The web site is finally online, albeit in a limited version.
Yukon College and the Centre for Sociocratic Governance - North America are co-hosting an International Conference on Dynamic Governance:
The River Flows Both Ways - A New Era of Organizational Governance
June 14-15-16 2010, in Whitehorse, Yukon
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This will be an event you will NOT want to miss! The full web site should be online by mid-July, and i will keep posting information on this Blog.
You can view Yukon College on Facebook
Also, check out this great site relating to self-organization:
Our Next Step Together
Monday, June 22, 2009
Thursday, June 11, 2009
Taking the Time to Take Time
Well folks, I have suddenly come up with a Paramount Objection to most of my extracurricular activities, and the reason is that I am simply in need of a break. A real one!
So, this will be my last posting for the next few weeks. It will allow me to collect my thoughts, process much of what has happened over the past year, and hopefully obtain better clarity over Dynamic Governance and its implementation at the College.
For this last posting, I want to follow up on my last entry, where I discussed how I felt I had let my Implementation Group down by allowing the group to ignore an issue that had spontaneously arisen (around whether to hold the meeting outside or not). As it happens, at our next meeting (which happened a week later) as facilitator I decided to amend the agenda and resolve the issue from the previous meeting.
I decided to do this for a few reasons. First, as people were coming in, I heard the comment being made that perhaps "today, if we are lucky, we could go outside". Second, I felt that for the group to become solid and effective, we had to be able to resolve what appeared to be a simple issue. So I set to steer the group in that direction.
The way we tackled the issue was simple. I explained why I wanted to go back to it, and then I proceeded to ask the group to come up with an idea, a solution, or a proposal. Someone then proposed that we go outside for that meeting. So we treated that proposal as any other, and within about 15 minutes, it was decided that the next meeting would be outside, weather permitting, so that everyone would know in advance and be able to prepare for it.
When I asked for a comment round at the end of that decision, a few interesting comments were brought up. First, many thought that it was great to actually take the time to learn how to work together; second, a few were not too keen on that, rather, they would have preferred to go straight to the business items, but were ok with going along; third (and this one was during the closing round), two people mentioned that they felt I had taken a lot of space in the discussions, especially during the debate over our Vision Statement. The question was whether I took so much space because I was facilitator or because I had drafted the Vision statement.
At that moment it became clear to me that the time had come to have an election for a new facilitator. This will build the capacity of the group and allow the members to get engaged at a different level.
The main thought I will be leaving on holidays with is that Sociocracy is much, much more than an organizational structure and a decision-making process. I will write more on these thoughts once I have had time to rest and wander...
Until then, feel free to post comments or email me. I will never be too far from an internet connection...
So, this will be my last posting for the next few weeks. It will allow me to collect my thoughts, process much of what has happened over the past year, and hopefully obtain better clarity over Dynamic Governance and its implementation at the College.
For this last posting, I want to follow up on my last entry, where I discussed how I felt I had let my Implementation Group down by allowing the group to ignore an issue that had spontaneously arisen (around whether to hold the meeting outside or not). As it happens, at our next meeting (which happened a week later) as facilitator I decided to amend the agenda and resolve the issue from the previous meeting.
I decided to do this for a few reasons. First, as people were coming in, I heard the comment being made that perhaps "today, if we are lucky, we could go outside". Second, I felt that for the group to become solid and effective, we had to be able to resolve what appeared to be a simple issue. So I set to steer the group in that direction.
The way we tackled the issue was simple. I explained why I wanted to go back to it, and then I proceeded to ask the group to come up with an idea, a solution, or a proposal. Someone then proposed that we go outside for that meeting. So we treated that proposal as any other, and within about 15 minutes, it was decided that the next meeting would be outside, weather permitting, so that everyone would know in advance and be able to prepare for it.
When I asked for a comment round at the end of that decision, a few interesting comments were brought up. First, many thought that it was great to actually take the time to learn how to work together; second, a few were not too keen on that, rather, they would have preferred to go straight to the business items, but were ok with going along; third (and this one was during the closing round), two people mentioned that they felt I had taken a lot of space in the discussions, especially during the debate over our Vision Statement. The question was whether I took so much space because I was facilitator or because I had drafted the Vision statement.
At that moment it became clear to me that the time had come to have an election for a new facilitator. This will build the capacity of the group and allow the members to get engaged at a different level.
The main thought I will be leaving on holidays with is that Sociocracy is much, much more than an organizational structure and a decision-making process. I will write more on these thoughts once I have had time to rest and wander...
Until then, feel free to post comments or email me. I will never be too far from an internet connection...
Friday, June 5, 2009
From Cognition to Emotion
I had a neat experience during a circle meeting not too long ago that taught me a lot about group dynamics, and also about some of the challenges around implementing DG. About a dozen of us were meeting for an hour to do some planning for a workgroup, on a spectacular day of sun and warmth. Now, for those of you who are not familiar with the Yukon, we get long winters, and when we get nice weather, many like to be outside! So, during the opening round, someone made the comment that he would like to be outside for this meeting. Following that, in my role of facilitator, I suggested that the person make that into a proposal. Without having the time to formulate it, another member of the group objected, stating that he did not do well in hot weather, and that if the group wanted to go outside, and that we should just go ahead and get the meeting done.
I then proceeded to explore a possible alternative, such as finding a location with shade, to which the person replied that we could go outside and he would simply go home. What struck me was the immediate rise of tension around the table. It was so thick and people were so uncomfortable that I then proceeded to see if the group could live with being inside (bad move on my part as a facilitator, as I feel I let my guard down and missed a great opportunity to help the group grow as a unit). I saw people's resignation to that idea and we proceeded with the meeting.
