Transformational Organizing An Overview Transformational Organizing Movements work
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Transformational Organizing: An Overview
Transformational Organizing: “Movements work by transforming what people think is possible. ”
The Five Pillars of Transformational Organizing The Pyramid of Engagement The CCL Way The Conditions that Motivate The Elimination of Blame The Empowerment of Volunteers © 2016 R. A. Knight
The First Pillar: The Pyramid of Engagement Joiners who affiliate with us and take little action or responsibility. Task-doers who commit discrete amounts of time for specific actions. Role-takers who take responsibility for an outcome or area of group functioning. Leadership developers who help other people increase their skills and engagement. © 2016 R. A. Knight
The Second Pillar: The CCL Way Transmitting our culture is one of the most important ways we empower and motivate people. Modeling is more effective than telling. Exercise: in pairs, how do you help to transmit CCL’s values? What else can you do? © 2016 R. A. Knight
The Third Pillar: The Conditions that Motivate Direct motivators: Play, Purpose, Potential Indirect motivators: Emotional Pressure, Economic Pressure, Inertia Direct motivators are much more effective and long lasting Avoid the indirect ones © 2016 R. A. Knight
The Fourth Pillar: The Elimination of Blame Remember: Whenever you find yourself blaming an individual for a situation, stop and remember these words: “Assume positive intent. ” Explain: Before addressing the situation, come up with alternative scenarios that do not assume a problem with the individual that could explain the behavior. Ask: Assuming positive intent, mention what you observed, ask why. © 2016 R. A. Knight Plan: Identify the true root cause and develop a plan to remedy it.
The Fifth Pillar: The Empowerment of Volunteers To increase volunteer engagement in your group: ● Do things together ● Develop roles for your volunteers As ______ (insert title) I will _______ (outcome) By _________ (activities) ● Check in with your people © 2016 R. A. Knight
The Fifth Pillar Cont: Coaching Check-ins The three domains of coaching: ● Motivation: Providing encouragement, getting over discouragement, helping people articulate their commitment to their objective. ● Skills: Do they have the skills they need to accomplish their objective? What resources (including people) can you connect them with? ● Strategy: Identify a clear path for achieving goals and making a plan of action In a coaching conversation ● Find out what they need (is it a skill, motivation or a strategy? ) ● Find a way to fill the need ● Reflect on how things worked out, what was learned, what’s needed next © 2016 R. A. Knight
The Five Pillars in Review Transformational Organizing: The Pyramid of Engagement The CCL Way The Conditions that Motivate The Elimination of Blame The Empowerment of Volunteers © 2016 R. A. Knight
Delegating Tips ● Generic requests for help rarely work, but well thought out personal request for help often do ● Include an acknowledgment or appreciation of their strengths as part of asking – why are they a good fit for the request ● When you match the person to the task well, they light up and thank you for asking them ● Delegating requires trust AND support for them to succeed ● Hold accountable and solve problems
Key Role Development Questions ● What do you enjoy doing? ● What have your experiences prepared you to do? ● What skills and knowledge base would you like to build? ● What motivates you to do this work? What do you love in nature and about the earth? ● What do you find to be FUN about this work? ● Where do you find PURPOSE and meaning volunteering on climate issues? ● What do you see as your POTENTIAL in
Let’s Practice ● ● ● Pick a partner Make a request for something needed in your chapter – a task or role Practice hearing “no” Practice hearing “yes” If time, look at role development questions
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