final master ngls participants book

Preparing Tomorrow’s Leaders of

Slovakia

A Conversation about the Future we are Inheriting

1

When a generation believes…

NextGenerationLeaders ofSlovakia

This week is about your future…

• We are grateful to be here

• We have more to learn than we have to offer

• How we got here is amazing

• What happens here after we leave should be more amazing

• Your story as a generation is full of promise

• Your future story as a nation needs you in it

• This week, we hope to watch you start writing it…


What we hope to accomplish this morning…• Set the stage for our conversations and our work over the next two days

– The world in which we find ourselves

– The story we heard from you…about you

– Our hope for the next chapter of that story

– How we will start writing it this week


The world we find ourselves in:An age of paradox and opportunity• Where are you seeing and experiencing change in the world around you?

• Where do you see paradox (contradiction)?


The world we find ourselves in:An age of paradox and opportunity• ENIAC vs. Pentium 4

– Uneven progress in some industries over others

• 1999‐2009; The International New York Times

– Information vs. learning

• 40 % increase in Slovak university graduates in one year (07‐08) with no change in education quality

• HPV, HIV, Genome

– Dramatic advances in health sciences and decrease in quality of global health care


The world you find yourselves in:Slovakia at the intersection of the future• The “Tatra Tiger” – 6% GDP

• Economic growth – problem & opportunity

• Population aging and people exiting the workforce; yet fewer employment opportunities entice people to leave, leaving fewer people in the workforce to support more retirees

• Ahead on automotive production

– Energy an opportunity?

• Behind on I/T and knowledge management

– Opportunity to advance?


What does this mean for you?

• Unprecedented degrees of choice (many of which you may understandably struggle to see)

• The first generation to raise the first generation of “true Slovaks”

• You are “living between parentheses”

• You are privileged with the opportunity and responsibility to write the course of history that will be the most radical departure ever from the past

• Little in your history has prepared you for this


In this context, AIESEC is moreimportant than everProducing leaders…

• who can lead transformation

• of integrity: actions match words

• who can develop other leaders

• who aren’t afraid to try new things even if they fail

• who are comfortable with uncertainty

• who are not complacent or satisfied with the status quo, but push for ever greater results

The story you told us about you


The story you told us about you

• Surveyed over 100 emerging Slovak leaders around the world

• Both quantitative and qualitative questions

• Clear themes and a story to be told…


Who responded?Total of 120 respondents have participated on the survey

Gender

Female 55

Male 65

• Survey was available online for respondents within the period of 28th August till 15th September

• All the following numbers and percentages in the demographic analysis calculate its values from the total sum of 120 respondents


Age range of the respondents

80% of the respondents belong to the age group under 30 years.They are representing the next

productive and active generation of Slovakia.

Let us hear their voices!


Educational level of the respondents

You are smart & educated

74% of the total survey participants hold the university degree.


Where are they?

46% of the total survey participants have experience with life in the foreign country.


Milujete Slovensko...

„Vysoká úroveňmedziľudských vzťahov, predovšetkýmsilné rodinné zväzky sú doma úžasné.“

„Mám tu priateľov z detstva a spomienky.“

„Slovenčina je môj materinský jazyk.“

„Slovenská krásna príroda.“


Aj keď, stopy minulého režimu v spoločnosti vás odrádzajúNeotvorenosť ľudí a intolerancia k rozdielnostiam

„Celkový pohľad na život a mentalita Slovákov je frustrujúca.“

„ Závisť, negativizmus a ohováranie...“

Nedôvera v politických lídrov a ich ľudské vlastnosti je najväčšou bariériou k nádeji, že sa niečo zlepší:

„Korupcia, osobné záujmy o obohatenie sa,

a rodinkárstvo v politike.“


Túžite zvýšiť úroveň vášho osobnostného rozvoja a byť adekvátne odmenení za vašu prácu

„Chcem školy, kde sa podporuje kreativita študentov a vzťah s učiteľmi je na partnerskej úrovni.”

