What trust, experience and a bit of ‘failing forward’ can do…

Sometimes, a process design job is not all that grandiose, but it just plays people to their strength and is a beautiful combination of energies and intentions.

(photo credit: CTA)

(photo credit: CTA)

I just emerged a few weeks back from one of these experiences. And the beauty of that was the fact that this could have all gone down really badly hadn’t it been for a dedicated team, some good ideas in the process design, and a need to unite energies. All stars were aligned. Even better when it’s one of the swan songs of CTA and it’s nice to leave a collective signature that makes us all look back with joy at what just came out.

What was the job and what was special about?

Over the last 40 years, CTA has used a wide range of communication tools to reach out to rural communities, such as rural radio and printed media. It was no surprise that CTA organised this ‘Communicating ICT for Development Workshop‘ from 15 April to 7 May 2020 as one of the many workshops it has organised.

What was different? CTA is closing this year, after nearly 40 years of action to promote agricultural transformation in Africa, the Caribbean and Pacific countries.

What was also special was that CTA was my first client ever as freelancer, with exactly the same team (Chris Addison and Chipo Msengezi),  and this job also brought me back to work with my former ILRI boss and (still) friend Peter Ballantyne, who himself knew Chris and Chipo very well. A funny coincidence, which wasn’t one.

And more prosaically, what was also special was that we didn’t have loads of time on our hands for quite a process to set up, contracting to do, all activities with quite some project folks and external communication specialists to rope in quickly.

The basic idea was to learn from four projects using Blockchain in agriculture, to understand what they were trying to achieve and how they would go about communicating their work, their blockchain experience, their results etc. Peer learning and sharing to distil some broad lessons learned for other people and organisations interested in using ICT applications (and in particular Blockchain), communicate it and scale their work up.

The choices we made

With only a few weeks to go before everything would be completed, we set out to organise three online meetings:

  1. A first two-hour meeting to get everyone together and for the project leader to learn from each other’s Blockchain experience, aspirations, questions etc. with communication specialists around to observe.
  2. A one-hour meeting to get everyone prepared to work in teams and get to the bottom of comms so as to understand what would seem as best comms options for the projects to communicate their work to their partners and intended audiences, and to communicate to potential investors that might be interested in scaling these projects up.
  3. Another two-hour meeting with everyone again to report back from the comms work and draw general insights about how to communicate ICT projects more effectively.

We went for Zoom as our video conferencing platform (mainly because of the breakout room functionality), and Google Drive as our folder structure to keep all presentations, notes, recordings etc. available for all involved. Simple.

And we planned a process design that would be quite simple:

  • Very short presentations (7 to 10 minutes)
  • Reflecting back, sometimes in breakouts, sometimes in plenary
  • Getting peer-assist type support via Liberating Structures’ Wise Crowds
  • In the final meeting we also had a bit of a scenario-based insight harvesting session.

Mixed with Zoom breakout rooms this was meant to be a simple but easy set up that would allow everyone to quickly interact, share insights etc.

And between the second and the last meeting the teams organised themselves to fill out a Powerpoint template to report back on the comms options that seemed useful steps forward. All in all, simple but quite effective.

The process as it unfolded

There was a smooth transition throughout:

  • The plenary work entailed very short presentations which helped keep everyone focused and engaged and find out more about technology, other projects and applications, about communicating ICT etc.;
  • The break out sessions kept everyone on their toes, thinking and sharing, learning, getting to know other people etc.;
  • The parallel team work to develop the comms options helped delve deeper and prepare everyone, despite limited time to do it all, and they reinforced the dynamics among team members, with perhaps a small element of positive competition.

We organised also another quick check-in among all teams in between meeting 2 and 3 to make sure everyone was on the same page and progressing well enough.

The result

Each project team – bar one that just couldn’t schedule more time for this, fair enough – gathered interesting feedback on their project pitch, on their comms options, on their possible ways forward.

The comms specialists were able to learn much more about Blockchain and garnered additional ideas for their media and channels.

A small network of people was able to engage and develop a budding bond that – who knows – might creatively flare up again in the future.

CTA managed to deliver all of this in very little time.

Although I certainly wouldn’t call our results spectacular, given the time we had and the level of high engagement required both in the meetings and in the team work, I am personally quite happy with our results.

Failing forward insights?

