Evolutionary Sustainability

Download Our Flexible Action Planning Tool

2012-02-01T11:14:00.000-08:00

Download our flexibility action planning tool at idea encore. https://www.ideaencore.com/item/bubble-sheet-%E2%80%93-flexible-action-planning-tool

http://www.wholonomyconsulting.com

What is a Gallery Walk?

2012-01-11T05:16:00.000-08:00

What is a Gallery Walk?
• A way of sharing information with people that is interactive and involves visual and kinesthetic learning. If you can play music while people are doing this, you can also activate auditory learning.
• Posters are made and hung on walls with information for participants to read.
• Participants walk from poster to poster reading the content, the more graphics and color the better.
• Give each participant stickees and ask them to write their thoughts, comments, questions, about the information they are reading and then put the stickee on the poster. Examples of comments people have written include things like “ Great, I agree, I like this, I want to know more etc.”

What are the Advantages of a Gallery Walk?
A key benefit is that people understand and remember more information than if the same information was presented in a “lecture” or power point. Using the stickees provides two other benefits 1. people engage with the content in an active way by posting their thoughts, and 2. People learn how others are reacting to the information.

What are the two ways to use this Strategy?

Option 1: Prepare Posters in Advance. You can use this strategy to share information that is planned in advance. Posters can be made with information on a particular topic, we’ve got 30 posters with information on how people learn, how the brain works, and some key concepts about positive psychology that we’ve been using for years.

Option 2: Prepare Posters on the Spot. Have small groups make posters during an event to capture their discussion and ideas. Pairs or small group discussions are very engaging for participants. If you want to share these discussions with others in the room you can do this quickly and interactively with a Gallery Walk. Hand out flip chart paper and markers to small groups and give them time to work together -- to capture the highlights of their discussions. Then post these posters on walls or display on tables so participants can walk around and read them. This allows everyone to learn about the themes in the entire group and is much more effective than having people report out verbally. Using the stickees also allows people to connect the themes that are emerging quickly.

More information on Gallery Walks is available at http://aea365.org/blog/?s=gallery+walks

http://www.wholonomyconsulting.com

Our new Ebook Six Secrets of High Engagement Presentations is available

2011-10-03T18:14:00.000-07:00

This hands-on e-book includes all the background and tools needed to become a high engagement presenter. It shares our tried and tested high engagement presentation strategies in an easy to follow workbook style. What we hope to do with this e-book is inspire people who want to make their presentations more interactive and support them in trying something new.

https://www.ideaencore.com/item/six-secrets-high-engagement-presentations
http://www.wholonomyconsulting.com

Article on Collective Leadership

2011-08-30T16:22:00.000-07:00

Sarah and I wrote the following article on our work with the Community Foundation of Southern Arizona.

Nonprofit Boards and Governance Review Newsletter
Collective Leadership and Shared Governance: A New Approach to Increasing the Impact of Foundation Investments
Wednesday, June 29, 2011

This article is co-written by Cassandra O'Neill and Sarah Griffiths.
________________________

In 2009, the board of the Community Foundation for Southern Arizona (CFSA) began the process of rethinking the way the foundation granted its unrestricted funds. The board believed that the foundation’s community investments were not always getting them the biggest impact, or thinking another way, the best bang for their buck; and that even though their unrestricted funding allocation was relatively modest, the grants process could be leading to greater community impact.

In starting the change process, the first step of the board, and the Community Investment Team (CIT) — a community committee charged with the oversight of the foundation’s grants process — was declaring a new goal: to increase the impact of their funding. The second was to develop a set of guiding principles aligned with their values and the new model they had decided to adopt. The guiding principles adopted by the board are as follows:
• We treat our grantees and donors as valued partners
• We believe that people support what they create
• We invest resources to build on strengths in the community
• We believe that providing general operating support allows organizations to be more effective
• We support collaborations because, together, we can create more positive impact in the community
• We understand that sustainable change takes time
Two years later, the community foundation has changed its funding model. It has moved entirely away from its traditional model of funding small amounts to individual organizations. Its new model is focused instead on building and funding multi-organization teams that are working together on a system change goal. This is the story of the process.

We have divided the story into two short articles: Article 1: Explores the model, the process and gives a brief overview of the work of the collaborative teams. Article 2: Looks at what makes this model unique, its philosophical underpinnings and alignment with best practices in the field.

CFSA’s 2010 Community Investment Model
The foundation has now funded three multi-organization, collaborative teams working toward a shared system change goal. These teams have been awarded larger multi-year grants (three years). The teams are characterized by:

• Self-selection—during the community investment process the community foundation invited any community organization that wished to participate to come together and explore what they could possibly do together that they could not do alone. The self-formed groups articulated their own “big goals”—all decisions around the goal chosen, participation, and strategies or activities selected to reach that goal have been made by the collaborative teams themselves (not the community foundation).

• Collective leadership—each collaborative team has a broad leadership team that is engaged in the process of developing the skills and behaviors that foster collective leadership. Throughout the course of the three-year grants, all members of each collaboration team will be participating in a self-administered collaboration assessment aimed at gauging the efficacy of the collaboration and their journey toward building collective leadership.

• Shared governance—although each of the collaborative teams has a lead, fiscal agent, the work of governance is shared within the collaborative teams and each team has developed an infrastructure to facilitate this process.

• System change focus—the work of each collaborative team has been structured around system change. During its early facilitated meetings the community foundation introduced all participants to Julia Coffman’s systems change framework (Julia Coffman, “A Framework for Evaluating Systems Initiatives,” August 2007). This provided the structure for the proposals and has formed the basis of the evaluation of each collaborative team toward its system change goal.

• Evaluation of impact—the community foundation CIT and board are very interested in the measurable impact of this new model. All teams are expected to do two levels of evaluation (mentioned earlier in this section). The first is aimed at demonstrating the progress that each collaborative team is making toward its system change goal. The second is aimed at gauging the efficacy of the collaboration and the journey toward building collective leadership and shared governance.

• Reflection—at each step of the way the collaboration teams are being invited to reflect and adapt. To consider where they have come to, where they need to get, and to adapt as necessary.

The Community Foundation’s Community Investment Process
In 2010, the community foundation hosted two large community meetings. The goals of these meetings were:

• To give participants an opportunity to explore collaboration and reflect on what they could possibly do within a collaboration that was greater than what their individual organization could achieve alone.
• To introduce the new community investment (grants) process, including a draft proposal template for the participants’ review and an overview of next steps.
• To share the system change framework that has been used throughout the application and implementation process.
• To help people meet others who might share the same goal.

Following these meetings, proposals for planning grants were invited. The proposal template did not include a needs question, rather applicant teams were asked to state their big goal. There were several reasons for keeping the process open in this way. Most organizations are used to working at the program level, identifying strategies that will lead to a larger goal. However, by focusing primarily on organizational strategies, organizations often end up trying to convince potential partners to adopt their strategies, rather than jointly developing strategies that meet a shared goal. By asking organizations to identify a broad, shared, system change goal, and then think about how they could achieve this by working together, a completely unique set of strategies were developed. And by using the systems change framework, the proposed strategies were aligned with system change efforts that would benefit the collective, i.e., all organizations operating in the chosen system, as well as residents or clients impacted by the select systems. This way of thinking was new to many organizational staff and the boards of the organizations applying as collaborative teams.

A challenge for all applicant teams was to develop shared leadership among the organizational partners. Organizations are used to partnering on grant proposals as subcontractors. Meaning, they divide up a pot of money amongst the groups. This does not lead to system change. The applicant teams were challenged to figure out how to devote resources to the system changes that would, if successful, benefit the entire system. Changes were made in all aspects of the application process including the budget forms for proposals, so that the requested funding was designed to match the work necessary to change the system, not split up a pot of money. This shared governance requirement, was new to some of the organizations and partnerships, and posed one of the greatest challenges to the collaborative teams.

The key to this new approach was letting these teams form themselves—and choose which big goal they would work toward, how they would achieve the goal, and whom they would work with. Key to the operation of the teams is shared governance, reflected in a multi-organization letter of agreement signed by the partners and a lead agency which serves as the fiscal agent. An example of one of the collaborative team’s system change goal is the goal of a rural community in Southwestern Arizona. This team seeks to change all aspects of the food system to result in healthier food being grown and eaten in the town. The other two teams are working toward neighborhood revitalization, and changing the way seniors experience supports, services, and opportunities as they age.

Ajo, Arizona Regional Food Partnership
Lead Organization: International Sonoran Desert Alliance (ISDA)
Ajo is currently defined as a “food desert.” Fresh fruits and vegetables are not grown locally and must be brought in from Phoenix. There is a severe problem of obesity and diabetes in the nearby western communities of the Tohono O'odham Nation (next to the town of Ajo). Diabetes was nonexistent in the 1960’s among this population, when the local diet was based on traditional, locally grown foods. Economic development in Ajo has been limited since the mine that employed many of the local residents closed. The Ajo Regional Food Partnership, through a diverse collaboration of groups, intends to address these issues resulting in a sustainable local food system, new community awareness and engagement in making healthy food choices, restoring the residents’ rich cultural foods heritage, and developing new food-based economic opportunities for community residents. This means that food would be grown, distributed and processed locally with robust educational support not only for the growers, distributors and processors, but also for the whole community. The result will be improved community health and an enhanced local economy.

Impact
• Transforms Ajo from a food desert to a desert oasis
• Integrates Ajo and Tohono O’odham food, economic development, health and obesity initiatives
• Involves all elements of the food system and engages entire community leadership

Part 2

Different Process, Different Results
Wednesday, July 13, 2011
This article is co-written by Cassandra O'Neill and Sarah Griffiths.
________________________

In December of 2010, the Stanford Social Innovation Review published an article called “Collective Impact” (John Kania and Mark Kramer, Winter 2010). This article explores multiple collective impact initiatives and looks to find the common ground, or best practices, in collective impact efforts designed to help multiple organizations work together to achieve an outcome greater than any one organization could create by themselves. These findings align with the findings of the Community Foundation for Southern Arizona (CFSA) in this shift to increase impact. The work that the community foundation has undertaken to design this Community Investment model and partnering to build the collaborative teams is not easy. It requires shifts in thinking and behavior.

The First Shift in Thinking
Collaboration and competition are frequently framed as an either/or. Through this either/or lens, strong collaborations and strong organizations are seen as mutually exclusive. Organizations can either collaborate or they can compete, but according to many of our mental models and our organizational and community dialogues, they can’t do both.

When the community foundation began looking at collective impact as a goal, it recognized that collective impact and individual organization impact are not mutually exclusive; that organizations must be able to work together toward large system change goals while remaining successful as individual organizations. It saw that organizational goals are directly aligned and nest within the system change goals. Both are required for a good result, and for people to commit to the time and energy required of system change, they must be able to see that by reaching their system change goals, they will also help meet their organizational goals.

Key Elements of Collective Leadership
The key elements of collective leadership are described by Alain Gauthier in “Developing Collective Leadership: Partnering in Multi-stakeholder Contexts” (2006). Gauthier states: “Leadership can be defined as speaking, listening, and acting in a way that enables an organization or community to address its challenges and opportunities. Collective leadership (or co-leadership, for short) is, simply stated, leading together as partners.” He goes on to cite Petra Kunkel’s definition of collective leadership, “The capacity of a group of leaders to deliver a contribution in service of the common good through assuming joint and flexible leadership, according to what is perceived and required.”

Gauthier adds the following:
• “Unlike heroic leadership, co-leadership embraces the diversity of people and perspectives and frees up self-initiative and collective intelligence. When practiced across sectors, it creates the conditions for societal learning and innovation through an increased sense of interdependence and a deeper trust in self-organization.”
• Collective leadership can be “A transformative experience that enables each co-leader to grow personally, while generating benefits for the whole that could not have been produced otherwise. This is only possible when partners are committed to both support and challenge each other, so that optimal learning conditions exist within the partnership.”

The following additional information on collective leadership from the W. K. Kellogg Foundation’s, The Collective Leadership Framework, builds on this understanding. www.iel.org/pubs/collective_leadership_framework_workbook.pdf
• “Collective leadership becomes possible when the members of a group, motivated by a common purpose, begin to build relationships with each other that are genuinely respectful enough to allow them to co-construct their shared purpose and work. This is about expanding from the solo perspective of “I” to include the “We.”
• “The process begins with a shared dream that forms in the heart of a group of passionate individuals with diverse skills. As relationships are formed around a shared purpose, the group creates a common awareness of challenges and develops ownership of creating new approaches/solutions. This type of leadership engages communities in activities that can effect sustained and systemic change. It connects those who are often seen as “outside” of an institution with those who are on the “inside.”
• “It means being willing to be pushed and pulled as a result of being in relationship with others who share the dream. It means developing group and individual potential. It means finding what will be most effective in making needed changes in a specific time and place.”
• “Building collective leadership is a cyclical process; it does not happen once and end. Instead, it continues evolving as communities change. As groups grow and move, they continue to learn and relearn about their community as they change and it changes.”

Managing the Polarities of Collective and Individual Leadership
A useful lens in looking at competition and collaboration is polarity management (see Barry Johnson’s book Polarity Management: Identifying and Managing Unsolvable Problems. 1996.) Polarities are “seemingly opposing forces that are both required for a good result,” like collective and individual leadership.
The book provides a detailed account of how to map polarities. However, for our purposes it is useful to look at the result of the process:

What happens when you have the best of both collective and individual leadership?

Individual Leadership

When its working well it looks like this:
• Measurable results attract funding and investment
• Individual organization satisfaction
• Autonomy
• Empowerment
• Control
• Alignment with mission

Collective Leadership

When its working well it looks like this:
• Shared resources
• Increased impact
• Shared goals
• Connection with person
• Clear communication
• Shared goals
• Alignment of organization’s mission and collective good
• Constructive dialogue

If an organization is hitting the mark in each area the result would be: broader impact, efficiency, synergy, creativity, capacity to do even more, and would result in the ability to make a difference.

The polarity map illustrates that the greatest success can be achieved by having the best of both collective and individual leadership, and by extension, collaborations and organizations.

Capacity Building for Collective Leadership and Shared Governance for System Change
The collaborative teams funded by CFSA have received technical assistance to develop their capacities for reaching their big goals by building collective leadership and shared governance. In a recent publication by St. Luke’s Health Initiative called “Learning through Networks” three types of capacity building were described in a pyramid. The base of the pyramid is the basic skills, infrastructure and relationships that all organizations need to function effectively in a highly regulated and competitive environment. The intermediate level focuses on practices that lead to high impact in organizations. The top level is collective impact through networks and systems change. This is the level of capacity building that has been provided to the collaborative teams. Ongoing technical assistance has been focused on helping the teams develop the capacities, skills, behaviors, and knowledge necessary to operate through shared governance in multi-organization collaborative teams.

