igniting leadership at all levels: epa-ord working together to ensure the earth’s vitality...
TRANSCRIPT
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Igniting Leadership at all Levels: EPA-ORD
Working Together to Ensure the Earth’s Vitality
Pervasive Leadership • Liberating Collaboration • Engendering Trust
* Slides for the ORD’s Leadership Summit Jan. 2003 in Baltimore. See http://ai.cwru.edu for David Cooperrider’s articles on Appreciative Inquiry (AI) and the “AI Summit” Large Group Planning Process.
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“Internal & External Stakeholders”Caring Voices
Students
STAR fellows
Regional and other EPA staff
Other government agency staff
Business leaders
SES candidates
Program office representatives
College dean
ORD– Engineers
– Administrative
– Scientists
– Management
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The First International Conference on
Appreciative Inquiry
U.S. Environmental Protection AgencyOffice of Research and Development
Presentation to ORD Leadership SummitJanuary 2003
Creating an ORD Where Everyone CountsHenry L. Longest IOAA
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Our Recent History
We started in 1995 when ORD was reorganized
We held Williamsburg I and II-to listen to our people about change
Management Meeting on our Strategic Plan
Administrative Conference -“Partners in Excellence”
The Science Forum, May 2002 and now a Leadership Summit to ignite Leadership at all levels
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Our Commitment to Change
Throughout the last six years we have also implemented five ORD Organizational Climate Surveys with the last survey resulting in 75% response from you
We continue to ask you and you continue to tell us!
We are committed to continuing our change efforts and today begins a new era for ORD
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The Question
“Is this the BIG one?”
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The Answer
Yes, this is the BIG one!
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Why We Need Pervasive Leadership
Our theme today and for the next few days is pervasive leadership—why do we need it
– A “retiring” explosion in the next few years with high projections of turnover
– Need new energy and new blood
– SES Candidates-None from ORD
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ORD Rankings –Executive Core Qualifications
The Agency used a selection process based on 5 Executive Core Qualifications. ORD ranked this way
1. Highest Communications/Building Coalitions
2. High Results-Driven
3. Medium Leading Change
4. Lowest Leading People and
5. Lowest Business Acumen
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ORD Results – SES SelectionTotal number of applicants 655
ORD applicants 40 (6%)
(ORD is 10% of the Agency)
Round 1
Of the Top Ranked 200
ORD applicants selected to move on 11 (5.5%)
(Based on core qualifications review)
Round 2
After SES Panel review
Round 3 4
After Assessment Center and Interview Panels
ORD applicants selected for program
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ORD Results – SES Selection
ZERO!!!!!
Our history is top down and it doesn’t work anymore!
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High Point Leadership Experience
Senior Master Sergeant relied on group leaders
Group leaders relied on their people
Their people relied on each other and their leaders
They listened to each other, helped each other
And got the job done
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High Point Leadership Experience
The result?
Completion of the 40 units
Everyone pulling their weight
Relying on each other
Trusting each other
Celebration of getting the job done together!
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Leadership Lessons from Football
The New York Times reported the reason why the Jets won:– ...” We had energy out there and we were feeding off each
other...among the Jets now, players listen to coaches, coaches listen to players, players listen to players. They are all absorbing the teaching, the preparation, sharing knowledge, trusting each other.”
Struck by the collaboration at every level resulting in a BIG win, the reporter wrote. “You get that and you get a beautiful thing!!! (41 - 0) !!!
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My Charge to You
Make the most of the days ahead
Step outside of the box
Talk with each other
Discover, dream and plan
Create an ORD where EVERYONE counts
– An ORD for tomorrow
– An ORD working together to ensure the earth’s vitality!
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It is not just change, but change in the order of magnitude of change…
The change that is taking place on the earth and in our minds is one of the greatest changes ever to take place in human affairs, perhaps the greatest, since what we are talking about is not simply another historical change or cultural modification, but a change of geological and biological as well as psychological order of magnitude. We are changing the earth on a scale comparable only to the changes in the structure of the earth and of life that took place during some hundreds of millions of years of earth development.. --Thomas Berry,
Dream of the Earth
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A Time to Re-think Human Organization and Change…
Thank God our precious time is now – M.L. King
Global Context of Democratization
End of Apartheid
No Limits to Cooperation & No Boundaries in Knowledge
Anticipatory Learning… and Whole Systems Thinking Together
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We are at the very point in time when a 400-year old age is dying and another is struggling to be born, a shifting of culture, science, society, and institutions enormously greater than the world has ever experienced. Ahead, the possibility of the regeneration of relationships, liberty, community, and ethics such as the world has never known, and a harmony with nature, with one another, and with the divine intelligence such as the world has never dreamed.