„Viac možností priamo spolupracovať s expertami z celého sveta.”

„Mzdy, na takej úrovni, že človek si môže dovoliť zaplatiť byt, auto a ísť raz za rok na dovolenku.”


Uvedomujete si svoj vlastný potenciál, ale neviete si predstaviť ako by ste to mohli využiť na Slovensku

„Pokiaľ doma bude moja výplata neporovnateľne nižšia ako v zahraničí, tak volím možnosť odchodu tam kde

si moju prácu vážia.“

„Na Slovensku, by sa musela úplne zmeniť mentalita politických predstaviteľov aby to tu fungovalo.“


Niektorí si zvolili realizovať sny mimo Slovenska

„ Životný štandard, ktorý mám v zahraničí by som nemohol nadobudnúť prácou na Slovensku.“

„ Na Slovensku nie je multikultúrna pestrosť.“

„V zahraničí je oveľa viac pracovných príležitostí a priestoru na rozvoj kariéry.“


Ale aspekty ako národná identita, rodina, či spomienky nemožno nahradiť odchodom

„ V zahraničí budem stále cudzincom.“

„ Moji najbližší a ľudia, na ktorých sa môžem spoľahnúť sú ďaleko.“

„ Materinský jazyk a domov je len jeden.“


A viete čo chcete...

„ Mzdy, ktoré mi na Slovensku zabezepčia komfort, ktorý je štandardom v zahraničí.“

„ Školstvo podporujúce individualitu a talent študentov.“

“ Transparentných a čestných lídrov krajiny.“

„ Chcem, aby Slovensko bolo krajinou, kde chcem vychovávať svoje deti.“

Ok, now what do we do?


“They saw themselves as part of–not apart from–the problem they were trying to solve. Their fundamental orientation was that more than one future was possible and that the actions they and others took would determine which future would unfold. They did not believe they had to wait passively for events to occur.

They believed they could actively shape their future.

They understood that one reason the future cannot be predicted is that it can be influenced.”

Adam Kahane, Solving Tough Problems


One big conversation made up ofimportant questions…

Why are we here? How did we get here?

Why does how we got here matter for

the future?

What doors are opening to our

future?

What could our future look like? What do we want it to

look like?

What’s the story I hope to tell one

day?

How can we keep this conversation

going?

How have our voices really mattered all

along?

Day One: Friday, November 6

Day Two: Saturday, November 7


The plan for our next two days

Agenda Day One Friday 6 Nov

11:00‐12:00 When a Generation Believes Ron

12:00‐2:00 Community Conversation: The Heritage that made us who we are

2:00‐3:30 Lunch

4:00‐ 4:30 Seeing one another’s work

4:30‐5:30 How today shapes tomorrow: The choice of our generation Jon & Josh

6:30‐7:30 Dinner

7:30‐9:00 Community Conversation: Recognizing Open Doors

Agenda Day Two Saturday 7 Nov9:30‐9:45 Welcome – Ivana

9:45‐11:30 Future Search 1: Building Slovakia’s Tomorrow

11:30‐12:00 Seeing one another’s work

12:00‐1:00 Lunch

1:00‐3:00 Future Search 2: Stories from the Future

3:30‐4:30 Seeing one another’s work

4:30‐5:30 Keeping the conversation alive Where do we go from here

5:30‐6:30 The final conversation: How our voices matter: Stories from Slovakia’s Next Generation Leaders

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The fundamental question:

Do you believe that the choices and actions youmake today can and will directly shape the future of Slovakia?


How we’d like you to approach this…

• Playfully – have fun

• With belief

• With activism

• Realistically

• As if it really were your future…work hard at it

• Believing Ghandi was correct…You must be the change you want to see in the world

• Ask for help if you need it – with English, or with anything!