This experience taught me a few things:

  • No matter how rushed things might seem, it’s still possible to pull something together;
  • Trust among the organising members, and experience/expertise to let everyone play to their best strengths is the key to success;
  • Zoom breakouts remain an incredibly powerful and energising feature which, according to Chris “left me more energised after two hours of meeting than after many of the one-hour meetings I attend”;
  • The simple logic of helping each other unlocks so many insights so quickly. Wise Crowds was great to get everyone to receive insights in no time.

Next time around, I – and I think everyone in our group – would plan things ahead of time to get them properly planned, get even more people around and draw more extensive lessons that can be re-planted directly in appropriate networks.

But for something that started off two months ago, and finished after 3-4 weeks, this edition gave an ok song to the CTA swan, and proved once again that ‘in trust we trust’ 😉

New aspirations for new world, new me, new we, new then…

So that’s it, we didn’t leave this up to chance or change anymore, we pivoted and decided to give our next Liberating Structures immersion workshop totally online.

Join us at the online immersion workshop 6-9 July

Join us at the online immersion workshop 6-9 July

We had it coming. And things might change still over the next few weeks, but it’s really not likely that we can interact freely short distances away from each other come  July. So here we go for an online experience. So far the third (or fourth?) online immersion workshop of Liberating Structures only.

We will still focus on all the ‘social’ sub-worlds and domains in which our participants evolve, while keeping open to just about anyone. But in the process we’ll be bending the world of Liberating Structures to a few threads that seem to matter to us and could be a good fit for the people we hope will join us:

Acknowledging the new real, the new normal

Our first thread is to basically acknowledge that we are have indeed shifted our reality. We may not go back to the old reality, and both our environment, ourselves, our interactions have mutated and are forming up a different ‘normal’ that is still very much in mutation.

We’ll use Liberating Structures to accompany everyone on their journey to realising this and making the current reality a useful starting point for an exciting foray into the unknown and into promising new realities and opportunities too.

Finding ourselves and each other, online

So once we have acknowledged we have moved into another reality, let’s see where we are in it. Let’s gauge who we feel we are, what our next ‘me’ can look like. And despite the absence of hugs and the reality of physical distancing, let’s check in with each other and find  new ways to engage deeply and widely in this new reality.  Even if we are not eye-to-eye and face-to-face with everyone in this COVID19 world, we can find ways to be seen, heard, respected, appreciated, contributing, co-creating, trusting, guiding, coaching etc. I particularly look forward to this part of the journey. Liberating Structures have a lot to offer here too.

Multiplying our options

Now, realising that the new normal is here to stay is good, but even better is to leverage new opportunities that present themselves. There is just SOOOO MUCH out there that can be done by way of reinventing who we are, what we do, what we could do etc. And our creativity and energy and aspiration  and motivation are all set to be conjured up on this pathway. So let’s explore what we  can do alone, what we can do together, what we can do as new societies, how we can organise ourselves to to make tomorrow’s world a more humane, environmentally friendly, peaceful, open world.

From ecocycling our activities to dreaming out loud what our next moves can be and helping each other find out blind spots and hidden chances, Liberating Structures  offer many options to separate the wheat from the chaff…

Building our resilience

The final piece of this puzzle is at the core of Liberating Structures: how can we keep on adapting to shocks and change (as THAT is the new normal anyway) and embrace its mess, chaos, confusion and indeed destruction to shed our skin and keep a chance to reinvent ourselves perpetually? How can we better cope now and in the future, alone and collectively? We’ll explore the dynamics of personal and institutional change, of finding our balance and our ways to be more ‘complexity aware’ and ‘change-proof’ – not to prevent change from happening but rather to manoeuvre around it gracefully.

These threads might change. Even if they stick around, we may sharpen them. In any case some the ideas behind will motivate the design of this online immersion workshop. And all the while we’ll keep the structure simple.

I’m curious, as we are now diving into the deep end of that process design lake, and I hope you’ll splash with us in the lake!

Join us  online: https://thecreatorscompany.com/event/liberating-structures/

Get your ticket (the first 10 get a discount!)

The ambivalent curse of ‘being volunteered’

This is a rather common phenomenon in meetings – whether face-to-face or online for that matter:

An action point emerges, responsibilities are sought, no one directly jumps on it, eventually someone suggests one particular person to undertake that action; and usually, other people in the group mumble, nod or clap in agreement to that idea.