The Second Shift in Thinking
The first shift in thinking explored the implications of embracing collective impact and seeing this as a way of increasing both individual organizational impact and collective impact. Viewed through the lens of polarity management, collective impact and individual organization impact are not mutually exclusive, they are both required for a good result.

The second shift in thinking explores how we view process. Process matters. Different processes lead to different results. The process builds relationships and provides the scaffolding for developing the skills and behaviors associated with collective leadership and shared governance.
In addition to developing engagement strategies that helped people identify and manage polarities that affect their collective work, the application process provided multiple opportunities for participants to build shared leadership and governance strategies and engage in a new way that focused on system issues.

• The Community Investment Team (CIT), in the process of choosing the grantees, utilized the same methods of engagement and facilitation that created conditions for learning and inquiry. This resulted in a shared understanding of the new language, processes, and expectations for both applicants and CIT members. This is a major departure from traditional review processes.

• The engagement of participants was at the highest level of Peter Senge’s ladder of engagement—co-creating; the lower levels are buying, selling and attempts to get buy-in. Co-creation is more generative and results in more informed planning, decision making, shared passion, and collective leadership.

• The strategies the collaborative teams are using are aligned with strengths-based approaches to change, and differ from deficit-based approaches because these approaches rely on activating people’s passions and building resiliency. This is a departure from approaches in old paradigms that attempt to make positive change by activating fear or anger in residents and community members. The strengths-based approaches are reflected in the language used by the teams in their descriptions of the strategies, goals and outcomes they have. The teams report an unprecedented level of collective leadership, excitement among partners, energy, and participation in this work.

Key Differences from Traditional Philanthropic Approaches
The community foundation process and the outcomes (increased engagement and collaboration among organizations toward shared goals and the development of collective leadership) are aligned with and were informed by the following:
• Recommendations of the Committee for Responsive Philanthropy related to increasing funding of advocacy and community engagement, and making the funding application process requirements comparable to the amount of funding being awarded.
• Alternative approaches to grantmaking of a community foundation, shifting focus to collective impact and system change rather than focusing on growing and sustaining organizations. The traditional approach focuses on increasing the number of programs, the number of staff and the amount of services delivered by an individual organization.
• Positive psychology and neuroscience research about how to create positive sustainable change.
• Strengths-based philanthropic approaches that promote resiliency and build on strengths rather than traditional deficit approaches.
• Changing worldviews and paradigms regarding what creates sustainable, positive change.
• A framework for comprehensive system change developed by Julia Coffman from the Center for Evaluation Innovation (see Part I of this article).
• The collective impact work described by Mark Kramer and John Kania. They suggest that “. . . substantially greater progress could be made in alleviating many of our most serious and complex social problems if nonprofits, governments, businesses, and the public were brought together around a common agenda to create collective impact.
• Collective leadership.
• Research about high impact and movement building.

During the community investment process the collaborative teams have been given technical assistance and have now formed a community of practice. They meet quarterly to share progress and network. A key focus of these meetings is to support the teams in continuing to build the skills and behaviors necessary for collective leadership and shared governance.

http://www.wholonomyconsulting.com

Axiom News Article on Sociocracy and Participatory Decision-Making

2011-08-09T10:13:00.000-07:00

Changing the World by Changing the Way We Make Decisions
Sociocracy, participatory decision-making creates systems that allow people to express full potential, says consultant
Monday August 8, 2011 -- Camille Jensen

While there are countless ways to better the world, Decision Lab facilitator Nathanial Whitestone says changing how we make decisions is the most critical and profound change we could make.

Co-founding Decision Lab one year ago, Whitestone says the U.K.-based organization aims to accelerate better decision-making in organizations by introducing models that encourage participatory decision-making and improved communication flows.

“At every point we are able to fix things technologically,” says Whitestone. “The key for me is every person having control over the way they work . . . . You can’t fully express yourself, fully express the gifts you have in life, if you don’t have input on the design of how you express them.”

To transform companies into models that encourage broader decision-making and ownership over one’s work, Whitestone says it’s essential to create a governance system defined by key principles that hard-wires processes into an organization so if there are changes in management, the model doesn’t evaporate.

A model Whitestone has seen work with small and large companies alike is sociocracy, also known as dynamic governance. Based on four principles, the model involves consent-based decision-making among circles, which act as semi-autonomous policy making and working groups comprised of departments or teams.

Each circle has its own aim and directs its work by performing all the functions of leading, doing and measuring its operations. The circles share at least two members; an operational leader from an upper circle and a representative from a lower circle to ensure greater feedback and self regulation.

Whitestone says a powerful testament to sociocracy — it's also the model used to govern Decision Lab — came when working with the organization Aptivate. The innovative and values-based organization that provides IT and participatory services for international development had slipped into the habit of decision-making by endurance, where board members stayed up late arguing about the best way forward. Any Aptivate board member not interested in a late night failed to have their voice heard.

The approach was resulting in exhausted board members, a lack of people wanting to serve on the board and declining staff engagement.

Working with Decision Lab, Aptivate began to implement sociocratic design to introduce formal decision-making processes based on consensus. Within three years, the company embraced a culture where everyone’s voices are heard, meetings end on time and, most importantly, people want to participate in board-level decision-making.

When some of Aptivate's most experienced managers left for positions at prominent development organizations like the World Bank and the International Aid Transparency Initiative, the team used its well-structured participatory decision-making process to collaborate effectively, learn necessary business skills and develop new work. Describing Aptivate's response as powerful, Whitestone commends the company for turning a loss into an opportunity.

“Six months after that happened the biggest problem was fitting all the work into their schedule and hiring quality people fast enough,” he says.

Whitestone says he’s seeing increasing uptake in organizational models like sociocracy and workplace democracy, demonstrating valuable new ways to organize. Combined with the development of broader community collaboration, like crowdsourcing, gives Whitestone hope that large-scale social change is possible.

“It makes it really clear that top down is not the only way,” he says. “I genuinely do believe that’s the biggest lever that needs to be pulled. That just needs to happen, everywhere.”

If you have feedback on this article, please contact the newsroom at 800-294-0051 or e-mail camille(at)axiomnews.ca.

http://www.wholonomyconsulting.com

Re-Visioning Case Management

2011-07-13T16:53:00.000-07:00

Click on the Title to download this publication.

New Publication from Strategies called: Re-visioning Case Management: Partnering with Families and Communities to Create Meaningful Change
(05/31/2011)

Re-visioning Case Management: Partnering with Families and Communities to Create Meaningful Change is designed to spark discussions and encourage exploration of a comprehensive approach to engage families, organizations, and communities in ways that bring about meaningful and enduring change.

This monograph is made possible by the generous funding of the S. H. Cowell Foundation and the California Department of Social Services, Office of Child Abuse Prevention, and the support and guidance of the Contra Costa County Service Integration Program.

We are happy to have our work cited on page 10 in this publication.

http://www.wholonomyconsulting.com

Learning Through Networks

2011-06-15T17:33:00.000-07:00

Click here to download a copy of SLHI's new publication called Learning Through Networks: The story of a remarkable collaborative process and its implications for the future of organizational and community capacity building.

Sarah Griffiths and I were interviewed for this publication and on page 25 you'll see our Pyramid of Capacity Building. Our focus is on the top two levels.

http://www.wholonomyconsulting.com

Fun with Switch: How to Change Things When Change is Hard

2011-06-07T16:33:00.001-07:00

http://www.wholonomyconsulting.com

Happy Early Summer

2011-06-07T16:29:00.001-07:00

http://www.wholonomyconsulting.com

Webinar Archive New Engagement Strategies for 21st Century Evaluation

2011-04-19T07:01:00.000-07:00

Click on the following link for an archive of a webinar Cassandra O'Neill did with Amy Schaller called New Engagement Strategies for 21st Century Evaluation on March 21, 2011.

http://www1.cyfernet.org/onlinepd/03-11-NewEngage.html

http://www.wholonomyconsulting.com

NCRP blog post on Better Evaluation Practices for Philanthropy

2011-03-09T10:13:00.000-08:00

posted on: Friday, March 04, 2011

By Meredith Brodbeck

When it comes to philanthropic giving, people want to see results. They want to know that their contributions are making a difference and helping to “move the needle” on larger issues.

Does the current practice of evaluating philanthropy show that our gifts are delivering? Is quality of life improving? And how can the practice of evaluation evolve to better answer such questions?

Steve Mayer, of the Effective Communities Project, takes on these issues in his Responsive Philanthropy article “Wanted: Better Evaluation Practices for Philanthropy”.

He points out that giving is often too individual and therefore can easily overlook the greater systemic issues.

“Funding the rescue of one person at a time evokes evaluation practices that score success one person at a time, however temporary. Evaluation, asked to give an accounting of these rescue efforts, gives adequate information on how many people receive soup, or affordable housing, or their day in court. These data may answer the question well enough, but they say nothing about the bigger question, “Are we stemming the flow of hungry, homeless or wronged people?” Both charitable and structural reform efforts are needed to stem these flows, with evaluation practices that honor the difference.”

Mayer suggests nine different ways to make the practice of evaluation - and philanthropy - better. Among them are:

1. Recognize that a better world is not built in one day. “If we accept this, we can escape the limitations of short-term management thinking.”
2. For any problem, adopt a set of metrics that reflect current progress. “It’s important for anchoring a serious effort, for engaging community support and for keeping eyes on a jointly held prize.”
3. “Identify what moves these needles, and what keeps them from moving, to make clear what kinds of efforts to support.”
4. “Look beyond the capabilities and performance of one organization, and look instead to supporting a more organized and intentional effort.”

To see the rest of Mayer’s suggestions and learn additional ways to improve the evaluation of philanthropy, read the full text of “Wanted: Better Evaluation Practices for Philanthropy”.

Meredith Brodbeck is communications associate at the National Committee for Responsive Philanthropy (NCRP).

Labels: effective philanthropy, evaluation, evaluation resources, Measuring Impact, Responsive Philanthropy

http://blog.ncrp.org/2011/03/how-can-practice-of-evaluating.html

http://www.wholonomyconsulting.com

Photos from Feb 8 training - implications of brain research on resiliency

2011-02-09T15:14:00.001-08:00

http://www.wholonomyconsulting.com

Implications of brain research on work

2011-02-09T15:11:00.001-08:00

http://www.wholonomyconsulting.com

Tucson Coach Trainings Spring 2011

2011-02-09T13:53:00.000-08:00

Fundamentals of Effective Coaching Workshop

Participants will learn communication tools and skills they can use to work effectively with others in a way that promotes self-direction. Listening, paraphrasing, and asking powerful questions are fundamental coaching skills which can be applied to communication with individuals and groups. These coaching skills are based on what research shows supports thinking, learning and growth.

Option 1 -- Saturdays March 5, 19 from 12:30 p.m. - 3:30 p.m.
Option 2 -- Tuesday April 5, Monday April 11 from 6:00 p.m. – 9:00 p.m.
Option 3 -- Saturday May 7 from 9:00 am – 3:00 p.m.

Two Day Advanced Coaching Workshop -- June 2-3, 2011
The Advanced Coaching workshop is open to anyone who has had the Fundamental Coaching Workshop. Topics covered as part of the Fundamental Coaching workshops include: information on how the brain works as it relates to effective coaching, key elements to developing trust and rapport with others, listening set-asides for coaches, and the following coaching response behaviors: pausing, paraphrasing, and asking invitational questions.

Contact Sarah Griffiths at (520) 271-7970 or slmgriffiths@hotmail.com for registration information

http://www.wholonomyconsulting.com

Learning Opportunities -- High Impact Facilitation and Presenting Training

2011-02-09T13:44:00.000-08:00

Workshops offered through Professional Development Alliance
Tucson, Arizona
Spring 2011

Facilitating Meeting Using Whole Systems Methods -- June 9, 2011
Topics include the common principles of Whole System Methods, how Whole System Methods align with recent research on how the brain works and strengths-based approaches to change, the benefits of using Whole System Methods, crafting invitational and appreciative questions, and instruction in how to use the following Whole System Methods: Appreciative Inquiry, The World Café and Open Space Technology.

Making Meetings Matter—A workshop on Designing and Facilitating Effective Meetings, Coalitions, and Change Processes -- May 5, 2011
Recent research on how the brain works, how people learn and grow, and the power of internal motivation call for new ways of structuring meetings and change processes. This workshop will teach participants the following: New scientific research that affects the design of meetings and change processes, Highlights of material in Switch: How to Make Change When Change is Hard by Chip and Dan Heath, and Time to Think by Nancy Kline, and the 10 essential ingredients for creating a thinking environment for any meeting.

6 Secrets to Effective and High Impact Presentations -- April 14, 2011
Topics include: Recent neuroscience and brain research that contain the secrets to effective presenting and learning and exploring 6 “Secrets” that you can immediately put to use in your presentation and facilitation. We also provide ample opportunities to reflect on the implications and applications of this knowledge for our work in the social sector, individually and collectively. These secrets will increase the learning, retention, and engagement of any presentation exponentially. They are simple and easy to adopt. Are you ready to increase your impact?

Contact Sarah Griffiths at (520) 271-7970 or slmgriffiths@hotmail.com for registration information

http://www.wholonomyconsulting.com

Chronicle of Philanthropy Artticle on CFSA System Change Work

2011-02-02T07:19:00.000-08:00

January 9, 2011
A Grant Maker Requires Grantees to Collaborate

“No one agency can meet any one person’s needs,” says Sarah Jones, head of a social-service charity.
Nicole Wallace
The Community Foundation for Southern Arizona has made a big change in its grant making in response to the recession. The fund now awards grants only to coalitions of groups that work together to solve important community problems, not individual organizations.

The foundation last year brought 200 local nonprofit groups together to discuss what significant community change would look like and how they could work together to achieve it. Out of that process, the fund received 29 collaborative grant proposals. In September four partnerships received three-year grants of $225,000 each. They focus on women’s and girls’ issues, neighborhood revitalization in South Tucson, services for the elderly, and the dearth of healthy food in Ajo, Ariz.

The bad economy means that grant makers need to do more than just try to make up some of the money that government has had to cut, says Evan Mendelson, a vice president at the Tucson community fund.

“We actually need to change some of the paradigms of service provision,” she says. “And sometimes a crisis is the best time to do that.”

Closing Gaps

One of the problems organizations that provide services to the elderly identified was a lack of nursing homes and assisted-living facilities to accommodate baby boomers as more and more of them reach old age, says Ms. Mendelson.