What we hope for you

• A vision for your future you believe you can achieve

• To be as clear on what you do want as what don’t want

• A broadened view of the world and your place in it

• Your passion to change the world (starting with Slovakia and AIESEC)

• That you understand the powerful opportunity you have in AIESEC to prepare for being world‐changers

• That you understand how you must change in order to change the world

• The beginning of a conversation that turns into a movement

AppendixDetailed data and analysis from survey

Next Generation of Slovak LeadersSurvey Results

November 2009

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Introduction to the Survey Process

The survey was designed by Veronika Kopcik of Research Bridge, Ivana Sendecka and Ron Carucci

The survey was administered in the Slovak language and distributed only to Slovak nationals

The survey was administered online for a period of two weeks between August 28 and September 15, 2009

In total, 120 responses to the survey were received

Rated questions were asked on a 7-point scale where 1, 2, and 3 represent negative responses, 5, 6 and 7 represent positive responses, and 4 is neutral

Results are shown only for groups of 3 or more respondents

Demographic Description of the Participants

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Participants are about evenly distributed between males and females

5

80% of the survey participants are 29 or younger

80%

6

Majority of the survey participants have University degrees

75%

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By their own assessment, most respondents have solid command of English

88%

8

Self-reported English skills are fairly strong even among those who have never lived abroad

9

Participants encompass various levels of work experience

10

About half of the respondents never lived abroad and about half have experience living abroad

46%

11

Of those who have experience living abroad, three quarters lived abroad for at least 2 years

74%

Key Findings

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Only 21% of those who haven’t lived abroad are definite about wanting to remain in Slovakia

Virtually everyone who left Slovakia is happy with the decision and very few would consider coming back

14

Interestingly, although the vast majority of those who returned to Slovakia are happy with that decision, most of them would consider leaving again

This results is driven primarily by those who experienced shorter stays abroad (up to 3 years) - they may be considering another shorter term study or work stay abroad

16

Slovak schools were evaluated very low by all demographic groups in terms of their ability to foster creativity/innovation and develop leaders

Not surprisingly, those who live abroad are the least satisfied with their career opportunities in Slovakia. Similarly, they rate Slovak employers’ ability to develop high potentials lower than those who live in Slovakia.

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Friendly atmosphere / mutual respect among employees is by far the “top” job attribute, followed by good boss, interesting and challenging work and expertise of colleagues

Community Conversation:Exploring the heritage that made us

who we are


The goal of this conversation

• To think about our Slovak culture, its benefits and limitations to our future

• To think about our assumptions about our future in Slovakia

• To begin defining the future we hope for, and what it would take to get there


Instructions

• Break into groups of 8‐10

• Using the outline, have a conversation about the questions provided and complete the worksheet as a group

• All of the questions are important to spend time on

• Create a flip chart page that summarizes your group’s responses to the five questions marked with an *

• Facilitator’s will be available to help your group

• Post your flip charts


Question Group’s Responses

What about the data from the survey most surprised you?

*What does the data say about how our generation “sees the world” in Slovakia?

*What parts of the Slovak culture do we want to take with us into the future? For what benefit?

Questions for the Conversation



*What parts of the Slovak culture do we need to leave behind as we move toward the future?

What assumptions about Slovakia’s future, and our place in it, are we making?

Which of them might be wrong?

How much do we really believe we can influence the future of Slovakia and our place in it?Why?

Questions for the Conversation continued



*If we do believe we can influence the future, what must we as a generation start doing/stop doing today in order to write the story of our future as we would want it to be?

What do you believe your parents and grandparents are most proud of as it relates to their Slovak heritage? Do you share that pride? Why or why not?

*In 20 years from now, how do you hope your children will answer the above question about you?

Questions for the Conversation continued


Browsing the Gallery

• What patterns do you see across the various group’s responses?

• What new questions do these responses raise for you? Note those on a post‐it note and put them on the flip chart page

• In what ways do these responses inspire you?