--Dee Hock, Founder & CEO--Visa
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Ap-pre’ci-ate, v.,
1. Valuing …– The act of recognizing the best in people and the world
around us;
– Affirming past and present strengths, successes, and potentials;
– To perceive those things that give life (health, vitality, and excellence) to living systems.
2. To increase in value, e.g. the economy has appreciated in value. – Synonyms: valuing, prizing, esteeming,
and honoring.
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In-quire’ (kwir), v.,
1. The act of exploration and discovery.
2. To ask questions; to be open to seeing new potentials and possibilities.
– Synonyms: discovery, search, studyand systematic exploration.
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What is an “AI” (Appreciative Inquiry) Summit?
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The AI Summit:Key Characteristics
“Whole System” in the Room Task is Clear Future Focus & Continuity Search Self-Management, Dialogue, Inquiry Honor Differences, Discover Common Ground 3-4 Day event/100 to 2000 Participants Uncommon Action/Follow Through—
Leadership at Every Level Exciting Examples: Navy, Cleveland Clinic,
Roadway, etc.
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Discovery•Opportunity & Call
•Positive Core
Discovery•Opportunity & Call
•Positive Core
Dream•Images of Future•Shared Visions
Dream•Images of Future•Shared Visions
Design•Possibility Propositions
Ideal Organizational Designs
Design•Possibility Propositions
Ideal Organizational Designs
Destiny•Actions/Projects
•Pilots •Improvisation
Destiny•Actions/Projects
•Pilots •Improvisation
AI Summit “4-D” Cycle
Igniting Leadership Every Level:
Working Together to Ensure
the Earth’s Vitality
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Today
DISCOVERY
Opening Inquiry
Forming Groups: Trends, Events, Opportunities, and patterns/causes of moments of effectiveness
Analysis of the “Positive Core” for Our Future
Continuity, Novelty, Transition: Three Tasks of Leadership
Stories of Change In the Area of “Pervasive Leadership at Every Level” e.g. US Navy, Roadway
The Future of Science…Getting Ready for Tomorrow
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Opening Conversation (using all 6 questions on page 4-8)
A-->B (40 min)
B-->A (40 min)
Spirit of discovery
Someone from a different function, level, etc.
Take brief notes, search
At the end.. summary & thanks return at: 10:50
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Self Management and Group leadership roles…
Discussion leader
Timekeeper
Recorder
reporter
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Groups Form: 2+2+2+2=8see worksheets, p. 10-11
1. Introduce your partners vis-à-vis your interviews—share highlights, insights—using questions in #1 abc & #2 ab.
2. Everyone listen for patterns/insights in two areas (see worksheet on page 11):
High Point Stories of Change: Root Causes of Success?
Key Trends, Events, Developments ORD Opportunities?
PLUS: choose one “high point” story from your group for someone to re-tell
Reports at: 11: 40
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On the theme of leadership…
“These are hard times in which a genius would wish to live. Great necessities call forth great leaders.”
Abigail Adams in a letter to Thomas Jefferson
--1790
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Management ofNOVELTY
Management ofNOVELTY
Management ofTRANSITION
A-->B
Management ofTRANSITION
A-->B
Management of CONTINUITY
Management of CONTINUITY
Leading Change:Searching For Vital Balance
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Functions of Continuity
For Individuals:
Pride, confidence to act, ethical guidance connection to others, freedom
For the Organization: Strengthened commitment, better decision making; decentralized control; mission stability; organizational learning; long term thinking; customized change.
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What We Want to Carry Forward… “Positive Core” ORD
See page 12-13 for groups
reports @_2:10______
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The US Navy Story of Change
V. Admiral Al Harms, Chief of Naval Education and Training
Served on many ships: USS Ranger, Commanding Officer USS John F. Kennedy
Many decorations of merit
Leading “Bold and Enlightened Leaders at Every Level: Forging a Culture of Excellence
A great person!
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An Exciting Story & Example of Ai In Action
Recently Featured in Fast Company.
From 300 to Zero Grievances, e.g. Akron Terminal
Powerful Product Innovations, e.g. Mannhatten Project
New Culture of Leadership…Leaders Developing Leaders at Every Level
Powerful Learning Partnerships: Alcoa, Boeing, Cisco, Harley-Davidson, US Navy.
Beyond Negative Culture (“Internal Dialogue”) to a Narrative Rich Positive Revolution in Change
Many thanks…Sheri Schulte!