Alone, no single group could take on the challenge, she says, but now that the groups are talking to each other and working together, they are devising a plan to create neighborhood-based services to help older people stay in their homes longer.

Evan Mendelson says “sometimes a crisis is the best time” to re-evaluate how services are provided.

Two more immediate benefits are that the collaborating groups can make sure they aren’t duplicating programs and can work to close gaps in the services they offer, says Ms. Mendelson.

“You can’t even see the gaps when you’re working in your own silos,” she says.

Better Quality Services

Emerge Center Against Domestic Violence, the Sahuaro Girl Scout Council, and the YWCA Tucson started working together as the Partnership for Women and Girls two years ago, even before the community foundation turned its attention to partnerships.

Traditionally when nonprofit groups think about collaboration, they think about organizations that share very similar missions working together, but that can be limiting, says Sarah Jones, Emerge’s chief executive. The Partnership for Women and Girls takes organizations that are related but not exactly the same to create a continuum of services.

The collaboration allows each group to focus on its area of expertise.
Emerge could follow the lead of a lot of domestic-violence shelters and hire an employment specialist to support its clients who need help to enter the job market.
But the organization could never provide the level of services that the YWCA does in its employment training, since that is a big focus of its operations, says Ms. Jones.

“No one agency can meet any one person’s needs¬—and probably shouldn’t,” she says. “When you try to start being everything to everybody, oftentimes you water down the quality of what you’re providing.”

http://www.wholonomyconsulting.com

Photos from Memorial in front of UMC - Tucson

2011-01-26T12:45:00.001-08:00

http://www.wholonomyconsulting.com

Photos from Jan 25 Training

2011-01-26T12:38:00.001-08:00

http://www.wholonomyconsulting.com

Wholonomy Consulting Featured in Axiom News Part 1 and 2

2011-01-04T16:51:00.000-08:00

Check out a Two Part article written about Wholonomy Consulting and published in Axiom News. www.axiomnews.ca

Consultant Discovers Strengths-Based Approach Creates Sustainable Change
Wholonomy Consulting says positivity linked to higher level thinking skills
Tuesday January 4, 2011 -- Camille Jensen

Even before Cassandra O'Neill was introduced to strengths-based consulting she knew there had to be a better approach to increasing organizational effectiveness.

The veteran consultant recalls being frustrated by traditional consulting practices that had people focus on problems so big they were beyond their control, and stifled new thinking and ideas.

“It got to the point where I realized there had to be a better way than the common practice,” says O'Neill. “It was the way people said you should do it, or expect it to be done”

In the course of one year, O’Neill was introduced to Appreciative Inquiry (AI), Open Space technology, World Café, and cognitive coaching, which dramatically changed her work.

Founding Wholonomy Consulting around the very same time, the network of consultants blend the above strengths-based approaches to increase their impact on change, evaluation and sustainability in organizations.

Wholonomy Consulting Senior Partner Sarah Griffiths says the approach is based on research that demonstrates focusing on problems stimulates a fight-or-flight response in one’s brain and narrows a person’s creativity.

“Generally people spend a lot of time exploring problems and then they are asked to think outside the box, and this is actually opposite of how our brain works,” says Griffiths.

She says the Tucson, Arizona-based firm made a “purposeful choice” to use only strengths-based approaches that would help connect people to positive emotions which, when activated, generate higher level thinking skills.

“Strengths-based approaches are brain friendly, and they also focus on what people are doing that is making a difference,” she says, adding they ask questions like what is your impact, what impact do you want to make, what is your vision and how are you going to get there.

“They start by looking at success so they are connecting to that positivity and that is scientifically proven as one of the keys to building and broadening your thinking.”

Both Griffiths and O’Neill have seen this first-hand. O’Neill recalls the first time she facilitated a strategic planning process using a strengths-based approach. Instead of people coming up with a unrealistic wish list, or initiatives that required money that was often unattainable, the group focused on the resources they already had that could be mobilized.

“All of the ideas that they came up with they could actually do right then with no extra money, and they got so excited,” says O’Neill.

“I will never forget that because I knew there had to be a better way and I didn’t even know this was it, but this is one way.”

— More to Come

If you have feedback on this article, please contact the newsroom at 800-294-0051, ext. 24, or e-mail camille(at)axiomnews.ca.

Wholonomy Consulting Builds Momentum for Strengths-Based Community Collaboration
Community Foundation for Southern Arizona funds four large-scale change initiatives
Thursday January 6, 2011 -- Camille Jensen

A consulting firm and a foundation have been able to inspire strengths-based collaboration between 40 community organizations to achieve shared goals.

Wholonomy Consulting senior partner Cassandra O'Neill offered to facilitate workshops for the Community Foundation for Southern Arizona after participating in its grants selection committee and feeling a new approach could generate better results.

The foundation took her up on the offer and invited the 20 organizations who had received grants to attend the first workshop.

During the event, organizational leaders were asked to talk about successful collaborations they’ve had in the past and what success would look like if they were to collaborate in the future, including questions about what the community could achieve if a number of organizations were working together.

Wholonomy Consulting senior partner Sarah Griffiths says they used Open Space and World Cafe as change models for the meeting that allowed people to create “big goals” and then develop steps to achieve the vision.

The result is the Southern Arizona foundation funding four collaborative teams, involving 40 community organizations, to implement their systems change designs in the community.

Evan Mendelson, vice-president of donor relations and program services at the Community Foundation for Southern Arizona, says she is very excited about the outcome, which she attributes to using a strengths-based process to convene community organizations around possibility as opposed to problems.

“There is something that sparks a certain level of passion in using this methodology, to identify who do you want to work with and what do you want to work on and what do you think could happen here. And that comes from identifying those assets and those strengths,” says Mendelson.

One collaborative initiated is the Elder Project. Mendelson says Tucson, Arizona has a large retirement community, which is the fastest growing segment of its population.

Involving most of the community organizations serving seniors, some who prior to the event had never met each other, the group realized that while the services they were delivering currently were effective they would not meet the demands or expectations of the baby boomers.

Because baby boomers will be living at home longer, The Elder Project will shift services from the city to people’s neighbourhoods and consolidate the services delivered by many organizations into one easy access point for seniors.

According to Mendelson, the process was able to move people from a very narrow agenda to thinking about important issues at the community level.

“That was the most exciting point because that’s when I saw how a process, this kind of strengths-based process, could just take people in their normal way of working and move them to a whole other level of working,” she says.

“If we can change the paradigm of how senior services are working, that’s major.”

Wholonomy Consulting has volunteered its services for one full year and, with the foundation, is offering workshops to teach capacity building and how to create sustainable collaboration.

Mendelson says the foundation has no expectations of returning back to its former grant process.

“We are not going to back to doing things the old way. Instead, we think this will generate a whole new way for funders to be able to fund these types of community-wide initiatives.”

Related Story:
Consultant Discovers Strengths-Based Approach Creates Sustainable Change

If you have feedback on this article, please contact the newsroom at 800-294-0051, ext. 24, or e-mail camille(at)axiomnews.ca.

Axiom News: Change is our product. News is our process. Click here to learn how.

Follow Axiom News On Twitter Subscribe to Our RSS Feeds Sign Up for Our E-Newsletters

http://www.wholonomyconsulting.com

Great Resources on Evaluating Advocacy and Other Hard To Measure Things

2010-11-19T12:04:00.000-08:00

Check out the Center for Evaluation Innovation - click here.

Click here to check out Innovation Network.

Click here for a link to the report called Speaking for Themselves: Advocates' Perspectives on Evaluation.

Click here for the State of Evaluation 2010 Evaluation Practice and Capacity in the Nonprofit Sector

Click here for the Executive Summary of Evaluating Systems Initiatives by Julia Coffman

Click here for the full version of Evaluating Systems Initiatives by Julia Coffman

Click here for access to resources on Evaluating Community Organizing

click here for Evaluating Policy Change and Advocacy: The Funder's Perspective

Click here for the latest NCRP publication in their series on return on investment called Strengthening Democracy, Increasing Opportunities: Impacts of Advocacy, Organizing, and Civic Engagement in the Northwest Region

http://www.wholonomyconsulting.com

Four Teams funded by the Community Foundation of Southern Arizona

2010-11-19T11:21:00.001-08:00

We have been working with the Community Foundation to design and facilitate a process in which individuals from different organizations formed teams to work toward shared system change goals.

Click here to see the four teams supported by the Community Foundation of Southern Arizon.

http://www.wholonomyconsulting.com

Nov 16 Capacity Building for System Change and High Impact

2010-11-19T05:11:00.000-08:00

http://www.wholonomyconsulting.com

January 25 Training in Colorado on Using World Cafe and Open Space Technology

2010-11-10T06:44:00.000-08:00

If you are interested in learning how to facilitate high engagement meetings and are interested in attending a training on using World Cafe and Open Space Technology click
here for more information on our January 25 Training in Colorado.

http://www.wholonomyconsulting.com

Nov 16 in Phoenix -- Capacity Building in the Social Sector

2010-10-14T09:39:00.001-07:00

Join us in Phoenix on November 16 for an interactive discussion at an event called Capacity Building in the Social Sector. Hosted by the St. Luke's Health Initiatives and the Health in a New Key Consultant's Community of Practice. Supported by the Community Foundation for Southern Arizona and the Arizona Community Foundation. Contact Cassandra O'Neill at cassandraoneill@comcast.net for more information.

There will be an interdisciplinary conversation (that includes funders, young nonprofit professionals, consultants and practitioners) on capacity building in the social sector. Participants will:

*Learn about the latest research on learning organizations, brain research, high impact agencies, and cutting edge capacity building

*Think across the sector

*Have Small group discussions designed to promote new learning and collective intelligence and group reflection

*Experience high engagement methods of facilitation, such as, a gallery walk, idea writing, and cognitive coaching.

*Take away tools you can use to adopt new practices and continual learning.

*Learn more about one another and create collective wisdom.

The cost of the day is $30 and includes lunch.

Registration links are below:

For Funders and Capacity Builders click here
For Members of Phoenix Young Non Profit Profesionals Network click here

http://www.wholonomyconsulting.com

November 30 Training on Facilitating Whole System Methods in Tucson

2010-10-04T18:27:00.000-07:00

Join us for a workshop in Facilitating Whole System Methods:
The World Café and Open Space Technology

When? November 30, 2010, 8:30 am – 3:30 pm

Where? Room 103 Keating BIO5 Institute, University of Arizona

This workshop is designed for public health professionals, community or coalition leaders,program coordinators, community liaisons, outreach coordinators, advocates, board members,consultants,students and anyone interested in learning about creating meaningful dialogue and engagement with diverse groups by using whole system methods.

Topics Covered:
• The common principles of Whole System Methods
• How Whole System Methods align with recent research on how the brain
works
• The benefits of using Whole System Methods such as The World Café and
Open Space Technology
• Using Whole System Methods to build engagement, collaboration and meaningful
dialogue
• Crafting invitational and appreciative questions

Faculty: Sarah Griffiths and Cassandra O’Neill, Wholonomy Consulting llc:
Sarah and Cassandra have facilitated using these methods and conducted trainings with a wide variety of organizations, including United Way of Tucson and Southern Arizona, First Things First, Maricopa Association of Governments, St Luke’s Health Initiatives, and staff from several Robert Wood Johnson Foundation (RWJF) funded programs.

What previous training participants have told us:
o “I feel newly inspired around positive meeting processes! I have the tools for better planning that will lead to broader and creative thinking (and the scientific links to the why!)”
o “Participating in the Open Space Process was a highlight for me, and seeing the beauty of a flexible process within a structured process.”

Are you working to build community engagement, dialogue or collaboration?
Are you interested in learning new tools for engaging community members and partners in community health initiatives?
Are you interested in learning new ways to encourage meaningful participation within your organization?

Co‐sponsored by the Mel and Edith Zuckerman College of Public Health

Registration Form
Name __________________________________________________________________________
Organization ___________________________________________________________________
Address ___________________________________________________________________
City/State/Zip ___________________________________________________________________
Phone _____________________ Email _________________________________________
Any special dietary requests? ______________________________________________________

WHEN: Tuesday November 30, 2010 from 8:30 am to 3:30 pm—Registration at 8:30
WHERE: The training will be held in Room 103 in the Thomas Keating Building
BIO5 Institute at the University of Arizona:
1657 East Helen Street, Tucson, Arizona 85721‐0240
For Directions and Parking please visit:

http://www.bio5.arizona.edu/about‐bio5/directions_8964
TUITION: $129*—Early Bird Registration by November 5, 2010.
$149*—For all registration after November 5.
$50*—Student rate
*The cost of registration includes lunch.
Please make check payable to and send with registration form to:
Wholonomy Consulting LLC
PO Box 42035
Tucson, AZ 85733
Registrations may be faxed to: (520) 844‐3251
There are a limited number of scholarships available.
Questions please contact:
Sarah Griffiths (520) 271‐7970 slmgriffiths@hotmail.com or
Jennie Mullins (520) 626‐0189 mullinsj@email.arizona.edu

More about Whole System Methods:
Open Space Technology—This method is an alternative to traditional meeting and conference
formats. It encourages creativity, generates enthusiasm, and produces extraordinary results. For
more information go to: www.openspaceworld.org
World Café—This method is based upon the discovery that by combining a welcoming space with
questions that matter we promote authentic conversations that propel organizations forward. For
more information about the World Café go to: www.theworldcafe.com

http://www.wholonomyconsulting.com

September 9 2010 in Tucson -- Stone Soup Listening Tour Stop

2010-08-27T06:06:00.000-07:00

Join us in Tucson for the Stone Soup Listening Tour on September 9, 2010 from 5:30 – 8:00 pm at

La Cocina at Old Town Artisan
201 North Court Tucson, AZ 85701
(near the Tucson Museum of Art downtown)

La Cocina will have drinks and a light food item available for purchase, for those who are interested.

This evening will be a chance to learn about what is happening both in and outside of Tucson, and a chance to share about what we could all do together if we increased collaboration.

If you have questions about this event contact Cassandra O’Neill at cassandraoneill@comcast.net or Dan Jones at danjones3@cox.net

More information on the Stone Soup Listening Tour is below.

Stone Soup Listening Tour September 7-23

Help connect the green dots…

In the 1990’s, author Paul Ray’s research on changing values and lifestyles concluded that in the U.S. alone, there are over 50 million “Cultural Creatives”—adults participating in the social and consciousness movements, which have emerged since World War II. Cultural Creatives care about the planet, relationships and steward leadership, supporting a more organic, systemic view of how we live together.