…obviously it doesn’t need to be so dramatic as this.

In our meeting context, what happens in our minds is rather:

  • Action assigned. Check! [Everyone is happy]
  • I’m out of the hook [most people think]!
  • Geez, I got caught (yet again?)! [thinks the freshly volunteered task-owner].

What is really happening? What are the implications?

Being volunteered is of course not very nice, as the image above shows. But beyond that obvious ‘missed opportunity’ of having said no etc., a number of things are actually playing out that make this volunteered business more ambivalent than it first seems at face value.

Volunteering to do what?

Anything, though the most typical tasks being delegated in a meeting are around taking notes, reporting, rapporteuring, sometimes chairing, sometimes time-keeping. Sometimes it’s about finishing a piece of work from the group after the meeting and I’ve witnessed in my life an occurrence or two when that was volunteered to people who were not even in the room!

Who gets volunteered?

Well, in my experience, typically, it’s younger people, and women. Add intersectionality to this and you would get young women being *very* likely to be volunteered. Except for chairing, when in many cases and groups it goes to the person with most chips on their shoulders, or more power as recognised by their peers, or more expertise in a given subject, or just because of patriarchal tradition it ends up being a senior guy. Not very process-literate if you ask me, as what you need is someone who fits the bill: someone with facilitation skills for chairing, someone with good writing for documenting, someone with good synthesis and public speaking skills for rapporteuring, and just anyone with a watch for time keeping…

Who volunteers others?

I have not documented this thoroughly but my (probably biased) perception is that it’s the photographic ‘negative’ picture of those chosen: the entitled, seemingly powerful, often white, men. They don’t have to be the most powerful but often they are quite comfortable in the group, don’t need to assert their authority, and feel, as a result, entitled to play around with others as if no one would question their natural good sense and extraordinary intelligence…

When no volunteer shows up

The scenario above is often made starker in break out groups when the group is instructed to find a volunteer to start with, and no one addresses that question at the start because it’s not a usual, nor pleasant conversation to have (despite how useful and important it is). What usually happens then is that at the end of the breakout time, in the rush of reporting back, the befuddled group tends to have its most entitled figure give the task to the least empowered person in the group. Sometimes it’s worse and everyone’s embarrassed not to have a volunteer and not to want to volunteer last minute either. That usually denotes a bad group dynamics meaning no one takes charge for either the process or the content.

What if being volunteered is being given power?

What people often don’t realise is that actually, taking notes, reporting back, chairing are all exercises of power. It can be so in a negative (corrupting) sense as you can hold the space and decide to slightly hijack peoples’ opinions to plant your own ideas and words and hope others in the group won’t stand up to your version of the facts. But it’s in a positive light also an exercise of collective power where you are holding a piece of your group’s process and reinforcing the trust and group’s collaborative muscle. So there comes some ambivalence: are you being tasked because you’re powerless or will you use this new power that is invested in you? Will you use it to your own advantage or to everyone’s?

Volunteering: the key to a better experience?

What most people don’t realise, is that instead of seeing volunteering as a drag, they should see it as an opportunity. An opportunity to be awake, active, engaged, present, listening, working with your group. You invest yourself in the gathering and as a result you tend to also emerge with a better experience of the gathering because you’ve partly made it yours. This is SOOO much better than coming to ‘consume’ an event. Especially if the event is not very participatory. So remember that most striking ambivalence: volunteering is a blessing disguised as a curse.

What should a facilitator do about this business of people being volunteered?

If you’re holding the space -whether online or face-to-face- for the entire group, what should you do? Watch it and let it be? Point to it and let it be? Intervene mildly to make it more ‘fair’? Downright assign volunteers on the spot? I don’t think there’s a readymade answer to this, it depends on your style and on the context. This is what my friends from Community At Work refer to as the ‘Accommodator to influencer continuum’. I tend to let groups deal with their own dynamics, but usually point to some of the aspects I’ve covered here, for them to be fully aware (and to build their process literacy).

What do you do in such situations, and why? What else do you see about this scenario I’m covering today?

