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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: tmorrow@universitysettlement.net

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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