More recently, in Blessed Unrest, author Paul Hawken’s writes that there are more than two million organizations making a meaningful difference around green and social justice issues.

So why aren’t we hearing about, collecting and connecting all the green and sustainable stories being told by the 50 million Cultural Creatives, who are undoubtedly involved in some of the two million organizations? Are their stories hanging “out there” somewhere like “dangling participles” disconnected and unable to effectively transform, modify or enhance the momentum of the grassroots movement already taking place?

The Stone Soup Listening Tour: Connecting people, places and projects

What “green stories” are happening everywhere? Who’s telling them?
Linda Sechrist, a writer and editor for Natural Awakenings Magazine (www.NaturalAwakeningsMag.com) and co-founder of Upstate Green Central Station, and Sharon Joy Kleitsch, founder of The Connection Partners, want to hear the latest in the emerging green story.

On their Stone Soup Listening Tour in 11 cities across the southern U.S., Sechrist and Kleitsch plan to meet hundreds of innovative folks, listen to stories about their projects and learn what they’re doing to create sustainable communities intended to ensure a future for all. Adding sustenance to make a healthy and savory “stone soup,” the women will collect the bounty of conversations and stories from each community as they travel along and contribute them to the next “pot.” The much anticipated result: a truly savory and soulfully good soup story that sustains all.

The prologue to the Stone Soup Listening Tour began when Sechrist’s brother in California gifted her with a car. A resident of Spartanburg South Carolina, she decided to fly to California and drive back, stopping to visit with 11 of the 82 Natural Awakenings publishers as she traveled east. Upon sharing plans with her friend on July 4, the spark ignited in Kleitsch a knowing that she was supposed to join her.

The tour begins in San Diego on September 7th and moves on to Tucson, Phoenix, Albuquerque, Santa Fe, Oklahoma City, Tulsa, Little Rock, Memphis, Nashville, and Chattanooga, ending in Greenville/Spartanburg.

While education is essential, the ways we listen together to discover paths to wise actions are critical. Partnering with the World Café, Open Space and Art of Hosting networks, Kleitsch and Sechrist anticipate co-hosting evening, weekend or afternoon gatherings in each city. While daytime hours include visiting with individuals, organizations, and regional leaders to hear about what is working in their communities, evenings are set aside for stories and conversations that matter. This gives everyone an opportunity to hear about community happenings around slow food, slow money, permaculture, Transition Towns, Awakening the Dreamer, Four Years Go, 10.10. 10, Circle Connections, Social Artistry, Bioneers, transportation, clean energy, green building, sustainable cities, and everything it takes to build and strengthen sustainable communities.

Through their various networks the women are connecting with regional non-profit, business, government and media leaders to support what they and others are already doing in the tour cities. “This adds to an even more satisfying Stone Soup of true sustenance,” says Sechrist. “Many are already hosting conversations to address current issues, offering experiences to recognize the value of listening for what we don’t know. We’re just connecting a few more green dots, stirring the Stone Soup pot and will watch what happens,” adds Kleitsch.

Ray points out, “All the technical and social innovations needed to solve our problems have already been developed and are staring us in the face. Cultural Creatives, who are over 30% of U.S. adults, represent a new emerging consciousness that if made aware and mobilized, could provide critical mass of influence and pressure in the economic, cultural and political domains to shift the balance.”

From Separation to Collaboration

“When Cultural Creatives finally connect and delight in what they share in common, amazing things are going to occur,” say Kleitsch and Sechrist. Among others who are sensing the growing need to connect and move from separate projects to collaboration, Sechrist and Kleitsch are excited about answering the call with their Stone Soup Listening Tour, intended to help others connect, align, synergize and leverage what is showing up faster by paying attention.

Join us for a chance to share what you are noticing, to connect and to be pleasantly surprised. Be part of the Stone Soup Listening Tour. Contact Sharon Joy Kleitsch, The Connection Partners, with ideas, contacts and venue possibilities in any of the 11 cities.

To explore how independent media can support and magnify the new emerging story, video interviews will be posted on Facebook, blog.naturalawakeningsmag.com and Creative Loafing’s Green Communities sites http://tampa.creativeloafing.com/gyrobase/green as well as YouTube and UpstateGreenDirectory.com.

The tour begins in San Diego on September 7th and moves on to Tucson (9/9), Phoenix (9/10), Albuquerque (9/12), Santa Fe (9/13-14), Oklahoma City (9/16-17), Tulsa (9/18), Little Rock (9/20), Memphis (9/21), Nashville (9/22) and Chattanooga (9/23, ending in Greenville/Spartanburg (9/23).

Sharon Joy Kleitsch, kleitsch@verizon.net. Linda Sechrist, lysechrist@aol.com .

http://www.wholonomyconsulting.com

Photos from the YNPN Phoenix Event on Collaboration

2010-08-01T11:09:00.000-07:00

http://www.wholonomyconsulting.com

This is a fantastic blog post about how old paradigms kill off innovation and success

2010-07-19T09:53:00.000-07:00

Click here for a fantastic blog post by Steve Denning called Why Great Knowledge Management Programs Fail.

http://www.wholonomyconsulting.com

Engagement Governance

2010-07-16T12:59:00.000-07:00

Click here for an article about Engagement Governance for System-Wide Decision Making

http://www.wholonomyconsulting.com

Vital Voices Lessons Learned from Board Members of Color

2010-07-16T12:45:00.000-07:00

This report from BoardSource has some important information about Culturally Competency and Governance.

Click here to download this report.

http://www.wholonomyconsulting.com

Education, Democracy and Development

2010-07-10T15:55:00.000-07:00

http://www.wholonomyconsulting.com

A Cocoon Movement for the Nonprofit Sector: Can We “Brimley” Longer Serving Nonprofits (June 25, 2010) | Opinion Blog | Stanford Social Innovation Review

2010-07-06T12:10:00.000-07:00

A Cocoon Movement for the Nonprofit Sector: Can We “Brimley” Longer Serving Nonprofits (June 25, 2010) | Opinion Blog | Stanford Social Innovation Review

http://www.wholonomyconsulting.com

June 17 2010 event on Norms of Collaboration

2010-06-17T07:34:00.000-07:00

I'm going to be presenting at the YNPN Pheonix event tonight June 17, 2010 from 6-8 pm.

Info on this event is available by clicking here.

I'll be using this information, and offering a way for people to collaborate.

7 Norms of Collaboration

Pausing to allow time for thought
• Pause after asking questions.
• Pause after others speak to reflect before responding.
• Pause before asking questions to allow time for artful construction.

Paraphrasing within a pattern of pause - paraphrase - question to ensure deep listening
• Listen and paraphrase to acknowledge and clarify.
• Listen and paraphrase to summarize and organize.
• Listen and paraphrase to shift levels of abstraction.

Putting inquiry at the center to reveal and extend thinking
• Inquire to explore perceptions, assumptions and interpretations.
• Invite others to inquire into our perceptions, assumptions and interpretations.
• Inquire before we advocate.

Probing to clarify
• Seek understanding of the meaning of words.
• Seek understanding of data, explanations, ideas, anecdotes and generalizations.
• Seek understanding of assumptions, perceptions and interpretations.

Placing ideas on the table and pulling them off / placing data and perceptions before the group
• State the intentions of our communications.
• Provide relevant facts, ideas, opinions and inferences.
• Remove or announce modification of ideas, opinions and points of view.

Paying attention to self and others to monitor our ways of working
• Balance participation and open opportunities for each other to contribute and respond.
• Restrain our impulses to react, respond or rebut at inappropriate times or in ineffective ways.
• Maintain awareness of the group’s task, processes and development.

Presuming positive intentions to support a non-judgmental atmosphere
• Communicate respectfully whether we agree or disagree.
• Embed positive presuppositions in our paraphrases, summaries and comments.
• Embed positive presuppositions when we inquire or probe for specificity

For more information on the 7 norms of collaboration go to www.adaptiveschools.com

http://www.wholonomyconsulting.com

Adventures in Sustainable Leadership

2010-05-30T18:51:00.000-07:00

This fabulous opportunity is available at no cost to anyone who wants to join in the fun who happens to be in Tucson.

Check it out by clicking here.

http://www.wholonomyconsulting.com

Daring Strategy to Unleash Organizational Success

2010-05-30T18:38:00.000-07:00

Check this out! Employees First, Customers Second.

Click
here to learn more.

http://www.wholonomyconsulting.com

The Call - by Oriah

2010-05-30T18:25:00.000-07:00

I've been re-reading The Call: Discovering Why You are Here by Oriah. Here is an excerpt from the chapter called Being Here - pg. 70.

This is what I learned on my quest: There is simply no place, no location or situation, that cannot be used to wake up to and live all of what and who you are, if you are willing to show up, to be present in the only place you ever have access to: here.

Because what you long for, the awareness of the vast and sacred spaciousness at the center of what you are and the meaning it holds, is always here. Some situations or places will be more in alignment with your preferences. This may make it more pleasurable for you to be there, which may make it harder or easier for you to go to sleep to what and who you are and why you are here. But if our deepest soul's longing is to wake up and fully occupy the human life we have, and if we can do this anywhere we are willing to be fully present, what then is this incredible attachment to and preoccupation with getting the details of our life situation to conform to what we want, to what we think is necessary or ideal for the satisfaction of this deepest longing?

http://www.wholonomyconsulting.com

Webinar - Appreciative Inquiry: Transforming the Sector One Question At A Time

2010-05-17T08:26:00.000-07:00

I'm doing a webinar on May 25. Click here to link to description and registration.

http://www.wholonomyconsulting.com

Social Innovation Article : The Case for Stakeholder Engagement (March 29, 2010)

2010-04-12T07:59:00.001-07:00

Social Innovation Article : The Case for Stakeholder Engagement (March 29, 2010)

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Cassandra O’Neill on Collaboration and Mental Models

2010-04-02T07:05:00.001-07:00

Cassandra O’Neill on Collaboration and Mental Models

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Posters on Context as a focus of System Change

2010-03-24T07:20:00.000-07:00

Groups discussed Context as a focus of System Change and these posters reflect their discussions.

http://www.wholonomyconsulting.com

Posters on Scale as a focus of System Change

2010-03-24T07:17:00.000-07:00

Small groups discussed scale as a focus for system change and made these posters to reflect their discussion.

http://www.wholonomyconsulting.com

Posters on Components as a Focus for System Change

2010-03-24T07:16:00.000-07:00

Groups discussed Components as a focus for System Change at the March 23 CFSA meeting and made posters to capture their discussion.

http://www.wholonomyconsulting.com

Posters on Infrastructure from CFSA March 23 meeting

2010-03-24T07:14:00.000-07:00

Groups discussed Infrastructure as a focus for System Change at the March 23 CFSA meetings and made posters to capture the highlights of their discussion.

http://www.wholonomyconsulting.com

Posters on Connections from March 23 CFSA meeting

2010-03-24T07:11:00.000-07:00

Groups discussed Connections during the March 23 CFSA meeting and made posters to capture the highlights of their discussions.

http://www.wholonomyconsulting.com

CFSA Community Collaboration meeting on March 23

2010-03-15T09:58:00.000-07:00

On January 28th, CFSA took an historic step in our quest to refine our community investment model through strength-based community collaboration. Forty people, representing the twenty organizations that had received grants in 2009, fund holders and CFSA board members, spent four hours exploring the assets they bring to the community and ideas for the future.

Now we are expanding the process to include many more members of the community. We invite you to join us as we continue to identify critical issues in the community and the people who want to come together to address them.

On March 23rd we will hold a second meeting. We will build on the ideas already identified and add new ones that the expanded group will bring to the discussion. We will describe the process by which organizations can move forward with their ideas by applying for a planning grant in May. Funding for the collaborative work, identified through the planning grants, will be awarded in September. For more information on our process, please go to https://www.cfsoaz.org/cfsa/ForNonprofits/Grants/tabid/98/Default.aspx and click on https://iphi.stellarfinancial.com/cfsa/Portals/23/docs/CIG%20Fact%20Sheet%202010.pdf.

Please join us on March 23rd and you will have the opportunity to learn about today’s critical nonprofit issues, especially what is working in these challenging times, and new ways to think about providing quality services to the community through collaborations and partnerships.

We often hear from our fund holders and community philanthropists that there are too many nonprofits and there is too much duplication of effort. Whether or not that is true, collaborations and partnerships are critical to efficient and effective service provision.

Join us in addressing this issue.

Tuesday, March 23, 2010
1:00 – 5:00 pm
The Hotel Arizona
East and Central Ballroom
181 West Broadway Boulevard
Tucson, AZ 85701

RSVP to emendelson@cfsoaz.org

http://www.wholonomyconsulting.com

Cassandra O’Neill on 7 Norms of Collaboration

2010-03-12T07:30:00.001-08:00

Cassandra O’Neill on 7 Norms of Collaboration

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Jeff Sheldon on the Readiness for Organizational Learning and Evaluation instrument

2010-03-08T08:10:00.001-08:00

Jeff Sheldon on the Readiness for Organizational Learning and Evaluation instrument

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Rodney Hopson on Culturally Responsive Evaluation

2010-03-08T07:56:00.001-08:00

Rodney Hopson on Culturally Responsive Evaluation

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Cultural Competency and Evaluation

2010-03-01T08:23:00.000-08:00

I just read a fantastic report called The Importance of Culture in Evaluation A Practical Guide for Evaluators.

It is available on line at:

http://communityscience.com/pdfs/CrossCulturalGuide.r3.pdf

There is also a follow up publication called The Journey Continues: Ensuring a Cross-Culturally Competent Evaluation.

This is available at:

http://www.coloradotrust.org/attachments/0001/0089/EnsureCrossCulturalCompetent-Evaluation.indd.pdf

http://www.wholonomyconsulting.com

Establishing Reciprocal Relationships with Families

2010-02-17T04:39:00.000-08:00

http://www.wholonomyconsulting.com

Assessing Children's Development and Learning

2010-02-17T04:38:00.001-08:00

http://www.wholonomyconsulting.com

Planing Curriculum to Achieve Important Goals

2010-02-17T04:37:00.001-08:00

http://www.wholonomyconsulting.com

Teaching to Enhance Development and Learning

2010-02-17T04:35:00.000-08:00

http://www.wholonomyconsulting.com

Creating a Caring Community of Learners

2010-02-17T04:33:00.000-08:00

http://www.wholonomyconsulting.com

Tips for Working with Groups to Identify Mental Models

2010-02-11T08:25:00.000-08:00

Tips for Working with Groups to Identify Beliefs

When working in groups it is helpful to identify what beliefs we each bring to our work. When exploring a topic, a quick and easy way to identify beliefs in a group is to ask each person to write down a belief they have about a particular topic on a notecard.