How Today Shapes Tomorrow: The choice of our generation


The Flow of Great Stories

Place

Relationship

CreateStruggle

Envision

Grounds us in time and space – “I am alive!”

Implies connection – “I am not alone.”

Invites contribution –“I/We have

much to offer!”

Constraints abound – “I

don’t see a way forward.”

Broadens perspective on an old story ‐ “I

see new possibilities!”


The Power of Your Story

• There’s common ground between us – story connects

• You’re born into a story

• It is the strongest link to your identity (e.g. within, between and among – see 3 levels slide)

• Our stories are interconnected and extremely complex– …yet not beyond understanding

• Your story shapes you regardless of your understanding of it

• Past‐mindedness vs. Past/Present/Future‐mindedness


My Story…

Place

Relationship

CreateStruggle

Envision

“I am moving to Seattle with a

friend.”

“We make new friends.”

“We try to build our own non‐

profit.”


Our Stories Shape Us

• We become our stories

• Can be a great thing…

• Can be a difficult thing…

• Being shaped happens regardless of our desire for it.

• How you are shaped has implications for your future.


The Power of YOU in YOUR Story• Become an anthropologist

• Uniqueness – no one is exactly like you

• Your role is an extension of your uniqueness

• It is not only about you…it is about others too

• Extend trust before its warranted

• You have the choice to live into and out ofyour role(s)


Exposing and Understanding Choice

• You get to choose how you are shaped and how you shape

• Small roles = small future

• Power and perspective– Seeing others as authority vs. co‐creators (power and authority and its connection to choice)


Broadening Perspective

What do you see?


Constraints and What They Sound Like

• Barriers in our stories that make choices more difficult and complex

• What constraints sound like:– “I am too busy to volunteer.”

– “There’s only so much I can earn here.”

– “No one is listening to me.”

– “Our universities don’t prepare us.”

– “The government takes forever to change!”

• Reveal and shape character/integrity of individuals and groups


How Constraints Impact Choice

• They are a part of life and cannot be avoided

• Internal (fear) and external (Too few multi‐national companies vs. exchange deadline coming) constraints

• What is the biggest “internal, external – controlled, uncontrolled” constraint

• What (when) triggers your reaction to the constraint?

• Alternative approach to the triggers when your reactions to the constraints surface.


Types of Constraint: Influence on ChoiceInternal: External – Control: External ‐ No Control

Happens when: Happens when: Happens when:

Usual Response: Usual Response: Usual Response:

Alternative response: Alternative response: Alternative response:


My Story…

Place

Relationship

CreateStruggle

Envision

“I am moving to Seattle with a

friend.”

“We make new friends.”

“We try to build our own non‐

profit.”

“We fought because of our differences.”

“A deeper more meaningful friendship emerged.”


New place…New Story Begins.


Casting Off Constraints: Writing a new story in the face of Opposition• Suspend disbelief – How it is vs. how it could be

• Fight to see anew – ask “Why?” often

• Confronting required changes individually and collectively (within, between and among)

• Acknowledge the cost of those changes

• Identifying my willingness to sacrifice toward that end

• Go first– Recognize my responsibility in the creation and perpetuation of the

problem


Grace for the journey (You’ll skin your knees)• Don’t expect to do this perfect

• Everything that needs to happen can’t overnight – Remember, what has taken years to develop will take years to restore

• Commitment will come and go, perseverance is a must (the long view)

• Much of your life is on behalf of those whom you may never meet


A Story to Celebrate

"In the human world, abundance does not happen automatically. It is created when we have the sense to choose community, to come together to celebrate and share our common store. Whether the scarce resource is money or love or power or words, the true law of life is that we generate more of whatever seems scarce by trusting its supply and passing it around. Authentic abundance does not lie in secured stockpiles of food or cash or influence or affection but in belonging to a community where we can give those goods to others who need them—and receive them from others when we are in need.” ‐ Parker J. Palmer, Let Your Life Speak, p. 107

Community Conversation: Recognizing open doors

Leadership that welcomes differences


Questions for this conversation

• What associations or feelings come to mind with the word “sameness”? “Other”?