What is sure, is that next time you are in a group that is looking for a volunteer, you know what to do in full awareness, and perhaps you decide to be that volunteer because you see the point of playing your part 🙂

A meta look at resources to work and facilitate online more effectively

Sign of these times… everyone’s moving online indeed (with its positive consequences too). Consultants are becoming e-consultants, or online facilitation gurus. I guess I should follow that bandwagon (NOT) ha ha ha.

online-learning-vs-face-to-face-learning

How to move from face to face to online most effectively? That’s the question on everyone’s lips (photo credit: startkiwi)

In any case, everyone else, who’s just getting to terms with the online collaboration world, is avidly looking for resources to make this transition work. It is a very crowded space already. Which is perhaps the reason why some specialists have preferred to offer their time to answer anyone’s questions and help them move their activities online, rather than share more resources. But if you’re still looking for some good resources, here’s my own selection of what I’ve found around recently:

So far, the very best resource I’ve found – warning it can feel really overwhelming – is this crowdsourced list of online meeting/gathering resources (shared by Nancy White): https://docs.google.com/document/d/1NyrEU7n6IUl5rgGiflx_dK8CrdoB2bwyyl9XG-H7iw8/edit?ts=5e6fc9e3#heading=h.jb9co2l7jt1p 

Nancy also recently posted a few additional links that are great:

To which I’ll add a couple more resources from Michelle Laurie’s most recent post:

On KM4Dev (again), Karel Novotny also shared this guide:  “Closer Than Ever: A guide for social change organisations who want to start working online” https://www.apc.org/en/pubs/books/closer-ever-guide and Stacey Young shared this USAID resource on tips to work effectively remotely: https://usaidlearninglab.org/library/ultimate-tipsheet-working-remotely

A few online gathering fundamentals to consider (differently)

Finally a few meta reflections that I’m seeing as I’m really getting into that mode also:

As mentioned in my last post on this blog, online collaboration/facilitation actually follows a lot of principles of face-to-face collaboration/facilitation so if you have experience with the latter, that’s already a huge step ahead.

What is changing a lot and does require more careful consideration is a handful of practical, logistical, design and emotional points:

  • The nature of the gathering: fully online or blended with partial face-to-face group interactions. Given the general progression of SARS-COV-2 the former is more likely but still good to check;
  • The intention behind the gathering, with either mostly an intention to share information, pick people’s brains or explore and co-create solutions together (following Community At Work‘s seminal typology of Type 1, Type 2 and Type 3 meetings). Behind this fundamental question (which should be asked for every conversation you want to have), comes the translated question of whether you want/need synchronous or asynchronous conversations…
  • Bandwidth issues and what is being done to allow the full participation of everyone in the gathering – what measures can be put in place for those that may not be able to access a video-conference at all times etc.?
  • The geographic distribution of participants and the amount of time zones that the gathering spans – this has important implications on the synchronicity of interactions;
  • What can be organised to break the ice among the people online – especially if they don’t know each other – and what do you have up your sleeves to pick up the energy etc. The potential risks of distraction are many more online…
  • What online system(s) is (are) being used, to talk/write/read/view – is any of these systems restricted only to ‘staff’? Are there any restrictions that again are going to make it more difficult for anyone to participate? What is the learning curve for people to be able to participate (and even more so to organise something on it?);
  • The role distribution to ‘hold the space’ – and this is where things might differ most from face-to-face gatherings: Who facilitates? Who chairs? Who attends to technology-related questions? Who monitors chat and other back channels? Who takes notes of the conversation etc.?
  • The best division of time, especially for gatherings which, if happening face-to-face, would take more than day. Online gatherings are potentially more tiring than face-to-face ones, all the more so now as they are multiplying like crazy;
  • How can you ensure you ‘read the crowd’ and people’s emotions as well as you might be able to offline? This is particularly important and difficult at the same time, so perhaps think about some feedback moments and breaks to check on people whom you suspect  might be experiencing difficult emotions.

And as ever, keep an open and fun approach to this learning. We are all in it together and no one can improvise themselves an online collaboration expert overtime. Let’s just keep it light, playful, focused, fun, and feedback-informed. There’s chances we’ll gather our 10000 hours of practice earlier than we might have thought…

When ‘going online’ invites us to rethink (also face-to-face) interactions – A new dawn for collaboration?

How do you approach the world, and life?

You likely tend to consider that things are either ‘half full’ or ‘half empty’. I personally always adopted the half full glass, as a guarantee for an easier life.

Yin and yang

A new dawn of collaboration through a double-lens perspective (photo credit: Eleonora Albasi / FlickR)

So there we have it, the bloody Coronavirus crisis.