If for example, you were exploring beliefs about sustainability, you would ask people to write down a belief they have about sustainability i.e. A belief I have about sustainability is ______. I often ask for a couple of people to share a belief with the group before people write their belief down. This will help give an example for the group. It will also demonstrate that there is no right answer. There are no right or wrong beliefs. It is an opportunity to think about what we believe and to explore with others their beliefs.

After people write down their belief, ask them to stand up and walk around the room to find someone not at their table to share their belief with, and to learn the other person’s belief. People can bring pencils, and take notes, it is not a memory test.

After this, ask them to find a second person to pair with, and in this round each person will share what they learned from the first person they talked to. Then each person will go back to their tables and discuss the beliefs they learned about, the patterns and themes they are noticing, and anything that surprised them. Some reflection about how this applies to the groups ability to work together is very useful.

Cassandra at cassandraoneill@comcast.net

http://www.wholonomyconsulting.com

Meeting People Where They Are and Inviting Them to Take A Minimum Elegant Next Step

2010-02-11T05:29:00.001-08:00

When I first learned about Developmentally Appropriate Practice (DAP), which applies to teaching children ages 0-8, I thought “This is exactly what we do with adults.”

The idea is that there is a developmental progression of acquiring new skills and knowledge. This is pretty obvious when we think of learning a new language as adults. You can’t effectively learn Advanced Spanish if you haven’t had Basic Spanish. And if you are advanced, then a basic course will not be effective either. In education, the term “proximal zone” is used to describe this sweet spot between where someone is and the next step in their progression or development.

This concept can be very useful when we think about making changes in individuals, organizations, and systems. Although you may know where you want to be (to use the metaphor of learning a new language above, fluent in Spanish) you have to figure out where you are to know what the appropriate next step is. Likewise when we are interested in supporting others, if we don’t know where they are and where they want to go, it will be hard to figure out what a useful next step is.

I was recently at a meeting in which someone introduced the phrase Minimally Elegant Next Step. This resonated with everyone. In the current environment there is so much change happening that the next step may be all we can really figure out, and at the same time the most useful thing. So how do we do this?

We must first find out where people are -- what they think and know. This requires asking questions rather than making assumptions about where we think they are or should be. And it also requires knowing what the big goal or desired change is. Then we can attempt to figure out what a minimally elegant next step might be -- and create the conditions for that to be inviting. We often use the metaphor of Mental Velcro. How can we create conditions for new learning, development or progression to occur and stick?

Sounds good? If you said yes, then we need to consider what we need to keep in mind --as people who want to support others in their journey. And we might need to change our own thinking about how best to do this.

“Perhaps the most significant thing we have confirmed for ourselves is that, although actions are important, the thinking that influences and shapes what we do is far more critical. Changing our thinking is the first thing we have to do both individually and collectively, because without that change we cannot possibly change what we really do on a day to day basis. Regardless of what new “method” or latest technique is attempted, the mind/brain will always choose to reduce such practices to fit entrenched assumptions and beliefs. To really restructure anything means to restructure our thinking and shift deep connections in our psyche.” Carrie & Carrie, 1997 p. vi

Cassandra at cassandraoneill@comcast.net
http://www.wholonomyconsulting.com

Vision Boards

2010-02-07T18:22:00.000-08:00

What a wonderful morning. We gathered to make vision boards with Diane Krebs Carhuff from www.create-sanctuary.com.

It was a wonderful experience as the interpretations were based on Soul Coaching, a method developed by Denise Linn. Here is a photo of mine.

http://www.wholonomyconsulting.com

Notice the Openings?

2010-02-07T18:20:00.000-08:00

The last two weeks, I have noticed that there is an openness to new ideas and new ways of thinking that I have never seen before. I have heard people talking about everything from new business models in the sector to trying new foods. I started talking about this with people -- and many have said they have noticed the same thing. Are we in the midst of a surge of resiliency that will lead to positive change? What do you think?

http://www.wholonomyconsulting.com

April 22 - Arizona Evaluation Network Annual Conference

2010-02-06T11:48:00.000-08:00

SAVE THE DATE

Thursday April 22, 2010 AZENET ANNUAL CONFERENCE 8:00 a.m. – 2:00 p.m. Location: East Valley Institute of Technology, Mesa Arizona.

Topic: Culturally Competent Evaluation and Skills Building --Introduction to Social Network Analysis for Evaluators

In the morning, we will focus on culturally competent evaluation. We will explore the following questions:
• What are some of the most important issues in designing/conducting a culturally competent evaluation?
• How can we increase our ability to work effectively and respectfully with different populations?
• What skills and knowledge would have the greatest impact in our work?
• What is the difference between cultural humility and cultural competency?

In the afternoon Frederic Malter from the University of Arizona will present on Social Network Analysis (SNA) which is comprised of a set of statistical and graphical tools used to describe networks of interacting individuals or groups. SNA software can produce quantitative and graph-based outputs that describe network features, such as how much interactions revolve around key players in a network.

SNA can be of interest to evaluators in various ways, for example, in assessing coalition building or describing intra- or inter-organizational communication patterns. This presentation will introduce the general principles and applications of SNA. It will provide participants with first insights into the application of the widely used software package UCINet. Finally, I will demonstrate how graphical and statistical results can be interpreted and presented to program stakeholders and lay audiences.

Registration information available at www.azenet.org.

Cost: $35 for Azenet members and Young Nonprofit Professionals Network of Phoenix (YNPN) members, and $85 for non-members. Student rate $20

Questions contact Cassandra O’Neill at (520) 403-0687 or cassandraoneill@comcast.net

http://www.wholonomyconsulting.com

graphics of 5 types of system change

2010-01-22T07:05:00.001-08:00

A group created these graphics to illustrate the 5 ways to change systems, the activities that would be used to make change, and the expected outcomes and impacts that would result from the changes.

http://www.wholonomyconsulting.com

This Is Not a Book

2010-01-14T05:32:00.000-08:00

There is a great book called This Is Not a Book and a hilarious website to go with it.

To check it out go to www.thisisnotabook.org and enjoy!

http://www.wholonomyconsulting.com

Great Article on the power and potential of GIS mapping

2010-01-04T15:55:00.000-08:00

Click on the link to get to a copy of an article called The Revolution Will Be Mapped which was in the January/February Issue of Miller-McCune about how GIS mapping is helping advocates and community organizations.

http://www.miller-mccune.com/culture_society/the-revolution-will-be-mapped-1650

http://www.wholonomyconsulting.com

You are the Light of the World

2009-12-18T08:32:00.000-08:00

A great piece from Tama of Awakening Artistry

Tama's Musings
(Please note that this is an edited version of an article I first wrote for last year's holiday season. It's slightly different in this form. I couldn't resist sending it out again. I believe it now more than ever!)

You are the Light of the World:
Taking your Pain into Promise

Since it's the holiday season, I wanted to write about "light."

The wisdom tradition of A Course in Miracles teaches us, "I am the light of the world. That is my only function. That is why I am here." When I first read that line part of me stood at attention as though its true name had been called through a fog and cobweb of centuries. The other part of me felt screwed.

At the time, I looked around at my life of half-written manifestos, unused yoga videos, and abrupt tectonic shifts of doubt and fear, and thought humanity could definitely benefit from a more reliable guide. But I have come to see that limitation is spirit calling my name. Limitation puts pins in my sofa and lumps in my pillow so that I do not fall asleep in my life. Limitation calls me to seek for strength, focus, achievement, and liberating powers I did not know I had. And, in the end, limitation gifts me with a one-of-a-kind credential in this world. It's because as I come to experience freedom in the midst of defeated circumstances, I become a hope and light to others.

We, who are questioning our lives and our abilities, are the light of the world. We will be a beacon of comfort, hope and direction to those who need us. We are in the soup, but it is healing broth. We are the ones who are learning to find joy and full expression in the midst of bruised conditions. Every spiritual tradition teaches us that freedom is not being liberated once the job comes through, the check comes in or the skinny jeans fit. Freedom is learning how to be at peace no matter what, no matter when.

Our world is changing. The old ways are falling apart. Some talk about being in a revolutionary evolution of consciousness. We are the ones. We are the ones who are discovering our sacred resources and responses and bringing them to the table. We are the ones who write poems or sing praises to the divine, even as the stock market crumbles. Our dark days and stumbles are our training grounds. We are learning how to recognize a magnitude that is never threatened or taken away. We are discovering the river of faith in the dryness of our desert. We are the ones. We may not get it right every single day or even for weeks on end, but we are the ones.

Your pain is your relentless guru. How do you gain instruction from the sting? How do you resist the urge to curse it, deny it, or lie down in a ball for a thousand years? How do you love yourself? How do you forgive yourself? How do you sit down right now and trust the perfection of where you are? This is the juncture of your freedom. This life is not about just sweeping the kitchen one more time, or sending in a resume. It's about feeding the wild blue bird in your heart on berries not of this world. It's about feeding the wild blue bird so that it flies free no matter what.

I do not wish you pain or suffering. But I know that pain will cause you to seek freedom and freedom will teach you who you are and why you're here. You are the light of the world, and you have love, talent, and healing to offer us. Because of the sand, the oyster yields the pearl. Peacocks grow their signature colorful feathers by eating thorns. "What is to give light, must endure burning," wrote Viktor Frankl, who taught about how he found liberation, through mental focus, in the harshest hours of living in a concentration camp. And Buddhist nun Pema Chodron says, "Only to the extent that we expose ourselves over and over to annihilation can that which is indestructible be found in us." You are the light of the world. And it's pain that reminds you, like a ferocious drill sergeant, to abandon your useless definitions of security, and penetrate the limitless grace within you.

We may not have easy lives at this time. But it's not because we're failing, falling, or inadequate. It's because our souls demand healing more than coping, soaring more than just reaching cruising altitude. We are the teachers, healers, visionaries, social entrepreneurs and architects of the coming bright times. We are the sensitive ones, the canary in the mines. We have never truly been fit for this world. That's why we are the ones who will change it.

We will change it with our compassion. We will change it with our twigs of peace. We will change it by sitting in our dark corners until the pain passes and transmutes into new energy that can sustain the rest of our lives-- and we have a new stronghold to offer our brothers and sisters.

We will turn darkness into hope, as humanity has always done. We will prove that pain passes and leaves strong alchemy in its wake. We will run a new mile, inspire new actions, bring clean water to the needy, or paint images of wonder and faith. We will find our unique way to channel inexhaustible strength to hungry conditions. We will bring the new into the world by expanding our minds, communing with our creativity, and opening our boundless hearts. We are in the study halls now. Many of us are getting ready for our certifications.

We are the light of the world. We are the ones who have mercy for others. We are the ones who lend a hand. We are the ones who share a bit of writing, a dance, a reiki session, a vibrant expression filled with courage and forgiveness. We are the ones who question limitation and habits and demonstrate the raw and formidable power of love and alignment with our source. We are the ones who believe there is enough here to work with and we are about the business of working with it. Jesus walked on water. We may be doing something far more electrifying in these times. We are walking in this world.

* * *

In this coming year, and every year, I dream of a world where everyone's talents are cherished, honored, and put to use in the business of uplifting humanity. I thank each and every one of you from the bottom of my heart for all your faith and growth this year. And on a personal note, I am so very grateful for all your love and support. It's your emails, your sharing this work, your coming to workshops, and just knowing you're ‘out there' that keeps me siding with my own strength and light. I am so touched by all of you. I am so grateful that our Awakening Artistry family is growing in every way. I wish all of you a beautiful, holy holiday season filled with grace, authenticity, and love, and the birth of wild, new inspiration.

Love and blessings,

Tama

©Copyright 2009 Tama J. Kieves. All rights reserved.

Feel free to forward this copy to anyone you think might enjoy it. Please keep the entire message intact, including contact, logo, and copyright information. Thank you. This message is from Tama's monthly email newsletter
www.AwakeningArtistry.com

http://www.wholonomyconsulting.com

Training on Jan 25 in Phoenix on Using World Cafe and Open Space Technology

2009-12-18T07:57:00.000-08:00

Click here for the flyer and registration form for our training on January 25 in Pheonix, AZ on using Open Space Technology and World Cafe.

http://www.wholonomyconsulting.com

Digital Story about Wholonomy Consulting

2009-12-09T10:16:00.000-08:00

We are grateful to St. Luke's Health Initiatives (SLHI) for their trailblazing work in building healthy and resilient organizations and communities. On December 11, the SLHI Annual Conference is being held in Phoenix. As part of the day, 8 pioneers are being recognized for their work. We are so proud to be included. A digital story was made about the work of the pioneers. Click here
for a link to the 8 videos including the one about Wholonomy Consulting. Thanks to Jon and Sam for bringing these digital stories to life.

http://www.wholonomyconsulting.com

Photos from Training on Using World Cafe and Open Space Technology

2009-12-08T12:20:00.001-08:00

Here are some photos from a recent training we gave on using World Cafe and Open Space Technology.

http://www.wholonomyconsulting.com

Notes from a World Cafe held on Nov 17

2009-12-08T10:01:00.000-08:00

Sarah and I facilitated a World Cafe during the November 17, 2009 SLHI Consultants Community of Practice Retreat.

We've put this summary of the questions that were used (some were generated live by the group) and some of the highlights.

World Café held on November 17, 2009 at the Franciscan Renewal Center during the SLHI Sponsored Consultant’s Community of Practice Retreat.

Round 1 Question –

In your experience of building healthy and resilient organizations and communities, What are the essential elements of success?

1. Seeing the client as a hero!
2. Leaders who exhibit gratitude.
3. 3 categories – a. inspiration, vision, mission, b. commitment, c. functional/ action – cross pollinating, support
4. Don’t deny conflict – resolve it
5. Organizational alignment with sensitivity to context
6. Listening for convergance
7. Structure – good teams, work, measurable outcomes

Round 2 Questions

Half the tables discussed Question 1 –
How is the field of strengths based approaches to change and resiliency changing? How can we respond?

Highlights of Discussions:
- Technology is supporting organizations to do more w/less
- Call upon the federal government to integrate strengths based approaches into how resources are distributed
- ABCD is not new, but new sexy, non-partisan. Conversations/interactions now more authentic, curious, spiritual and move toward implementation.
- It is not a field, it is a philosophy. It is becoming more mainstream.

Half the tables discussed Question 2 –
What question if answered, could make the most difference in creating healthy and resilient communities in Arizona?