So what have I learned with that situation? First, that the role of Facilitator is a tough one that requires a lot of knowledge, experience, leadership, and trust in oneself. Second, that there is a difference between "understanding" DG, "experiencing" DG, and "living" DG. Third, that DG requires a lot more time than I anticipated.
It is one thing to implement a circle structure and to explain what "zero objections" means. But it is entirely different to "experience" it. The tension that is generated through objections can either be avoided by dismissing the issue to be resolved (or by doing a poor job at resolving it) or be harnessed to become a driver or creativity and team development. Teams that allow themselves the privilege to stay in the moment, live the tension, work with it, will become that much stronger, more efficient, and creative. The members will feel connected with one another and feel a greater sense of belonging both to the group and the institution. This all happens when the information gets transferred from the head into the heart.
I am so thrilled by this new group I am feeling hopeful, energized, driven, and giddy!
I then proceeded to explore a possible alternative, such as finding a location with shade, to which the person replied that we could go outside and he would simply go home. What struck me was the immediate rise of tension around the table. It was so thick and people were so uncomfortable that I then proceeded to see if the group could live with being inside (bad move on my part as a facilitator, as I feel I let my guard down and missed a great opportunity to help the group grow as a unit). I saw people's resignation to that idea and we proceeded with the meeting.
So what have I learned with that situation? First, that the role of Facilitator is a tough one that requires a lot of knowledge, experience, leadership, and trust in oneself. Second, that there is a difference between "understanding" DG, "experiencing" DG, and "living" DG. Third, that DG requires a lot more time than I anticipated.
It is one thing to implement a circle structure and to explain what "zero objections" means. But it is entirely different to "experience" it. The tension that is generated through objections can either be avoided by dismissing the issue to be resolved (or by doing a poor job at resolving it) or be harnessed to become a driver or creativity and team development. Teams that allow themselves the privilege to stay in the moment, live the tension, work with it, will become that much stronger, more efficient, and creative. The members will feel connected with one another and feel a greater sense of belonging both to the group and the institution. This all happens when the information gets transferred from the head into the heart.
I am so thrilled by this new group I am feeling hopeful, energized, driven, and giddy!
Thursday, June 4, 2009
The Energy of One, the Power of the Many
The Implementation Group had its second meeting this week. Fewer people showed up, about ten total. But what a productive and energetic hour that was! We brainstormed on the Mission of the group, and set up a committee of four to work on a few proposals for next week's meeting. This is where Google Docs comes in handy. In less than 24 hours, we had a solid draft of three proposals that had been edited by three different individuals! I will be adding some final touches today, send it out to the committee for their final approval and edits, and then the entire Implementation Group will be getting a copy to review before next week's meeting.
This is DG at work! Get people to work together on what matters, and then get them to decide on what gets approved. Once that has been done, the energy is focused, the team spirit is high, and the boat is going strong.
I like where that group is heading. It is completely self-organizing and the proposals that will be presented set the guidelines which will inform the activities of the group for the year to come. Although the document is far from being final, I feel like posting the first of the proposals on the blog. This will allow everyone to see the progression.
Proposal #1
It is proposed that the following Vision and Mission Statements be adopted for DGIG:
Vision Statement
We envision Yukon College as an institution where all staff have a deep understanding of Sociocratic principles and methods, which is reflected by the circle structures in every area of the organization. This results in positive and satisfying relationships, as well as a high level of work quality and productivity.
Mission Statement
For the Academic year 2009-2010, the DGI Group will provide access to Sociocratic learning opportunities and work to support the adoption and use of dynamic governance at Yukon College.
Overall Aims
A. To support the on-going implementation of Dynamic Governance at Yukon College.
B. To reflect on, and develop, tools and strategies to enhance the DG experience at Yukon College
C. To develop and implement an evaluation system for DG Implementation
As I said, this is the second or third draft. I will post the final version once we have approved it, and will post on the process that lead to it... The energy I get from the group is fantastic and I am thrilled to be a part of it!
Stay tuned, there is much, much more to come...
This is DG at work! Get people to work together on what matters, and then get them to decide on what gets approved. Once that has been done, the energy is focused, the team spirit is high, and the boat is going strong.
I like where that group is heading. It is completely self-organizing and the proposals that will be presented set the guidelines which will inform the activities of the group for the year to come. Although the document is far from being final, I feel like posting the first of the proposals on the blog. This will allow everyone to see the progression.
Proposal #1
It is proposed that the following Vision and Mission Statements be adopted for DGIG:
Vision Statement
We envision Yukon College as an institution where all staff have a deep understanding of Sociocratic principles and methods, which is reflected by the circle structures in every area of the organization. This results in positive and satisfying relationships, as well as a high level of work quality and productivity.
Mission Statement
For the Academic year 2009-2010, the DGI Group will provide access to Sociocratic learning opportunities and work to support the adoption and use of dynamic governance at Yukon College.
Overall Aims
A. To support the on-going implementation of Dynamic Governance at Yukon College.
B. To reflect on, and develop, tools and strategies to enhance the DG experience at Yukon College
C. To develop and implement an evaluation system for DG Implementation
As I said, this is the second or third draft. I will post the final version once we have approved it, and will post on the process that lead to it... The energy I get from the group is fantastic and I am thrilled to be a part of it!
Stay tuned, there is much, much more to come...
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