Coming up tomorrow. All this talk of how to get it done out there in the world is great but let's cut to the chase ... how is my own leadership (and who I am) changing as the work normalizes?
The three day trainings are an essential gateway into the work, they break new ground inside people and within the contexts we are working. I am about to do one next week with senior leaders across a major education system. It will set the tone for what I hope will be a long term intervention into building a more participatory culture of management and delivery of education for a huge number of young people, parents and educators.
But what happens when you have done a couple of trainings with key people, decision makers are onside and there are still thousands of people left in the organisation or system who need to get trained? Not necessarily trained to host conversations but educated in the world view and practices so they participate fully and feel ownership of the direction. Endless three day trainings cost too much money and take too much time.
I am dealing with this issue across large government systems with departments up to 1700 people, let alone interdepartmental training that needs to follow. I am experiencing it across the newspaper industry where we have created great experiences through events and proved the work can have an impact within organisations and are now exploring a 3 day event with senior leaders from across the country. Then what? We go and run 3 day trainings in organisations across a whole region or country, within regional industry associations … it is just not possible.
I don’t have answers here and I am really keen to hear from others. Some of things I am experimenting with are:
What are you doing? What’s working? What’s not? Tell me! I want to learn! :-)
This is the second in a series of three blogs coming out over three days - exploring how the normalization of my work makes it more approachable, applicable and impactful. The first blog looked at how epiphany and awakening can be an obstacle to change, this blog explores how we can embed change across whole systems without endless in depth trainings ...
Three day trainings have been an essential tennet of my work ever since we started the Art of Hosting trainings over 12 years ago. They create the space for a deep dive into the methods, models and mindset of change leadership and they help build relationships among leaders to support ongoing learning and action.
However, I think the three day trainings can also play into building a barrier of epiphany around the work and isolating those who have gone through it and those who have not. In part because they are such a transformative experience. Furthermore, folks who go through them think that is the only way this work can get done - "it is how it happened to me and therefore how it needs to be for others".
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