The Questions the groups came up with included:
- What can we do to get people to come together like our 50’s neighborhoods? (We are in this together)
- How do we define resilience in communities and find the glue to hold the community together based on principles of participation and sustainability?
- How do we adapt to make a difference in creating health and resilient communities?
- How do we motivate people to commit to and benefit from “new communities” i.e. schools, AB community, cyber?
- What Do We Want?

Round 3:

The tables that developed questions in Round 2 – left them for people to discuss in round 3 in half the tables.

Q.How do we adapt to make a difference in creating health and resilient communities?
Report Form:
Highlights: collaboration, innovations, new methods, diversity
Powerful Quotes: If you always do what you have always done, you will always get what you’ve already got!
Recommendations: Think outside the box. Be open to Change.

Q.What can we do to get people to come together like our 50’s neighborhoods? (We are in this together)

Highlights:
Caring neighbors, felt safe, you know your neighbors
Poweful Quotes:
I wasn’t old enough to remember the 50’s
Recommendations:
Encourage architecture that creates neighborhoods, front porches, parks, walking paths (safe), encourage block parties

Q.How do we motivate people to commit to and benefit from “new communities” i.e. schools, AB community, cyber?
Highlights:
Make it easy, identify gifts to benefit from
Define the community
Volunteers need to be appreciated
Find easy communication vehicles
Powerful Quotes:
Community is different. Could be schools, Art’s organizations, cyber
Recommendations:
Take a different view of community, not just physical neighborhood
Identify activities or gifts that the community could benefit from
Make it easy!
Be grateful for all contributions
Develop easy communication vehicles

Q:What Do We Want?
Highlights:
Agreement on the need for ea individual to share values and what they want and why – before moving to identifying the issues and the problem to solve
Powerful Quotes:
What will inspire people to be involved?
Commitment will stem from creating and communication that is inclusive
Recommendation:
World Café will be more powerful with a more diverse group with divergent points of view but focused on a common goal.

Q. How do we define resilience in communities and find the glue to hold the community together based on principles of participation and sustainability?
Highlights:
Remove “we” and “they”
Common vision
Foster commitment to vision (various means)
Make it a priority (how?)
Keep the momentum

The other half of the tables discussed the following question:

Q. How can we as a community of practice create an environment that enables each person to contribute our best, inspires us to keep learning and produces valued results?

Highlights:
Sharing, Supporting, Engagement, Outreach – new ppl and being welcoming
Value of giving, collaborate on purpose, for a purpose that serves the larger community – think more about giving than receiving… return, revive, HNK roots
Recognition we (HNK consultants) we’re all in this together
Small HNK community groups to discuss issues, ideas, a “wisdom group” and get connected
Establish a safe environment to share, respect of differences in opinion

Powerful Quotes:
Keep doing what we’re doing, more of it, and continue to evolve.
Utilize the HNK Water cooler, create wisdom circles, creating deeper meaning, makes a difference in our lives
Everyone in the room is equal as far as their input, perspectives, and ideas

Recommendations:
Provide opportunities for new ppl to collaboration together.
More nutrients – massages, good food, fellowship, innovative ideas
Provide ongoing learning experiences and activities that lead to the results of creating a safe environment

http://www.wholonomyconsulting.com

Widening the Frame

2009-12-08T09:57:00.000-08:00

We've been thinking about using a graphic to help talk about how strengths based approaches to change compare to traditional approaches. What do you think about this?

Let me know at cassandraoneill@comcast.net or by posting a comment.

http://www.wholonomyconsulting.com

Happy Holidays 2009

2009-12-08T09:54:00.000-08:00

Best wishes for a wonderful holiday season from Cassandra and Sarah.

http://www.wholonomyconsulting.com

Dan Pink's Ted Talk on Intrinsic and External Motivation

2009-12-08T09:34:00.000-08:00

This is a great explanation of what science knows about the limits of external motivators and the power of intrinsic motivators -- autonomy, mastery, and purpose.

Link

http://www.wholonomyconsulting.com

The Fun Theory

2009-11-23T11:59:00.000-08:00

Click here to watch this two minute video on the fun theory - called piano stairs.

http://www.wholonomyconsulting.com

A Beautiful Morning at Agua Caliente Park

2009-10-22T11:52:00.000-07:00

We had a great adventure this morning at Agua Caliente Park as part of the Adventures in Sustainable Leadership offered by Jennifer Sellers from Inspired Mastery www.inspiredmastery.com. Here are some photos!

http://www.wholonomyconsulting.com

Haiku

2009-10-14T07:41:00.000-07:00

Yesterday I was asked to write a haiku, 5 syllables then 7, then 5. Here's what I came up with.

Possibility
Accessing inner strengths through
Joy, love, and laughter

Can you guess the topic?

Cassandra at cassandraoneill@comcast.net

http://www.wholonomyconsulting.com

Letting Non-Profits Act Like Businesses: One Foundation’s Brave Act of Leadership

2009-09-22T11:44:00.000-07:00

Letting Non-Profits Act Like Businesses: One Foundation’s Brave Act of Leadership
Posted by eJP | September 21, 2009 | Category: Opinion | 1 comment

by Dan Pallotta

Last week the Boston Foundation unveiled major changes in its grantmaking strategy and announced that “the most dramatic change is a shift of emphasis to unrestricted operating support.” You’re not hallucinating, and it’s not a typo. As if the emphasis on operating support were not jaw-dropping enough, it’s going to be unrestricted. This is not a narrow experiment. It involves the “majority of the Boston Foundation’s competitive grants.” And this is not a bunch of well-intentioned, innovative MBAs starting a little experimental social venture fund. It’s a major institutional funder with a $700 million endowment that was founded in 1915.

Hallelujah. This is the nonprofit sector equivalent of the fall of the Berlin Wall. I remember when the Red Sox won the World Series in 2004. I didn’t cheer. I just kept saying over and over “The Red Sox just won the World Series” to convince myself that it was real. It was the same experience yesterday. I’m an optimist, but even I am so used to the hyper-incrementalism that defines the sector that I found myself in a state of disbelief.

The Foundation went ever further. They will start making larger grants, they are removing term limits so grants can be made over five years or longer, and they are removing deadlines so nonprofits can operate on their own timelines. The White House could learn a thing or two about hope and change from these people.

The announcement is striking and material on several levels.

First, it is an important voice making a declaration that real change will come from strengthening the capacity of good organizations; that as good as it may feel to fund programs, the greatest good can be achieved by funding organizations. Our mantra on poverty for decades has been, “instead of giving a man a fish, give him a fishing rod and teach him to fish.” But the institutional funding approach with nonprofits has been to deny fishing rods and hand out fish for a year or two and then tell the organizations to go find some new fish somewhere else. The Boston Foundation has said in no uncertain terms that it is in the fishing rod business.

Second, in a culture where a misinformed donating public has a prejudice against “overhead,” it recognizes the unique responsibility that institutional funders who know better have to act on their better knowledge.

Third, in a relationship where for years nonprofit organizations have been saying that what they need most is general operating support, it demonstrates respect, listening, empathy, understanding, and real commitment to their success.

Fourth, in a sector desperate for encouragement it demonstrates the ability of boldness and daring to excite and inspire, and it demonstrates the value of excitement and inspiration themselves. This is a new day, and the dawn of a new day moves people.

Fifth, it shows that the oldest institutions can rise up and surprise us. That disrupts the syndrome of predictability that so suffocates our sense of possibility.

Sixth, it is a demonstration of trust.

Last and most important, it is a demonstration of brave leadership. It challenges all major players to follow suit – not only to rewrite funding strategies, but to be bold, to lead, and to surprise. Today let us salute the Boston Foundation. They have just changed the world.

Dan Pallotta is a leading expert on innovation in the nonprofit sector and a pioneering social entrepreneur. He is the founder of Pallotta TeamWorks, which invented the multiday AIDSRides and Breast Cancer 3-Days. He is the author of Uncharitable: How Restraints on Nonprofits Undermine Their Potential.

Reprinted, with permission, from Harvard Business Publishing.

http://www.wholonomyconsulting.com

Activating Positivity

2009-09-04T13:27:00.001-07:00

This is an excerpt from Christina Merkley's latest newsletter. She is responding to a question about how to activate positivity at the beginning of the day.

"As for a script in the morning … Louise Hay has a lovely affirmation in the back of her famous little book called Heal Your Body (the mental causes for physical illness and the metaphysical way to overcome them). I read this script upon waking for years –starting back when I first launched my own business in San Francisco. She calls it ‘Loving Treatment’.

“DEEP AT THE CENTER OF MY BEING, there is an infinite well of love. I now allow this love to flow to the surface. It fills my heart, my body, my mind, my consciousness, my very being, and radiates out from me in all directions and returns to me multiplied. The more love I use and give, the more I have to give, the supply is endless. The use of love makes ME FEEL GOOD, it is an expression of my inner joy. I love myself, therefore I take loving care of my body. I lovingly feed it nourishing foods and beverages, I lovingly groom it and dress it, and my body lovingly responds to me with vibrant health and energy. I love myself; therefore, I provide for myself a comfortable home, one that fills all my needs and is a pleasure to be in. I fill the rooms with the vibration of love so that all who enter, myself included, will feel this love and be nourished by it.”

I love myself; therefore, I work at a job that I truly enjoy doing, one that uses my creative talents and abilities, working with and for people that I love and that love me, and earning a good income. I love myself; therefore, I behave and think in a loving way to all people, for I know that that which I give out returns to me multiplied. I only attract loving people in my world, for they are a mirror of what I am. I love myself; therefore, I forgive and totally release the past and all past experiences and I am free. I love myself, therefore, I live totally in the now, experiencing each moment as good and knowing that my future is bright and joyous and secure, for I am a beloved child of the universe and the universe lovingly takes care of me now and forever more. And, so it is.” -Louise Hay

Christina Merkley, "The SHIFT-IT Coach" and creator of the SHIFT-IT System®, is a Visioning and Strategic Planning Expert specializing in Visual Thinking and Law of Attraction techniques. Based in charming Victoria, British Columbia, Canada, she works deeply with individuals, partners and spiritual-based businesses to create what you really want. And, trains other helping professionals in the visual way of working. For more information visit: www.shift-it-coach.com

http://www.wholonomyconsulting.com

Training in Tucson October 9 on Facilitating with Open Space Technology and World Cafe

2009-08-27T06:44:00.000-07:00

Facilitating Whole System Methods:The World Café and Open Space Technology

When? October 9, 2009, 9:00 am – 4:30 pm
Where? The University of Arizona, Tucson AZ

This training is designed for consultants, facilitators, and anyone interested in learning about facilitating whole system methods.

Topics Covered:

• The common principles of Whole System Methods
• How Whole System Methods align with recent research on how the brain works and strengths based approaches to change
• The benefits of using Whole System Methods such as The World Café and Open Space Technology
• How you can use Whole System Methods for both strategic and action planning
• How to craft invitational and appreciative questions

Participants will have opportunities for hands-on practice in: facilitating, writing strengths based questions, developing agendas, selecting methods, and more.

Faculty: Sarah Griffiths and Cassandra O’Neill, Wholonomy Consulting llc

Sarah and Cassandra have facilitated using these methods and conducted trainings with a wide variety of organizations, including staff and volunteers from the United Way of Southern Arizona, Arizona Early Education Funded Regional Partnerships, First Focus on Kids, Girls Inc. of Southern Arizona, Pinal Gila Community Child Services, Inc, and grantees and staff from several Robert Wood Johnson Foundation (RWJF) funded programs.

What participants have told us about their experiences learning these methods:

“A highlight for me was learning new skills and techniques from everyone in the training including the processes of Open Space and World Café in theory and practice.”

“ Participating in the Open Space Process was a highlight for me, and seeing the beauty of a flexible process within a structured process.”

“I feel newly inspired around positive meeting processes! I have the tools for better planning that will lead to broader and creative thinking (and the scientific links to the why!)”

Registration Form

Name ________________________________________________________________

Organization ___________________________________________________________

Address ___________________________________

City/State/Zip ______________

Phone ________________________

Email ________________________________

WHEN: Friday October 9, 2009 from 9:00 am to 4:30 pm – Registration at 8:30 am

WHERE: The training will be held at the University of Arizona in Tucson, AZ in the El Portal, Saguaro Room 510 N. Highland
(link to campus map: http://iiewww.ccit.arizona.edu//uamap/staticLarge/182.html)

Pay parking available at the 6th Street Garage (west of El Portal and “Highland Commons” Buildings)

TUITION: $99 – Early Bird Registration by September 21, 2009 – The price is $129 if registration is after September 21. The cost of registration does not include lunch.

Please make check payable to and send with registration form to:
Wholonomy Consulting LLC
PO Box 42035
Tucson, AZ 85733
Registrations may be faxed to: (520) 844-3251

More about Whole System Methods:
Open Space Technology - This method is an alternative to traditional meeting and conference formats which encourages creativity, generates enthusiasm, and produces extraordinary results. People self-organize to discuss what is most important to them and generate action towards the results they want. For more information go to: www.openspaceworld.org

World Café - This method is based upon the discovery that by combining a welcoming space and physical environment that resembles a café with questions that matter -- you promote authentic conversations among people which propel organizations forward. Questions are posed to groups for discussion with participants moving from table to table while a host stays behind to cross pollinate discussions. For more information about the World Café go to: www.theworldcafe.com
________________________________________
There are a limited number of partial scholarships available.

Questions please contact:
Cassandra O’Neill (520) 403-0687 cassandraoneill@comcast.net

http://www.wholonomyconsulting.com

Daily Practice of Purifying Mistakes

2009-08-24T07:58:00.000-07:00

In Thubten Chodron's book Working with Anger, there is a section on Anger at Ourselves. In this section, there is a description of a 4 step process that can be used daily to purify mistakes. The full description is on pages 130-131, here is a summary.

The first step - review our actions and genuinely regret those that harmed others or ourselves.

She talks about regret being different from guilt. Regret arises from accurately assessing our actions, while guilt is a form of self-hatred. This is a very important distinction.

The second step - Regret leads us to determine not to act destructively again. You can set a reasonable period of time to be mindful and not engage in those (harmful) actions.

The third step - Make amends to those whom we have harmed or towards whom we have had negative attitudes or feelings. In the case of other sentient beings, we develop love, compassion, and the altruistic intention to attain enlightenment for the benefit of all. This counteracts the force of our previous negative intentions.

The best way of making amends is through transforming our attitude, letting go of any hostility or other destructive emotion we may still harbor towards another person. If the person wants to receive help or communication from us, we can apologize and compensate for any physical damage.

The fourth step - Walk the Talk. Remedial action can be taken, suggestions of community service, volunteer work, service work, meditation, or religious practice such as bowing, reciting prayers and mantras, and meditating are suggestions.