• Why are differences important to welcome? • Where do you see intolerance around you? Of whom or what?

What are the consequences of that intolerance?• What existing divisions, if bridged, would make a significant

difference in Slovakia? What would be different?• How are you perpetuating the intolerance? • What can you change today?


Sameness & DifferenceHow do you see it?

• What comes to mind for you when you hear the words “sameness” and “difference”? How was this shaped? Why?

• When you consider your families, work, friends, and the other circles you run in, which direction do you feel yourself leaning? How was this shaped? What perpetuates this?


Thoughts on Sameness…

• Sameness can mean safety, belonging, acceptance, and celebration

• We all need places of sameness• A permanent residency in those places isn’t recommended• Constant expressions of sameness is an illusion• Sameness isn’t without risk: it produces an underlying anxiety

along with a few question:– What if I am seen?– What if I am not accepted?– Are you free from tension/conflict?


Thoughts on Sameness…

• Are you living your life like you are a fan in the stands, or from time to time are you actually strolling on the field to give us all something to cheer about? What if you don’t? What is the cost?

• How might you encourage others around you to consider strolling out onto their own field? What if you don’t? What might be the cost?

“There is something in every one of you that waits and listens for the sound of the genuine in yourself. It is the only true guide you will ever have. And if you cannot hear it, you will all of your life spend your days on the ends of strings that somebody else pulls.”

- Howard Thurman


Thoughts on Difference…Quarantine vs. Cast off


Thoughts on Difference…

• Differences are strongly connected to identity and a good story• Recognition of differences ≠ agreement or approval• Differences are the raw materials for creativity.• There is power in being different (e.g. Other): you are seen (the

myth of weakness).• The risk of difference and “otherness”: comparison and

judgment.• Unchecked, comparison and judgment bleed into:

– Nasty competition– Arrogance, better than mentality (same as Intolerance)


Thoughts on welcoming difference…

• Sameness can turn into intolerance.• Intolerance of differences (prejudice, bias, bigotry) results from many factors• Intolerance cannot be changed by “intolerance of intolerance” – it only

makes the problem worse• The ability to embrace those who are different than ourselves happens when

– Curiosity replaces ancient , embedded assumptions– We confront our own fears and perceived threats– We understand the potential benefits that differences can bring– Compassion wins over historical blame and anger– We have the courage to understand

• It happens over time, generations, and with persistent hard work, educational, and multiple approaches


The power of welcoming differences

• Differences become powerful assets when they intersect long enough to create “friction”• The greatest disservice a person can make at points of friction are to leave (not so much

geographically, but possibly) and never come back• Friction:

– Opens up the possibility for new, often unforeseen realities– Creates a broader sense of ownership with all involved– Makes collective genius from individual intelligence– Creates common ground built on individual “uniqueness”– Decreases the risks of group think– Builds relationships capable of thriving in the face of increased complexity– Culture evolves in an environment of openness to friction

• Friction doesn’t come without a cost…but neither does sustainable change • The challenge of difference: comparison.


Exercise on Difference…

Select five friends, relatives, or co-workers 1 you are close to, 1 you are not, and 3 in “the middle”

Person A:Person B:Person C:Person D:Person E:

Compare 3 of these people at a time. Determine which 2 are similar to each other and different from the third.

ABC ABDABE ACDACE ADEBCD BCEBDE CDE


Analysis of Exercise on Difference…

•What did you learn about your own intolerance to difference?

•On what basis do you judge others?

•What will you need to do to guard against some biases that might obstruct your view of the organizations you are studying, their leaders, or the data you collect?

•How will you work with difference in such as way that bring people together rather than push them aside?

•What if the differences between us resulted in beautiful conflict and seen as a necessity for real, good, and lasting change to occur?


