape activities
TAKE action at any time.
Appreciative Inquiry ismanaging the talk that
shapes action & canhappen before, during orafter activities.
Beware the CHUBBY BUNNY!
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Appreciative Inquiry is not a fool proof methodthat guarantees the success of your endeavor;it is merely a method that is appropriate for acapacity building project.
Rule of thumb: dont introduce major changesin an organization before 6 months. !!!
Especially as a temporary volunteer, youshould expect some resistance to yourattempts to steer the direction of a program or
organization, even if requested by the agency. Appreciative Inquiry forces you to slow down,
listen & validate the experiences of others toincrease ownership and trust
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Volunteer one, what have you created?
Volunteer two, please come out from
under the table.
Volunteer two, I would like you to
increase the quality of this structure.
To start off, volunteer two please askvolunteer one the following questions:
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BRIEFLY (1 min each) answer the following:
What would you describe as a high point
experience for you in creating thisstructure?
Without being modest, what do youvalue most about yourself, your work on
this structure, and your creation? What are the core elements of this
structure, without which it would ceaseto exist?
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Imagine you have awakened from a
long, deep sleep. You wake up to realize
this structure is everything you dreamedit would be.What do you see? How
have things changed?
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Volunteer one, how did you feel when youwere told volunteer two was going tochange your structure? How did you feel after answering the questions?
Volunteer two, what changed in your visionof the structure after hearing the answers tothese questions?
ALL:W
hat happened during thisexchange?What was the purpose of thequestions?
Thank you, volunteers! Please take a seat.
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People cannot live with change if there is
not a changeless core inside them. The
key to the ability to change is achangeless sense of who you are, what
you are about, and what you value.
Stephen Covey
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AffirmativeTopic
Choice
Discovery
Dream
Design
Deliver
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Produces longer lasting change because AI:
Focuses organizations on their most positive
qualities Builds on past successes
Involves all those affected by the change
Nurtures an appreciative dialogue
Appreciative Inquiry is
the study of what works well
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Several members have no topic or purelytheoretical topics at this point.
You could connect with one of the LiteracyCooperatives current capacity buildingprojects: Literacy Tool Kit: low cost manipulatives to teach
math to adult learners
Quality Improvement Framework: pilot ofresearch-based program checklist
Tracy Morrow available to help you identifya topic: [email protected]
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Assessments to target student's skills
Free & fun educational games
Community resources for... (specialneeds, safe places to play, holiday
activities)
Current music/movies as tutoring aids Free training for tutors
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Prototype:
October-December: Learn about AI,
decide topic & plan inquiry process December-January: Meet with member
team, facilitate interviews, research
resources from success stories February: Dream & Design summit to
create action plan
March: Destiny1st Family Literacy Night
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May: Debrief to Discover successes,
Dream & Design planning committee forsustainability
June: Destiny: 2nd Family Literacy Night
July: Handbook/schedule created August: Multimedia presentation of
project & results
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DISCOVERY is also called the InquiryProcess, which should involve:
Interviews with representatives of allstakeholder groups affected by the change
Collection and analysis of summaries
Report back to stakeholders with results
And can optionally involve: Visits to see topic in action
Research into resources & case studies,especially those drawn from interviews
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Take 3 minutes to brainstorm possible
stakeholder groups affected by your
proposed changes. Examples: Clients/students
Administrators
Instructors
Partner organizations
Community members
Custodial/housekeeping staff
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Red string will connect interviewer &interviewee
YOU interview all representatives Trained TEAM of interviewers IMPROBABLE PAIRS interview each other:
have people talk who usually wouldntStudent & Administrator, Parent & Tutor,
Instructor & Custodian Pairs analyze their own interviews in SMALL
GROUPS of 4 to 10 peopleAt the end bank all the red string
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The red string represents a social bondcreated through real listening
Most organizational change happensthrough LEVERAGE: Stickpolicies, penalties, mandates
Carrotincentives, resources, funding
As an AmeriCorps member, you have nostick! What carrots do you have? INFLUENCE! Interviews build energy &
investment you need to bank later
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Individually as available
Train a small team of people to
individually interview others Improbable pair interviews
Inquiry meeting:
Improbable pair interviews with smallgroup analysis
During Summit along with Dream &
Design portions (more re: Summit in Dec)
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Please get into your teams of 3-4:
Any questions in your Interview Guide
you could add, delete or edit?
Which interview configuration is mostappropriate for your organization or
topic (real or hypothetical)?
Who should interview whom? How will you report back summary &
analysis to the stakeholders?
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Describe who will conduct interviews,
who is being asked to participate, and
why. Explain how interview summaries will be
analyzed and reported back.
Give timeline for the process.
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Please complete & turn in the Member
Training Feedback & info sheet for
National Days of Service. This months assignment:
Decide on a topic if you havent already.
Create a final version of your interview guide(or draft once your topic is decided).
Include the interview (inquiry) process in yourinterview guide.
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Cleveland Housing Network for hostingtoday
Appreciative Inquiry Handbook: For Leaders
of Change, 2nd ed., by David Cooperrider,et al.
Our generous funders: Ohio Community Service Council
Corporation for National & Community Service The Literacy Cooperative of Greater Cleveland
The Cleveland Foundation
Key Bank Foundation
Underwritten by Charter One Foundation