Affecting, transforming, crushing, redefining, alienating, crystallising, metabolising our lives and perspectives.

Our social interactions have started to change. The result of social – oops, physical – distancing:

Screenshot 2020-03-18 at 21.05.11

My social stream is full of anecdotes relating to this new social reality. Amidst this novel situation, people are subtly taking notice of some interesting process aspects…

A small interaction that made me smile this morning: A team member who is based in a different country and thus always works remotely with our otherwise co-located team was excited this morning that: “Now you will all be here with me!” With “here” she meant the remote space. All of a sudden we are all at the same level and the hierarchy of “in the room” and “remote” is gone. Which also made me think of the way that we sometimes call people who call into a meeting the “virtual folks” or the “phone people”, as if we, the hosts, were the only ones with physical bodies in a real space and our own space somehow mattered more than theirs…

(Eva Schiffer, KM4Dev message)

In another recent chat I had to quickly pull together some good practices for online collaboration, one person mentioned that “online meetings take so much more preparation than face-to-face ones“. And that made me smile. For at least two reasons:

1. People are waking up to the ABC of collaboration and to process literacy

Many people are currently forced to move their meetings etc. online as they are struggling with frozen travel, frozen budgets, self isolation, quarantine, home arrest-type situations etc., people are indeed realising that it takes some effort to work together online… Like it requires:

  • some idea of the conversations you want to have
  • some idea of what you want to achieve for each of these conversations
  • some sense of what can realistically be achieved in an online meting without making people too tired or jaded
  • some thinking about the best process to involve everyone’s best thinking and to tap into the collective intelligence
  • some use of facilitation skills (in whatever configuration) to hold all of this together
  • some preparation by the participants to also make the most of their time together
  • some etiquette for people to be able to collaborate together (ie. showing your face, muting when you’re not talking etc. – hopefully more from me on this soon)
  • ideally, some level of familiarity, or even trust among the people present
  • and some thinking about the technology stewardship (who will take care of setting up the online platform, translating the process online etc.)…

Frankly this is great news, it means people are slowly getting a hang of what working with other fellow human beings actually means in practice. Here is the first half of this new dawn for collaboration: online (or blended with face-to-face) collaboration everywhere, all the time, with people that are actually more set up for success than they’ve ever been…

Hallelujah!

Hallelujah! (photo credit: Tone’o / FlickR)

Pity we had to wait for the Coronavirus to get us on this pathway but whatever it takes, the trend is very encouraging, even uplifting!

Hallelujah!

Err, wait, hold on… something’s funny here…

2. We have taken face-to-face meetings, workshops and conferences for granted for too long

It just dawned on me, when I heard online meetings take a lot more preparation than face-to-face ones, that we are discovering some plain truths that have been smiling at us all along in the face-to-face realm. We just haven’t dealt with this face to face (pun intended).

Because, let’s be frank, when we prepare face-to-face interactions, what it takes is:

  • some idea of the conversations you want to have
  • some idea of what you want to achieve for each of these conversations
  • some sense of what can realistically be achieved in an online meting without making people too tired or jaded
  • some thinking about the best process to involve everyone’s best thinking and to tap into the collective intelligence
  • some use of facilitation skills (in whatever configuration) to hold all of this together
  • some preparation by the participants to also make the most of their time together
  • some etiquette for people to be able to collaborate together
  • ideally, some level of familiarity, or even trust among the people present

The only glaring difference with online meetings is skipping the technological stewardship, though even on that account, the logistical side of prepping a meeting room has similarities to setting up a virtual gathering space.

We’ve been eating bad (face-to-face) meetings for breakfast, lunch and dinner for all these years. We’ve been force-fed so much that we don’t even see it any more. Not enough people think carefully about the conversations and outcomes they’re dreaming of. Not enough people pay attention to the processes that can get us there. Not nearly enough do people invite facilitation as a practice – whether held by one or two central facilitators or ensured collectively by teams and groups. Hardly anyone thinks about getting participants to actually pay attention to preparing themselves adequately for a workshop or meeting. And in a room where the facilitative capacity of the group is low or missing, the collaboration etiquette leaves much to be desired…

So here’s the second part of this hopeful collaboration dawn: our online interactions might just be the unlikely trojan horse to bringing back some sense even into our face-to-face gatherings, and giving us a well-needed sense of taking our interactions and collaboration a few notches more seriously than we have all along.