My plan to welcome differences


Our conclusions


Recommended resources

• Cose, Ellis. Color‐Blind: seeing beyond race in a race‐obsessed world. New York: Harper Collins Publishers, 1997.

• Carucci, Ron A. Leadership Divided: What emerging leaders need and what you might be missing. San Franciso, CA: Jossey‐Bass, 2006.

• Buber, Martin. I Thou. Hesperides Press, 2008.

• Exercise: spend some time where you feel different (approx. 4 hours). Journal and analyze the experience with someone you consider different.

• Jaworski, Joseph. Synchronicity: The Inner Path of Leadership. Berrett‐Koehler Publishers, 1996.


Leadership toward hope


Questions for this conversation

• Why will hope be so important for Slovakia’s future?

• What is at the root of the culture’s negativity/cynicism?

• Where do you specifically see these behaviors/attitudes?

• If this aspect of the culture were to change – from negativity to hope, from discontentedness to action, from cynicism to optimism, what would happen?

• What would happen within AIESEC?

• In what have you experienced hope?

• In what ways are you perpetuating the negativity? What can you change today?


A perspective on hope

• It’s not an emotion, it is a choice

• At the root of its absence is often a lack of resilience (why bother?) , a lack of gratitude (nothing in my life is good) and a faulty “theory of constraints” (there are too many obstacles)

• Ironically, those with the least evidence to have it often discover the most of it

• Centuries of cultural hopelessness, powerlessness, and systemic distrust will need sustained exertion to see reversed

• Gratitude is almost always the most powerful antidote


What is it? What’s if for?

• Hope = belief (this is possible) + faith (I will trust despite the unknown) + desire (I want this)

• Expectancy; helps embrace and refocus constraints

• Spurs movement; it’s action oriented

• It’s not the absence of fear

• Accompaniment through grief and loss

• A vehicle through which to channel discontent


Stirring hope

• Select a difficult circumstance in your life for which greater hope is needed (e.g. chronic health issue, strained relationship, unemployment, etc.)

• If someone were to stir hope in you, what would they do or say?


My plan to hope

What I am grateful for The hope this provides


Our conclusions


Recommended resources

• Crossing the Unknown Sea Whyte, David

• Three Cups of Tea Mortenson, Greg & Relin, David

• The Audacity of Hope Obama, Barak

• The Healing Power of Stories Taylor, Daniel

• Between a Rock and a Hard Place Ralston, Aron

• Pilgrim at Tinker Creek Dillard, Annie


Leadership that develops talent


Learning & Development - How you see it…

• What is it? For you personally?• If it were more effective how would impact AIESEC? Future of

Slovakia? • Think of an experience when you have learned

– What did that experience include? – What does this experience reveal about how you prefer to learn?– How did the experience come about?

• Why does your development matter?– To you? AIESEC? Slovakia?

• What is your current sense for who or what you want to become?– How will your current development path get you there?


Perspectives on learning

• Learning is the result of thinking…not teaching (e.g. analysis of experience)

• Learning requires the entire cycle (e.g. think, plan, do, evaluate, think…)

• Intentional efforts increase capacity and results– What you go for is what you get (e.g. expect a lot get a lot)

• Approach must honor the uniqueness of the individual• Preparation for specific contribution(s)


Attributes of a effective learners

• Reflective• Curious• Analytical (science)• Creative (art) • Confident - Belief that I can learn• Self-aware • Flexible in learning style • Humble - Start with presumption that there are things you don’t know,

aren’t good at, and need to practice• Focused - Know what you want to contribute


How learning happens

• Action learning (e.g. solving a real problem, working on a real project, internships)

• Master and apprentice (e.g. role models)• Training (recognize limitations, participation vs.

attendance)• Reflection on successes and failures


How learning impacts talent development • Personal responsibility, not an entitlement

– Those who don’t take responsibility for their own development risk forfeiting their career potential

• Organizations that don’t actively invest in developing the talent of their people risk their future

• Professional development, even self-directed, can be meaningful if you remain committed and disciplined