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The First International Conference on
Appreciative Inquiry
Pioneering ResearchAcross Many Fields
An Emerging Vocabulary of “Positive Change”
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• Positive Health…Placebo, etc.
• Pygmalion: We are Made and Imagined In Each Others Eyes
• Imbalanced “Inner Dialogue”
• Rise and Fall of Cultures
• What Good are Positive Emotions? Inspiration, Hope, Joy, Curiosity…
• Affirmative Capacity
Many Many DisciplinesDisciplines
Positive Positive Images of Images of Future ---> Future ---> Positive ActionPositive Action
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Images of the Future: Dreams of ORD We Want
See worksheet page: 15--16
Creative presentations at: 11:10
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What Do We Mean by “Design” ?
Both a product and a process
As a verb…”to design”…Is to invent, to innovate, to conceive and to make choices - about the purpose, principles, roles, processes, practices and structures which will house, support and give life to the organizations members and the dream they have created.
As a noun, “the organization design” …Is the set of choices we have made about the above
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Does Design Matter?
“ First we shape our structures and then our structures shape us ”
Winston Churchill
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Does Design Matter?
“ Most people spend 50% of their time not just doing their job but fighting their own institutional bureaucracies ”
- Dee Hock, Founder, Visa International
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Does Design Matter?
“ All systems are perfectly designed to achieve the results they are currently achieving”
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Example
The Dream
Key Relationships/Partnerships(Internal and External)
Choices/Elements in the Formal Organization
Ways we move, assign and develop people
RecruitmentRetention strategies
Who makes what decisions
Reward/recognitionpractices
Tools and Equipment
Our practices for challenging ourselves. renewing ourselves And continuously improving
How people are grouped together
Ways of connecting with the BU’s
Processes for understanding the business context and setting priorities
Mechanisms we usewithin to stay
linked and in sync
Processes forPrioritization
Goals and Measures of PerformanceThat we use
Physical layout And location
Who has whatInformation and how?
Professional Bodies
Universities
External Suppliers
Technical VP’s
Bus. UnitLeaders
Gov't andRegulatory agencies
Our Staff
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“Design Elements” in the dreams:
See page
Open forum discussion @
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Design elements…things heard, implied in presentations
High quality magnetic work environment—work is exciting, attracts great people
Scientific Excellence: World class reputation for science (how we are seen)
Elevated, ignited sense of purpose
Proactive partnerships with industry, ngos,
Collaborative, team based work environments
Enthusiastic people, fun, high passion
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Design elements…things heard, implied in presentations
Organizational agility, capacity to change
Organizational learning capacity—foresight, anticipation, innovation,
Technologies for virtual team and collaboration (virtual office)
Positive climate of trust, enthusiasm,
Diversity and valuing diversity
Global environmental relationships (international partnerships and impact)
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Design elements…things heard, implied in presentations
Great training and leadership development opporunties
Structures—networked, flat, flexible
Rewards and recognitions systems (valuing, celebrating)
Effective communications and connectivity with public
Business (financial excellence) and collaborative use of resources
Organizational agility, capacity to change and grow
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Design elements…things heard, implied in presentations
Internal communications
Decision making
Career development, mentorship, performance appraisal
Mechanisms for best practice sharing
Planning Processes for the future and clarity across all levels
Collaboration with and support of the Program Offices
Education of the public
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Design elements…things heard, implied in presentations
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Design elements…things heard, implied in presentations
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What area (design element) generates the most energy for you?
Look around the room at the design elements on flip charts on the walls.
Think about one area (e.g. communications, training, organizational learning, etc) that generates energy for you—something that you can contribute to—on behalf of the whole.
Go to that flip chart and form a new group of 8. If there are 16 people there, then form two groups of 8. Its OK to have several groups using the same design element.
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Organizational Design Elements we heard in the Dreams
Structures (from vertical hierarchies to networked systems)
Communications in ORD
Communications with the world (marketing etc)
Organizational learning processes/events
Partnerships with industry
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A Possibility Proposition is...
A statement describing your ideal organization.
It is a bridge from the “positive core” of past and present to the desired and new future.
Its like being an architect…a social architect.
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Example Proposition:Strategic Impact in World
ORD is a vital force in the EPA and is the world’s premiere environmental research organization. Through our science and massive public education and awareness building capabilities, an environmental ethic is replacing ignorance, and ecological awareness based on good science is shared throughout the country.
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Example PropositionDesign Element: Org. Learning
Fairmont Minerals is an organization that is productive with learning where everyone is part of an online positive change learning network, constantly searching for and spreading stories of innovation, achievement, and generosity. Our online positive change web is alive with sharing because every year we bring together all stakeholders in a person summit to do the annual best practice sharing for the future. Through this process we have created a climate of participation where the organization is in “full voice” and everyone feels part of one seamless and integral whole.