This practice can help us avoid "stockpiling" negative feelings and lays the foundation for a happy mind.

http://www.wholonomyconsulting.com

5 stages of healing

2009-08-19T08:38:00.000-07:00

If you are interested in learning more about the 5 stages of healing in NIA dance - embryonic, creeping, crawling, standing, and walking.... check out this blog post and video. Thanks to Holly for sharing this.

http://www.terrakardastudio.com/blog/nia-and-the-five-stages-of-self-healing

Cassandra
http://www.wholonomyconsulting.com

2009-08-05T08:22:00.000-07:00

Cultural Humility

Last week I co-facilitated a session on Cultural Competency with Raquel Gutierrez for the SLHI HNK Consultants Community of Practice. I’ve been thinking about the issue a lot for the last few weeks between preparing for the session, being greeted with enthusiasm and interest from our colleagues during the session, and reflecting after the session.

We invited the community to use the blog to write about the issues that came up during the session. I decided to start it off.

One of the ideas that people really liked was the concept of cultural humility. This is written about on the Partnerships For Older Adults Web Page. They talk about the distinction between cultural competency and cultural humility. Here is what they have to say about cultural humility in community partnerships.
“Cultural Humility in Community Partnerships

Consider this example of cultural humility in action: at a partnership meeting, a member might see an older African-American man walk in. She might identify and try to understand the older gentleman from a racial or cultural perspective. However, this man might think of himself as a retired teacher, a deacon in his church or another kind of community leader, or as a caregiver to an ailing sister or troubled grandchild. By approaching every person with cultural humility, the partnership member will be better able to understand how this man feels about different aspects of the partnership, and where his feelings, opinions and concerns come from.

This approach (Cultural Humility) eliminates the need for every person in the partnership to master knowledge of group values and beliefs for every racial, ethnic and cultural component of the community. It calls for an attitude of openness to receiving new information and new perspectives on a regular basis.

A partnership leader observing this situation might practice an attitude of openness by:
• including time in the partnership meeting for all participants to share how their personal experiences and values are relevant to the issues at hand;
• seeking opportunities to speak one-to-one with the elder African-American community leader about his goals and concerns in remaining active in the partnership;
• building a working collaboration with professionals of color in the partnership in thinking of ways to maximize the participation of all elders who come to meetings; and
• taking a minute to notice her own response to the older gentleman mentioned above, exploring the actual information he has as the basis for his feelings.

An attitude of openness is demonstrated by the internal process an individual is willing to go through, how this is expressed to others, and careful attention to the organization and content of partnership events.”
If you want to read more click on the following link. http://www.partnershipsforolderadults.org/resources/levelthree.aspx?sectionGUID=774e17bd-fa1e-4253-8d6d-34d808334fb0

This concept of cultural humility spurred some great discussions in our Community of Practice, about how cultural humility could be useful in all situations -- not just when we think we are going to be interacting with someone or a group that is “different” from us.

I often use a set of Zen cards by Daniel Levin with groups. The Humility Card has this wisdom – The way of the earth is to empty that which is full. And fill that which is empty. True humility brings great fortune.

When I first read this, I wasn’t quite sure what it meant. As time went on, I began to think that the message from this card was to be open. To approach people from a position of openness allows learning to take place.

This reminds me of the concept of the beginners mind. If we bring a beginners mind to our work, we are open to learning. What if the best results are only possible if we as consultants collaborate with our clients -- by joining our knowledge with theirs through cultural humility. Would this then transcend from cultural humility to a culture of humility?

In the new book Embracing Cultural Competency A Roadmap for Nonprofit Capacity Builders recently published by the Alliance for Nonprofit Management and Fieldstone Alliance, there is a story about an Asian American woman who brought a different interpretation of leadership to her work. At first her leadership was not understood and was judged to be “poor” leadership. When she articulated the value of her leadership to her boss and employees – people began to understand things differently. One of her leadership strengths was humility. What do you think?

Cassandra at cassandraoneill@comcast.net

http://www.wholonomyconsulting.com

Spiritual "Conspiracy"

2009-07-31T08:59:00.000-07:00

Thanks to Tracey McConnell for passing this along.

The word conspiracy (con + spire) actually means to breathe together. The poetic essay below is an inspiring reminder that we are being deliciously enveloped by a growing spiritual conspiracy. Increasing numbers around the globe are breathing together. As old structures crumble around us, we are conspiring to breath new life and a new way of living into our world. We know that no matter how crazy things may look on the surface, the universe is conspiring to shower us with blessings. Enjoy the rich flow of conscious conspiracy as you breathe in the soul-touching words below.

Breathing together with you,

A SPIRITUAL "CONSPIRACY"

On the surface of our world right now
There is war, violence, and craziness
And things may seem dark.

But calmly and quietly
At the same time
Something is happening underground.

An inner revolution is taking place
And certain individuals
Are being called to a higher light.

It is a silent revolution
From the inside out
From the ground up.

This is a global co-operation
That has sleeper cells in every nation.
It is a planetary Spiritual Conspiracy.

You won't likely see us on T.V.
You won't read about us in the newspaper.
You won't hear from us on the radio.

We don't seek glory.
We don't wear any uniform.
We come in all shapes and sizes, colors and styles.

We are in every country and culture of the world
In cities big and small, mountains and valleys
In farms and villages, tribes and remote islands.

Most of us work anonymously
Seeking not recognition of name
But profound transformation of life.

Working quietly behind the scenes
You could pass by one of us on the street
And not even notice.

We go undercover
Not concerned for who takes the final credit
But simply that the work gets done.

Many of us may seem to have normal jobs.
But behind the external storefront
Is where the deeper work takes a place.

With the individual and collective power
Of our minds and hearts
We spread passion, knowledge, and joy to all.

Some call us the Conscious Army
As together
We co-create a new world.

Our orders come from the Spiritual Intelligence Agency
Instructing us to drop soft, secret love bombs
when no one is looking.

Poems ~ Hugs ~ Music ~ Photography ~ Smiles ~ Kind words
Movies ~ Meditation and prayer ~ Dance ~ Websites
Social activism ~ Blogs ~ Random acts of kindness…

We each express ourselves
In our own unique ways
With our own unique gifts and talents.

"Be the change you want to see in the world"
That is the motto that fills our hearts.
We know this is the path to profound transformation.

We know that quietly and humbly
Individually and collectively
We have the power of all the oceans combined.

At first glance our work is not even visible.
It is slow and meticulous
Like the formation of mountains.

And yet with our combined efforts
Entire tectonic plates
Are being shaped and moved for centuries to come.

Love is the religion we come to share
And you don't need to be highly educated
Or have exceptional knowledge to understand it.

Love arises from the intelligence of the heart
Embedded in the timeless evolutionary pulse
Of all living beings.

Be the change you want to see in the world.
Nobody else can do it for you.
Yet don't forget, we are all here supporting you.

We are now recruiting.
Perhaps you will join us
Or already have.

For in this spiritual conspiracy
All are welcome, and all are loved.
The door is always open.

~ Author Appropriately Unknown

Cassandra at cassandraoneill@comcast.net

http://www.wholonomyconsulting.com

Butterfly Wisdom

2009-07-27T06:43:00.000-07:00

In Steven Farmer's animal card deck called power animal oracle cards, the Butterfly Card says Get Ready For A Big Breakthrough. The wisdom from the Butterly includes...

It is quite possible to go through major changes Calmly and Willingly when you view them as natural and hold relentless positive expectations.

Enjoy.

Cassandra at cassandraoneill@comcast.net

http://www.wholonomyconsulting.com

Strengths Based Approaches to Going Green

2009-07-05T10:37:00.000-07:00

My friend Gina Murphy Darling hosts a weekly radio show called Mrs. Green Goes Mainstream. Her show is always inspiring and informational. She offers listeners a chance to celebrate what they can do to increase their level of green.

One of the things I love about her message, is that it is strengths based. Traditional approaches based on an innaccurate understanding of the brain - are often focused on making people feel bad and guilty about their daily habits and fearful about the future. Recent findings on the brain show that this is not the most effective strategy for inspiring positive change. George Lakoff and The Frameworks Institute share research about why facts and figures do not result in positive attitude or behavior change. In summary, there is no frame for them in our brains, and so this type of information goes in and right out of the brain. They also write about what is effective so if you are interested you can read Lakoff's work - I'd recommend starting with Don't Think of An Elephant or go to the Frameworks Institute Website.

There is a much deeper understanding now that neither anger nor fear is the best way to motivate people toward positive action. There are chemicals released in our bodies when we feel angry or afraid that interfere with our higher level thinking, our creativity, and our ability to see the big picture and connect our behavior to it. In fact, some of these chemicals can stay in the body for up to 48 hours. As this new understanding continues to grow, I look forward to more organizations adopting a brain friendly approach to their work, and I celebrate those that are doing it.

On July 18, Mrs. Green will be interviewing Rachel Lincoln Sarnoff, Founder and CEO of Ecostiletto.com. Check out the Ecostiletto website, it is fabulous. Here is a quote straight from the website - "We're not about guilt, we're about information. We're not about forcing you to change, we're about giving you alternatives. Because everyone wants to make a difference, but no one wants to give up the little things that we love. Making a difference doesn't have to mean making a huge change in your lifestyle. Sometimes it just means considering the alternatives."

This is a brain friendly approach to helping people act on their passions and interests. It is so refreshing. And it totally aligns with building resiliency and strengths based approaches to change in all areas of our lives. For more information on Ecostiletto click here, and for more information on Mrs. Green Goes Mainstream click here. Thanks Gina!

Cassandra at cassandraoneill@comcast.net

http://www.wholonomyconsulting.com

Positivity

2009-06-05T13:54:00.000-07:00

I'm reading the book Positivity by Barbara Frederickson. It is incredibly good. I've done some graphics of some of the key points. Here are photos of them.

Cassandra at cassandraoneill@comcast.net

http://www.wholonomyconsulting.com

Seven Sacred Pauses

2009-05-27T07:28:00.000-07:00

In Seven Sacred Pauses by Macrina Wiederkehr the seventh is night time and she calls it the great silence. She's given some questions you can ask yourself at this time about your day. I thought these were beautiful and am passing them on. I modified a couple.

Have I been a good memory in anyone's life today?
Have the ears of my heart opened to the voice of the Universe?
Have the ears of my hear opened to my sisters and brothers?
Have the eyes of my heart beheld the Divine face in all created things?
What do I know, but live as though I do not know?
How have I affected the quality of this day?
Have I been blind or deaf to the blessings of the day?
Is there anyone, including myself, whom I need to forgive?
When did I experience my heart opening wide today?
Have I worked with joy or drudgery?
Have I waited with grace or with impatience?
What is the one thing in my life that is standing on tiptoe crying, "May I have your attention please?" What needs my attention?

Cassandra at cassandraoneill@comcast.net

http://www.wholonomyconsulting.com

The Element

2009-05-27T07:23:00.000-07:00

I'm reading The Element: How Finding Your Passion Changes Everything - by Ken Robinson, PhD. I've done a couple of graphics to capture the key ideas I've read so far. I'm thinking this could be a graphic version of Cliff Notes. Enjoy.

Cassandra at cassandraoneill@comcast.net

http://www.wholonomyconsulting.com

Training in Phoenix on June 22, 2009

2009-05-21T09:00:00.001-07:00

Interested in facilitating using Whole System Methods like The World Café and Open Space Technology? We are offering a training in Phoenix.

When? June 22, 2009 8:30 am – 3:30 pm
Where? Jobing.com in Phoenix, Arizona

This training is designed for consultants, facilitators, and anyone interested in learning about facilitating whole system methods.

Topics Covered
• The common principles of Whole System Methods
• How Whole System Methods align with recent research on how the brain works and strengths based approaches to change
• The benefits of using Whole System Methods such as The World Café and Open Space Technology
• How you can use Whole System Methods for both strategic and action planning
• How to craft invitational and appreciative questions

Participants will have opportunities for hands-on practice in: facilitating, writing strengths based questions, developing agendas, selecting methods, and more.

Faculty: Sarah Griffiths and Cassandra O’Neill, Wholonomy Consulting llc

Sarah and Cassandra have facilitated using these methods and conducted trainings with a wide variety of organizations including staff and volunteers from the United Way of Southern Arizona, Arizona Early Education Funded Regional Partnerships, First Focus on Kids, Girls Inc. of Southern Arizona, Pinal Gila Community Child Services, Inc, and grantees and staff from several Robert Wood Johnson Foundation (RWJF) funded programs.

What participants have told us about their experiences learning about these methods:
• “I’ve learned that you get what you ask for, if you want positive you need to ask for positive.”
• “I see that you can structure meetings to produce one of two outcomes, either drain the energy from the group or create increased energy.”
• “Learning to ask powerful and transformative questions can dramatically alter what happens in meetings.”

Registration Form
Name ____________________________________________

Organization_______________________________________

Address ___________ _City/State/Zip ______________

Phone __________Email____________________

WHEN: Monday June 22, 2009 from 8:30 am to 3:30 pm – Registration at 8:00 am

WHERE: The training will be held in Phoenix, AZ at the Jobing.com office located at 4747 North 22nd Street, Phoenix, AZ 85016

TUITION: $99 – Early Bird Registration by June 5, 2009 – The price is $129 if registration is after June 5. The cost of registration does not include lunch.

Please make check payable to and send with registration form to:
Wholonomy Consulting LLC
PO Box 42035
Tucson, AZ 85733
Registrations may be faxed to: (520) 844-3251

More about Whole System Methods:

Open Space Technology - This method is an alternative to traditional meeting and conference formats which encourages creativity, generates enthusiasm, and produces extraordinary results. People self-organize to discuss what is most important to them and generate action towards the results they want. For more information go to: www.openspaceworld.org

World Café - This method is based upon the discovery that by combining a welcoming space and physical environment that resembles a café with questions that matter -- you promote authentic conversations among people which propel organizations forward. Questions are posed to groups for discussion with participants moving from table to table while a host stays behind to cross pollinate discussions. For more information about the World Café go to: www.theworldcafe.com
________________________________________
There are a limited number of partial scholarships available.

Questions please contact:
Cassandra O’Neill (520) 403-0687 cassandraoneill@comcast.net
www.wholonomyconsulting.com
________________________________________

When You Know What You Want Your House To Look Like - Start Building!