• It requires planning and creativity, regardless of perceived constraints

• Development costs (e.g. time, money, energy)


Focusing your development efforts toward unique contributions• Powerful results come from having the

necessary skills, knowledge, attributes (competence) for your contribution(s)

• Three areas to build competence: – Skills (e.g. what you do) – Knowledge (e.g. what you know) – Attributes (e.g. how others experience you)


Personal Development Plan

NGLS 2009 Participant Development Plan

Contribution I want to make:

Specific learning required (Skills, Knowledge, Attributes):

How/Where I’ll pursue development in those are(e.g. approach)

Timeline: priority and order matters:

S

K

AIESEC

A

S

K

Slovakia

A


Our conclusions…

Building Slovakia’s TomorrowAsking “What if….?”


What if…?

• …the beauty of your heritage could be translated into relevant and meaningful culture for tomorrow?

• …the cynicism and other cultural patterns of yesterday that no longer served you well could be left behind?

• …you understood how your own story mattered in ways that can and will shape your own future?

• …you believed that “a sense of cultural belonging” and “the opportunity to develop, advance, and prosper” were both possible here in Slovakia?

• …your insights and ideas about developing talent, welcoming differences, and hope were actually applied by you?


What would happen to…

• Industry/commerce

• Education

• Technology

• AIESEC

• Public policy

• Culture

• Families


We believe the results would be transformative and extraordinary• Today is about “rehearsing the future you want”

• To prepare for it, you must first imagine it

• Two conversations to imagine it

– Combining and applying yesterday’s work

– Writing a story from the future

• You will work with two of the six identified “sectors”

– One we will assign you

– The other you will choose as a team

• Complete the worksheet as a team and create a flip chart version for posting, including the “taking action” worksheet on slide 11


Rehearsing the Future: Building a blueprint

What if… Impact on Industry/CommerceApplying this specific aspect of our heritage

Shedding this specific aspect of our cultural heritage

The impact of my story on this story

We developed talent

We welcomed differences

We hoped



What if… Impact on EducationApplying this specific aspect of our heritage



We developed talent


We hoped



What if… Impact on TechnologyApplying this specific aspect of our heritage



We developed talent


We hoped



What if… Impact on AIESECApplying this specific aspect of our heritage



We developed talent


We hoped



What if… Impact on Public PolicyApplying this specific aspect of our heritage



We developed talent


We hoped



What if… Impact on CultureApplying this specific aspect of our heritage



We developed talent


We hoped



What if… Impact on FamiliesApplying this specific aspect of our heritage



We developed talent


We hoped


Taking Action:What we can start doing tomorrowWhat “we” will do… What “I” will do…

Building Slovakia’s TomorrowWriting “Stories from the Future”


“You are your stories. You are the product of all the stories you have heard and lived - and many that you have never heard. They have shaped how you see yourself, the world, and your place in it…Our stories teach us that there is a place for us, that we fit…the more conscious we are about our stories, and our roles as characters in them, the more clarity we have about who we are,

and why we are here, and how we should act in the world.”

Daniel Taylor, The Healing Power of Stories


Seizing your Future

• The pen for writing Slovakia’s next chapter is in your hands –whether you believe that or not

• The second element of “rehearsing the future” will be to write a scene from that story – a “story from the future”

• We’ve seen this activity transform individuals, entire communities and organizations

• It’s not about vision

• Creative, compelling and fun

• There’s nothing like a good story to inspire change


4

The importance of story

• We need a sense of place and time in history

• If we don’t know how we got here, we can’t navigate forward with confidence

• If we don’t master our own story, we may end up living someone else’s

– “Know your story, or your story will live you.” Gertrude Mueller‐Nelson

– Act III, Scene II

• Creating narrative in community gives us glimpses into one another’s most sacred place – the place where we create

• The fusion of our respective creativity is what stitches together our common story…and unifies our differences