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Your propositions…enter them on disk
Choose someone to finalize your draft proposition
Type these onto a disk (word perfect)—there are 8 computers in KENT A&B on harborside level—leave your disk in the box right there…by 6:30pm!
Also bring the proposition (well written) on a flip chart and leave in KENT room
Tomorrow we will …move to action…destiny.
Joyce…closing tonight.
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Good (Design) Propositions
They are bold…they are a stretch “provocative”
Build on strengths (continuity) and vision (novelty)
Represent real beliefs you hold about the healthy, vital, significant organization of the future (are not platitudes but point the way toward actionable practice)…think of them as guiding principles, like a constitution.
Stated in the present…”ORD is an organization that…”
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Group task: see page 18
Craft a possibility proposition, and write your draft on a flip chart page.
Presentations on propositions at:
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TodayMoving to Action “Destiny”
Improvisation and Creativity , Frank Barrett Phd.
Re-visiting our possibility propositions for the future as a prelude to moving to action
Leadership and open space—what is open space?
Open space: round one
Open space: round two
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Looking at all the propositions as a package
We will review and get a sense of the meeting with a polling process;
We will have a chance to write post-it notes to add, edit, challenge, change.
All this will be taken up by a group to go through more drafting and improving.
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Overview of all the propositions
Green: “I like the substance of the proposition and (assuming some editing) feel like it is an ideal we should aspire to”
Yellow: “ I like the substance mostly and would like to add some notes for either 1. stretching it further 2. making some additions or changes, or 3. deepening our discussion of it.”
Red: “ This is a red light for me…not a direction I think we should go”
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Open Space: If anything imaginable was possible…?
Conveners can convene and open space group around an initiative, a project, a topic for learning, a possibility—ways to help us move in the direction of igniting leadership at every level
Whoever comes is the right people
Whatever happens is the only thing that could have
When it starts is the right time
When its over it is over
“the law of two feet”
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Possible roles in open space
Convener—proposes the “first note” of an idea for an initiative or project or simply a topic for dialogue.
Collaborative partners —might co-create and commit to helping make something happen….
Thinking partner– interested in the topic/initiative today…and wants to help today to lift up or enrich the action plan.
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afternoon
Round one open space sessions 1:00—2:30
Round two open space sessions 2:30—4:00
Closing our day getting ready for presentations next morning 4:00 (ballroom)
Conveners see: Action planning sheets, pg 21-22…bring these tomorrow
Tomorrow presentations (e,g collaboration website, etc)
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Action planning sheets, page 21-22
Conveners and reporters will bring summary of the initiative or project to whole group.
All summaries will be part of the summit report.
Presentations on morning last day (Thursday).
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Today
Projects, Initiatives—Highlights and Summaries
Chance for one more quick “huddle”—set very next step
Key learnings, reflections on our work
The power of appreciation
Closing
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Open Forum on Highlights From Your Open Space Planning
Highlights…group name, contacts, purpose, next steps
Up to 2 minutes
Also: need hard copies of everyone’s project/pilot/action ideas (see page 21-22 for forms) before leaving today (box up front). Thanks conveners!
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Some Closing Reflections on The Power of Appreciation
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We Are Born To Appreciate: Three Facts About All Human Beings
Exceptionality
Essentiality
Equality/Voice and Vision
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Wide Ranging Applicability of Appreciative Inquiry
Wide Ranging Applicability of Appreciative Inquiry
AI Organization Summit Method Strategic Change/Planning Full Engagement of People: Organizations,
Schools Communities. Networks. AI Benchmarking Tools/Learning Partnerships Labor-management Partnerships Transformation of Measurement Systems Project Teams, Rapid Design Events Mergers, Alliances and Customer Partnering Knowledge Magnification: The “PLN” Software Action Learning & Leadership Development Call Monica: CWRU for training 216-368-6405
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Being a Coach(turn to person next to you)
What do you do best already--from a life-affirming leadership perspective?
What would you like to do more of?
One leadership or personal development initiative (small or large) you would like to take on-- to develop yourself and/or others?
What one message, positive action, or commitment do you want to take from this summit and share with others that were not here?
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Closing Reflections and Learnings About Our Work Here
Insights, learning, new understanding?
Feelings?
One big hope?
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Website Sharing AI Tools and Writings... Leading Positive
Change
http://ai.cwru.edu
www.worldinquiry.org
“Appreciative Inquiry Commons”
Weatherhead School of Management,
Case Western Reserve University