Transformational Organizing An Overview Transformational Organizing Movements work

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Transformational Organizing: An Overview

Transformational Organizing: An Overview

Transformational Organizing: “Movements work by transforming what people think is possible. ”

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

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

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

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:

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

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:

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

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 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

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

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

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

Questions? Successes? Slides provided by Slides. Carnival

Questions? Successes? Slides provided by Slides. Carnival