Learning For Change Workshop Report Stockholm, 19-20 February 2016
1. Throw the Ball
The participants were invited to gather in a circle and throw an imaginary ball to each other. The person who has the ball was asked to briefly talk about who they are, where they come from, and why they came to the workshop. By doing this exercise it became clear that the group was quite international, with 8 different nationalities!
2. Case study Presentation & Satisfactions
Participants were asked to prepare a case study in advance, to decide on a situation (personal or professional) from which they feel they still have something to learn, where they have wanted to influence other people to change their behaviour.
Within their groups, participants were asked to present their case studies to each other and to share things within their situation which they feel happy about, things they are proud of.
3. Nominal Group Technique (NGT) – Dissatisfactions
In the second group session, participants engaged further in small group work focused on their case study and the things the participants would like to do differently. Each participant was invited to share their dissatisfactions within their own case study.
Thereafter, each group was asked to synthesize these written-down statements into topics using the Nominal Group Technique. The results of this process are reported
4. Key Empowerment Principles & Theories of Change
In the morning, the participants also got an introduction to several key principles that are fundamental to teaching and learning about empowerment and change. They were introduced to the Empowerment spiral, which is an alternative approach to change revising the linear knowledge-to-action model. The main elements within the model are 1. Finding out about the issue, 2. Strengthening care and awareness and 3. Acting with full intention.
In line with this circular model, the participants were also introduced to a Theory of Change, outlined by Warren Ziegler. There are many theories of change, but most agree on one point: it’s something that happens when the conditions are right. Ziegler’s theory states that change happens when there is a reasonable balance between dissatisfaction and hope. If someone is completely content with the way things are, he/she will not need to consider changing their behaviour.
6. Why, why, why. How, how, how.
Following that, the participants were introduced to a mutual Coaching Method called Why, why, why. How, how, how. This method aims to clarify and analyse the root of problems. The participants were divided in pairs (2 roles: a problem owner and a coach) and asked to formulate a certain concern. By asking two key questions (‘Why is this a problem for you?’ and ‘How can you fix the problem?’), the coach aims to empower the problem owner to liberate their own knowledge.
After searching for deeper significance and ways of overcoming their dissatisfactions, participants were asked to report some of their Aha’s or insights on wall-charts. By using this method, the participants are more able to realize that behaviour change can start with the smallest effort, such as self-reflection
9. Synergy Method & Meeting
At the end of the day, the participants were introduced to Fleck’s Synergy Method, a tool for an effective and creative meeting. The participants were divided into two groups and each held a synergy meeting, to discuss topics that needed clarification. The method relies on the concept that a meeting agenda is put together dynamically by participants, all having an opportunity to raise topics and assign time to their own topics
On the morning of the second day, the participants were asked to each reflect on day 1 of the workshop using the throw the ball technique. Following that, an agenda of the day was put together, using the Synergy Method.
The first topic of the day was “What does the world need?”. The participants were asked to visualize an image of the Earth as seen from outer space and to ask themselves “What does our planet need?”. The answers to this question are reported below.
Following this interesting discussion, the participants discussed several other questions such as: What are you doing right now?, What would you like to do?, Is there a ‘we’? and accordingly “Is there a way we can work together?”.