leadership development & human interaction design: a cross-cutting approach to effective social...
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Leadership Development &Human Interaction Design:
A cross-cutting approach to effective social change
A Vision for the M-NetworkMarch 2011
Our Theory of Change
We believe there is a series of fundamental imbalances in the world of social change today
To bring about the much needed balance among these drivers, we have chosen a different path – to focus on two cross-cutting factors – as we work to bridge silos and improve the scale of our impact regardless of the cause.
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We focus on…
…by offering
People Process
Leadership Development
Human Interaction
Design
Ideas
Individuals
Ownership
Execution
Teams
Sharing
Today, there is significant focus on…
But little focus on…
Founding Improving
Instruction Social and experiential learning
Intention Capability
Our Vision in a snapshot
Many organizations have a clear answer to the question of “What” they do – the rare few also have answer to the “Why”, “How”, and “Who”, contextualized within “Where” they exist.
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PurposeWhy do we exist?
To drive social impact by building a community of
high-capacity change agents cutting across
geographies and disciplines supported by effective organizational
systems
PeopleWho are we?
Network of community leaders from across
interests, disciplines, and geographies
ProcessHow do we work?
Intentional and methodical in our
approach; Driven by the guiding principles
of our Evolving Manifesto
ProgramWhat do we offer?
Leadership Development and Human Interaction
Design
PlaceWhere do we live and
work?Local communities across
Canada
ORG
CAUSE
Charities, not-for-profit, social profit, government, and
businessHealth, education,
international development, etc
Individual who cares
Legend
Interactions
Purpose: Our Place in the World of Social Change
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Purpose
PeopleProcess
Program Place
Regardless of the cause or organization, focusing on Leadership Development + Human Interaction Design will significantly improve the
impact of social change efforts
CAUSES
M-Network works with
ORGS
Most organizations focus on
and focuses on
Developing Leaders
Designing Human Interactions
People & Place: Creating Diversity of PerspectiveWe are a network of over 4,000 community leaders from
coast to coast who bring together a wide spectrum of expertise, interests, and experiences
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Purpose
People Process
Program Place
Large Local Hubs in: Local Hubs also in:
Edmonton
Montreal
Toronto
Vancouver
From architects to photographers to environmentalists, our members are engaged in a plethora of causes and activities – our collective experiences form the unique and fundamental core of our network
Calgary
Hamilton
Halifax
Kingston
London
Ottawa
Quebec City
Regina
Waterloo
Winnipeg
Program: Leadership Development & Human Interaction Design
Offering Characteristics:
Channels: online & face-to-face
Engagement Levels: from passive monitoring to active participation to organizational (re)development
Effort and Frequency: from low-effort high-frequency (continuous) to high-effort low-frequency (annual)
Learning / Development Philosophy: strong bias towards social and experiential learning
Busting Silos: connecting individuals across disciplines and geographies
Beyond our Own Organization: aiming to share our lessons learned around People and Process with other organizations beyond the offerings to our members
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Purpose
PeopleProcess
Program Place
Program: Our Approach
While each component of our approach can be found separately in many places, we believe that effective social change requires all of the pieces woven together as the primary focus
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Identify Potential
Recognize Accomplishment
s
Foster Relationships
Among LeadersDevelop Capacity Through
ExperiencesBuild Effective Organizational
Systems
Share Stats & Stories,
Successes & Failures
• A small number of people drive a disproportionately high % of impact
• There is no better way to reinforce positive actions and talk about how to do even better
• Change is driven and realized by the collective – not the individual
• Crossing disciplines & geographical space
• The major gap today isn’t limited expertise in particular fields but a lack of leadership capacity across them
• How we work together – from how we interact to how we decide – directly impacts how effectively we execute on our ideas• Numbers (in)validate perceptions while stories put numbers into perspective
• Celebrating successes provides fuel for the journey while reflecting on failures keeps us from continuing blindsided
Offering Module
Because we believe
A scholarship recognizes accomplishments, but it doesn’t create a community of support
A conference is a great way to connect people at a point in time, but not to build lasting relationships
Workshops provide a plethora of theory and resources, but don’t come close to learning from experiencing
Effective organizational systems look great on paper, but need people who have the desire and capacity to leverage them
Why they are not discrete pieces
Purpose
PeopleProcess
Program Place
Program: What Leadership Development Means to Us
LEADERSHIP:
4 Key Dimensions
Self-awareness: Fundamental and the starting point for everything else – unless you understand yourself, you can’t truly understand much else
Judgment: Organizations are a culmination of decisions – human, financial, and resource decisions which are often suboptimal due to lack of knowledge, experience, or perspective
Relationships: Our world is premised on and operates through relationships
War Stories: This is all about having gone through the roller coaster rides – sitting in a classroom or reading a book just doesn’t develop you the same way as real experiences of having tried and having learned
DEVELOPMENT:
Adult learning theory has consistently shown that…
We plan to focus on that gap – to promote, drive, and live learning from others and through experiences, and to leverage existing instructional learning materials
The WHow Factor - Proposed Vision for the M-Network8
LEADERSHIPWar
Stories
Self-awareness
Relationships
Judgment
Program: What Human Interaction Design Means to Us
With a belief that significant social change is driven and realized by the collective – groups, teams, etc – and not individuals, we think it is as important to focus on embedding intentionally-designed systems that act as catalysts and drivers of optimal behaviours and effective interactions – some examples of these systems include:• Feedback Mechanisms• Decision-making Structures• Organization Structures• Evaluation Frameworks
Measure 2x3x4: Our Approach to Evaluation Frameworks
“What gets measured gets done”: in too many organizations, we believe, there is a lack of focus on evaluation – and even when there is one, it often lack a holistic view; we suggest a simple yet comprehensive base framework with 24 metrics to build on:
• 4 Stakeholder Groups: Your People, Your Clients / Customers, Your Funders / Shareholders, Your Community
– 3 Dimensions for each stakeholder group: Process, Output, Outcome
• 2 Metrics for each dimension + stakeholder group: Qualitative, QuantitativeThe WHow Factor - Proposed Vision for the M-Network9
Process: Our Evolving Manifesto
The 5 pillars of our Manifesto guide everything we do and are supported by 2 key enablers:
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Purpose
People Process
ProgramPlace
Funding Sources
We will aim to develop funds through each of the following channels with an approach grounded in our Evolving Manifesto:
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Financially Sustainable M-Network
Swag sales
Awarding Organizations
Event/Program Fees Client Organizations
Membership Fees
Investing Organizations
Individual Donors
From Vision to Reality: Executing on our Priorities1. Recruit Programs Lead to design, develop, and deploy our offerings by
September 2011
2. Recruit heavily to establish Executive Team, Board of Directors and Advisory Circle by May 2011
3. Develop and deliver M:Live, our online conversation platform, and the 1st National Conference by June 2011
4. Pursue funding opportunities to create a sustainable operating base for the organization by January 2012
5. Share the Vision widely, internally and externally, to further refine and develop the concept and begin piloting our offerings
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