– ….and reveals to us the future story we are meant to create together


5

The process

• Creation: You will create the assigned narrative together

– Brainstorm, decide on your direction for the story

– One person scribes on flipchart (neat handwriting ☺)– A powerful Slovak scene – conflict, characters, plot, challenges, positive ending

– In every story, give yourself a “big” part – the hero, the “one who makes it happen”

– Story elements will be provided for you

– Post your story on the wall

• Gallery walk: Interpreting the stories

– As a team, “tour” the other stories in the room

– Using the provided post‐its, mark what provokes you in the story and fasten to the story on the wall

– Notice what you are noticing as a team

• Group Reflection: What patterns do you detect in the stories?

• Large group synthesis: What do the patterns reveal about our future?


Story Elements: Industry/Commerce

• Largest multi‐national Slovak company, headquartered in Bratislava, with locations worldwide in 8 countries on 4 continents

• Organically grown, founding entrepreneur a Slovak scientist/engineer

• New Slovakia‐born CEO, educated in Slovakia, USA, and Japan

• Created 3000 new jobs in one year in Slovakia

• Breakthrough advance (e.g. energy, life sciences, etc.) with global implications both economically and socially

• New industry to Slovakia; generates great national pride

• Annual revenue of $20 billion Euro


Story Elements: Education

• Appointed 6 years ago, Comenius University Rector from New Zealand, which is a country renowned for leading‐edge education, with charter to reform programs that train educators

• Lots of resistance in the face of important progress

• Slovakia sees highest increase in start‐up businesses and patent applications which some speculate is related to education reform

• Enrollment in education programs increases; new degree programs raise intrigue and controversy around the world, but seen as very effective

• Rector hosting EU summit on education reform

• Slovakia moves from # 46 globally in mathematical literacy to # 17 in same time period

• Slovakia asked to contribute to education change in developing world


Story Elements: Technology

• Social media craze sweeps Slovakia

• Huge increase in Slovak based web‐usage and websites

• Used to mobilize grassroots support to take on major Slovak social crisis (e.g. drugs, poverty, homelessness)

• Slovakia becomes world leader in internet security products and technology


Story Elements: AIESEC

• AIESEC Slovakia reaches record # members/branches

• Multi year membership retention percentages on the rise

• Brand new partnership with global corporation

• Significant national/EU recognition for major Slovak contribution

• Brand new offering/product sets AIESEC International standards

• Exceeded goals on most performance assessments as a result of deepened relationships between “newies” and more experienced AIESECers


Story Elements: Public Policy

• Cost of living vs. wage and earning potential taken as serious issue

• Special tax structures for employers who retain employees for longer periods of time and demonstrate clear career progression

• Barriers to establishing new start‐up businesses for Slovaks significantly reduced, leading to many new small companies

• Special incentives for start‐up businesses who are creating new products, markets, or services


Story Elements: Culture

• New Slovak music genre fuses “Eastern Euro Indie” with Euro‐rock and creates pan‐European fad

• Three new bands have produced global platinum records

• Unique style appeals to multiple generations

• Underlying distinction of this genre is the deep messages of meaning , purpose, and positive regard for life

• Music is being used in national TV and radio ads

• One of the bands has partnered with Slovak art institute to build major art installations around Slovakia in connection with their concerts; European and Asian tourism increases in Slovakia as a result

• Success of the genre is strongly linked to making an impact on severe social justice/human rights pandemic (e.g. sex slave trafficking, water, genocide)


Story Elements: Families

• Recent changes in public policy and culture have led to a significant revitalization of the relationship between parents and children

• A resurgence of traditional Slovak customs and heritage have found great acceptance alongside contemporary, emerging cultural norms

• New Slovak web sites and blogs aimed at older generation are leading Slovak parents to be more open to the ideas and social differences in their children, and encouraging them to pursue broader goals in life

• Many see this trend linked to decreases in youth consumerism and passivity

final master ngls participants book

Travel

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