2009-05-18T18:36:00.000-07:00

We love using Whole System Methods. We are in a learning community of consultants that focuses on how to use these methods well. Part of this includes talking to other people and potential clients who don't know what Whole Systems Methods are. What are they? We have a definition, we have descriptions of methods, etc. Sometimes when we hear how other people are using them, or talk to people who have had less than positive experiences with them, we wonder about using different descriptors. We love Appreciative Inquiry, to me it is like eating ice cream. It is always great. Other people don't always feel that way. We sometimes use the metaphor of designing a home, when talking to people about this method.

The first phase is Discovery. In this phase we look at our existing home and think about what features we really like—features that we’d like to include in the plans for our new home. In the second phase Dream — we start to dream about our ideal home. What would it look like? How many bedrooms would it have? We begin to visualize our dream. In the third phase Design - we have a vision of what we want our home to look like, but we need help to start building it. We bring in an architect to help us design and create a plan. In the fourth phase Destiny, we have our overall plan, and we bring in teams to develop plans for their specific area of work—we have roofers and plumbers and electricians—teams that have individual plans but whose work is a part of the grand, architectural design of our dream home.

One of the things we love about using Appreciative Inquiry and other Whole System Methods, is that you can get things done very quickly that normally take a long time. Harrison Owen has described this as high performance.

In our learning community, we were talking about how sometimes consultants or participants like to stay in the early phases for unnecessarily long periods of time. Maybe because it's enjoyable. I just heard about a group that spent two years in Discovery. We all had a good laugh about that. They certainly discovered a lot! However, because they didn't move on - the inquiry didn't result in any changes or action. When this happens, it can lead to people to think that they don't like the method or that it doesn't work. When really, it is just the way it was used. We know from using it in strategic planning that you can get to action planning quickly, and that this excites the participants! Once you know what you want your house to look like - start building!

Cassandra at cassandraoneill@comcast.net

http://www.wholonomyconsulting.com

There is Always Something to Celebrate

2009-05-18T18:31:00.000-07:00

I recently went to a celebration of the University of Arizona's Learning Center. They handed out this quote on Celebration and I'm passing it along.

"Celebrating the wrong thing, or not celebrating at all, presents a serious loss, for celebration is, and should be, an occasion to participate in one’s own history and contemplate one’s future. It is a time for telling the story, honoring the heroes, renewing the spirit. For old-timers the time can be sweet, a remembrance of prior accomplishment and an opportunity to share dreams for the future. For the newcomers, such a celebration offers the chance to participate in the history—not just knowing the facts, but actually feeling the impact, if only vicariously. It may also be the time in which their dreams may be woven into the unrolling fabric of the organizational life."

Source:
Wave Rider: Leadership for High Performance in a Self-Organizing World, pp.193-194
Harrison Owen
2008

Cassandra at cassandraoneill@comcast.net

http://www.wholonomyconsulting.com

SMART Goals Made Fun

2009-05-18T18:25:00.001-07:00

No kidding! We had a group break into 5 teams and each one drew an image to represent one of the concepts, i.e. Smart, Measurable, Attainable, Realistic, and Time Driven. Here are the photos, can you guess which picture goes with which concept?

Cassandra O'Neill at cassandraoneill@comcast.net
http://www.wholonomyconsulting.com

Photos from Quality First Coach Training Day 2

2009-04-22T17:22:00.001-07:00

http://www.wholonomyconsulting.com

Video on Validation

2009-04-20T10:16:00.000-07:00

This is a funny video which is about 15 minutes.

http://www.youtube.com/watch?v=Cbk980jV7Ao

Let me know what you think.

Cassandra at cassandraoneill@comcast.net

http://www.wholonomyconsulting.com

Great Quote on The Key to The Universe

2009-04-13T12:58:00.001-07:00

I drank an Honest Tea yesterday and here was the quote on the cap.

The bad news: there is no key to the universe. The good news: it was never locked. Swami Beyondananda

Thought I'd pass it on...

Cassandra at cassandraoneill@comcast.net

http://www.wholonomyconsulting.com

The Art of a Powerful Question

2009-04-07T08:09:00.000-07:00

I have been reading and thinking about powerful questions. What makes a question powerful? When we ask a powerful question, it can be transformational. Much about coaching and facilitating is about asking powerful questions. Attached is a link to a great article about asking powerful questions. One of my favorite parts is the following quote from Marilee Goldberg's book The Art of the Question, " A paradigm shift occurs when a question is asked inside the current paradigm that can only be answered from outside it." This kind of question can lead to transformational learning. What does it feel like to ask or be asked this type of a question? What kind of response might this type of question get compared to a comment or observation? What do you think?

http://www.theworldcafe.com/articles/aopq.pdf

Cassandra at cassandraoneill@comcast.net
http://www.wholonomyconsulting.com

The Power of a Dream

2009-04-02T18:19:00.000-07:00

Lately, I have been exploring the power of the dream phase in Appreciative Inquiry. It is really an amazing thing. It is a very different experience to work with a group to create a collective dream, and to work with individuals to create a personal dream. Both lead to incredible things.

I met a photographer this past weekend who printed his dream on labels that he put on the back of his photos. I loved his photos and his dream. Here is his dream...

As far back as I can remember, I have always looked upon the world with childlike wonder. Each morning as I head out into this awesome space we live in, I am amazed with the exciting things that I find. Through my photography I can share with you the everyday beauty, as well as the overlooked treasures that surround us all. Though the world can seem dark at times, it is my dream that everyone can learn to stop for a moment each day to see and appreciate the beauty that is always there. I thank you for purchasing this photograph, and sharing in my vision.

What is your dream?

http://www.wholonomyconsulting.com

Adaptive Change Webinar

2009-03-26T07:27:00.000-07:00

Free webinar on adaptive change is based on a recent article by Dr. Carol Mase, published in Shift Magazine called The Adaptive Organization. It can be downloaded at http://www.cairnconsultants.com/.

Dr. Carol Mase has an extensive education in medical and social sciences and has worked as an entrepreneur, global marketing executive, and organizational coach-consultant. She brings the "new sciences" of complexity, neuroscience, and systems thinking to organizations and leadership.

Free interactive webinar to introduce the adaptive change model are offered in April.

Tuesday April 14, 2009 4-5 pm EDT / 1-2 pm PT

Thursday April 23, 2009 12-1 pm EDT / 9-10 am PT

Tuesday April 28, 2009 4-5 pm EDT / 1-2 pm PT

Register by email at mailto:info@cairnconsultants.com. subject=Free WebinarRegistration specifying the day you would like to attend.

She says...

We are entering an unprecedented time of change and opportunity. It is a time of great uncertainty and challenge; the new language of business describes our situation as complex and chaordic and new ways of thinking emerge as old mental models from the industrial era fail and add to, rather than improve, the problems we face. As recently stated by Sumeet Banerji, CEO of Booze and Company, "Industry structure is fundamentally [being] reshaped by [today's] discontinuity." A level of discontinuity that challenges even the most sophisticated manager and leader, not to mention their organizations.

"Change agents continue to struggle with outmoded models, tools, and techniques - ones that were sufficient in slower and simpler times, but that are counterproductive when complex adaptation is the only viable survival strategy." - Edwin Olson and Glenda Eoyang, in Facilitating Organizational Change

Taking advantage of this moment in history provides coaches and consultants with the opportunity to move beyond our outdated tools, designed in the era of linear, mechanistic organizational structures. We have the chance today to design new dynamic tools that engage organizations, managers, and leaders in a new conversation - one that allows them to create a new paradigm for business.

"As long as human beings have inhabited the Planet Earth, we have existed in a self-organizing world. Quite probably the majority are simply unconscious of this fact, and their adjustment to the forces of self-organization are equally unconscious. Others are unwilling Wave Riders, who take deep umbrage at the uncontrollable forces at play, seeking their defeat and claiming to be in charge. ... There have also been more than a few who truly understood the situation, if only intuitively, and learned to ride the waves to their benefit and to the benefit of their fellow human beings." - Harrison Owen, Wave Rider

If this speaks to you, please join in the conversation. If you know of someone who might be interested in this conversation, please pass on the invitation. The format is to first introduce a concept, the Conceptual Phase, as a free one-hour webinar from the worldview of self-organizing systems. For those who are interested, a second Application Phase, Tools for New Times (TNT), is offered as 3-5 week webinar. Finally, an Amplification Phase exists as an on-line creative design group, Organizational Change Agents, generating and testing new tools.

We begin with a biomimetic model of change, because change is what we are obviously facing at this point in history. The adaptive model offers you a new way of thinking about and resolving the organizational and individual strain and tensions that emerge when complex systems interact with, and in, a volatile global environment. Integrating systems thinking, organizational theory, and the new sciences this model gives you a tool designed to provide the change agents you coach with a road map for traversing this new landscape.

Find Dr. Mase's blog at www.OrganizationsasOrganisms.com

http://www.wholonomyconsulting.com

Building Resiliency Through Acceptance

2009-03-25T06:17:00.001-07:00

Radical Acceptance is a book by Tara Brach. In this book, she talks about how we can explore accepting things that we are resisting as a pathway to less suffering. She talks about suffering being a result of resistance and not the events that happen.

Someone told me recently that there is a saying that pain is unavoidable, but suffering is not. That resonated with me. Feeling pain, sadness, and grief about loss is a natural and healthy part of life. However, suffering is optional.

When we resist what is - we are putting energy into something with little return. In Keegan and Lahey's newest book The Immunity to Change, they talk about the result when we put energy into commitments to change and also competing commitments not to change. They give the example of putting one foot on the gas pedal and the other on the brake pedal. A lot of energy is being expended, but no movement is happening.

Every day we hear about budget cuts and layoffs. We hear about service cuts at the same time as increases in demand for services. How can we accept this? Not that we are saying this a good thing or we approve of it. But how can we be with it in a way that doesn't create suffering? It is challenging. If we can feel the sadness and at the same time feel the hope of what is possible - we can free up energy from resisting -- and direct it toward something more productive.

This does release energy and build resiliency. Sometimes at the raw moment of grief and loss we can only experience one side of this paradox, the what is now. This is natural. Eventually however if we can feel both sides - we feel lighter. Parker Palmer calls this paradox the tragic gap. There are several videos of him talking about it on you tube. Click here for one.

Cassandra at cassandraoneill@comcast.net

http://www.wholonomyconsulting.com

Building Resiliency with Blessings

2009-03-24T06:31:00.000-07:00

I recently bought the book To Bless the Space Between Us by John O'Donohue. This book contains dozens of blessings for all different situations, occasions, and transitions. I've been carrying it around with me and at meetings or on the phone - picking one to read. He talks about blessings as being lost, they were once a part of daily life. It is amazing how powerful it is to focus on a blessing, it connects us to energy and our resources. Here is one for broken trust.

For Broken Trust
Sometimes there is an invisible raven
That will fly low to pierce the shell of trust
When it has been brought near to ground.

When he strikes, he breaks the faith of years
That had built quietly through the seasons
In the rythm of tried and tested experience.

With one strike, the shelter is down
And the black yoke of truth turned false
Would poison the garden of memory.

Now the heart's dream turns to requiem,
Offering itself a poultice of tears
To cleanse from loss what cannot be lost.

Through all the raw and awkward days,
Dignity will hold the heart to grace
Lest it squander its dream on a ghost.

Often torn ground is ideal for seed
That can root disappointment deep enough
To yield a harvest that cannot wither:

A deeper light to anoint the eyes,
Passion that opens wings in the heart,
A subtle radiance of countenance:
The soul ready for its true other.

Cassandra at cassandraoneill@comcast.net

http://www.wholonomyconsulting.com

Photos of Spring in Tucson

2009-03-23T18:27:00.001-07:00

http://www.wholonomyconsulting.com

Increasing Energy with Appreciative Questions

2009-03-22T13:50:00.000-07:00

I love Appreciative Interviews. I use them with groups and individuals. You can craft Appreciative Questions on any topic or use the same ones over and over. We created an Appreciative Inquiry Guide on Lasting Change. We've used this more than any other one because isn't that what we all want? To create positive lasting change!

I feel that you can never do too many Appreciative Interviews. It makes me laugh when people say - oh we've done that already. Just because you've done an Appreciative Interview once doesn't mean there isn't value to doing one again. In fact, I think that if you did one once per week, that would be a great way to stay focused on what gives you energy and increase your energy.

I'm currently taking a teleclass with Sara Orem on Appreciative Coaching. As part of the class, we paired up with someone in the class and interviewed each other using the following questions. There are many different versions of Appreciative Questions and Appreciative Coaching Questions. I really like these. I did them at the end of the day Friday and it was such a great way to end the work week.

Question 1. What experiences am I proud of?

Question 2. How do these experiences highlight my strengths and talents?

Question 3. How could I leverage these strengths and talents to address current issues and future dreams?

Question 4. What actions can I begin experimenting with (to assure that my imagined state IS my future state)?

Suggestion: Ask someone to pair up with you so you can interview each other. See how much energy you feel. You can do this every week and talk about something different every time.

Hope you enjoy this. Cassandra at cassandraoneill@comcast.net

http://www.wholonomyconsulting.com

In Praise of the Earth

2009-03-15T09:39:00.001-07:00

The following is a blessing from John O'Donahue's book of blessings called To Bless the Space Between Us.

In Praise of the Earth

Let us bless
The imagination of the Earth.
That knew early the patience
To harness the mind of time,
Waited for the seas to warm,
Ready to welcome the emergence
Of things dreaming of voyaging
Among the stillness of land.

And how light knew to nurse
The growth until the face of the Earth
Brightened beneath a vision of color.

When the ages of ice came
And sealed the Earth inside
An endless coma of cold,
The heart of the Earth held hope,
Storing fragments of memory,
Ready for the return of the sun.

Let us thank the Earth
That offers ground for home
And holds our feet firm
To walk in space open
To infinite galaxies.

Let us salute the silence
And certainty of mountains:
Their sublime stillness,
Their dream-filled hearts.

The wonder of a garden
Trusting the first warmth of spring
Until its black infinity of cells
Becomes charged with dream;
Then the silent, slow nurture
Of the seed's self, coaxing it
To trust the act of death.

The humility of the Earth
That transfigures all
That has fallen
Of outlived growth.

The kindness of the Earth,
Opening to receive
Our worn forms
Into the final stillness.

Let us ask forgiveness of the Earth
For all our sins against her:
For our violence and poisonings
Of her beauty.

Let us remember within us
The ancient clay,
Holding the memory of seasons,
The passion of the wind,
The fluency of water,
The warmth of fire,
The quiver-touch of the sun
And shadowed sureness of the moon.

That we may awaken,
To live to the full
The dream of the Earth
Who chose us to emerge
And incarnate its hidden night
In mind, spirit, and light.

Hope you enjoyed this. Cassandra at cassandraoneill@comcast.net
http://www.wholonomyconsulting.com