It may well be that we don’t get any opportunity to test this hypothesis for a while, as home lock down is here to stay for the next few weeks, but this new reality certainly brings new opportunities indeed!

I know, I’m a desperately optimistic fool, but that leaves me some more to drink ahead, and I cheer to that!

And if this turns to be true, well thank you Coronavirus…

Corona Positive 89851348_10157141301002992_8784272847007645696_n

Related stories:

Multiple facets of Liberating Structures: interview snippets with Anna Jackson

In preparation for the upcoming Liberating Structures festival, we (organisers) have been interviewing each other to hear each other’s impressions on what Liberating structures mean to us, the groups around us etc.

I had the privilege of interviewing Alpinista Consulting delightful diva Anna Jackson  and we brushed over a number of topics. Find four small interviews covering:

  1. Getting started (and changed with Liberating Structures [LS])
  2. How vital it is to work with other people using LS
  3. Overcoming resistance to LS (and other seriously playful approaches, arguably)
  4. Changing our approach to LS over time, how our focus may change to specific elements

Better still: come meet Anna (and Fisher, Nadia and myself) at the LS festival 7-9 October in The Hague, The Netherlands (register here)!

Here for the interviews:

See more interviews from our team (and more to come still) – Nadia interviews Fisher:

Find out more about the Liberating Structures Festival: https://liberatingstructures.eu/the-hague-ls-festival/

Register for the Liberating Structures Festival: https://liberating-structures-the-hague-festival.eventbrite.com/

Troika consulting – I help you, you help me, everyone helps everyone else, now and forever…

All evidence points in the same direction: the best way to be happy in life is to be a little less concerned with oneself and to be a little more caring about others.

This is one of the many touches of magical light of the Liberating Structure ‘Troika Consulting’.

What is Troika Consulting?

Troika Consulting is a simple ‘peer support’ participation format. Set up in triads (or ‘troikas’, ie. groups of 3), everyone gets to get some free support (‘consulting’) on an issue they’re facing. And the support givers become the support receiver in one of the three rounds of consulting.

How does it work?

As explained on the above-mentioned page, here are the -very simple- steps to it:

  • Invite participants to reflect on the consulting question (the challenge and the help needed) they plan to ask when they are the clients. 1 min.
  • Groups have first client share his or her question. 1-2 min.
  • Consultants ask the client clarifying questions. 1-2 min.
  • Client turns around with his or her back facing the consultants
  • Together, the consultants generate ideas, suggestions, coaching advice. 4-5 min.
  • Client turns around and shares what was most valuable about the experience. 1-2 min.
  • Groups switch to next person and repeat steps.
Troika Consulting in practice (Credits: The Liberators)

Troika Consulting in practice (Credits: The Liberators)

Find out more about it here.

What’s the magic behind it?

I find formats such as Troika Consulting an incredibly powerful mechanism for different reasons:

Much like a ‘peer assist’, not only the person being helped (the ‘assistee’) gets valuable advice, but others get help too in the process since the tips come out openly.

The brevity of the different steps, and in this case of disclosing the ‘case’ or ‘issue’ forces the assistee to formulate their question or request for support more clearly and crisply. It also helps them ask for help (it’s not easy).

Unlike a peer assist, Troika ends up being much more of a conversation between the two helpers, and that opens up more ‘informal’ insights that people might shy away from in a more formal and open format.

Because everyone turns to helping others and being helped, it creates a reciprocity bond that really builds up relationships without emphasising it. And that, to me, is really one of killer features of Troika Consulting. It’s the power of hot and fuzzy disguised as (nearly) evidence-based, objective support. So much for the human connection skeptics 😉

Because of the structure and forced ‘silence’ for the assistee, Troika also  stimulates our ability to listen carefully – something that we can never emphasise and practice enough 😉

By the same token, it also removes the defensiveness that the assistee would probably display otherwise. This absence of defensive reactions stands for suspending judgment and it encourages the two consultants to be more genuine, to keep going deeper in their conversation and to generate insights that can potentially lead to real breakthroughs that wouldn’t have been possible otherwise.

And because this Troika happens without any external support, it actually stimulates any group using it to build their capacity to self-organise and, for all the good reasons mentioned above, to keep doing so in ever stronger and deeper ways.

I have used Troika Consulting many times now and have always been surprised at how powerful that little technique is both at helping, gelling, surprising, energising, challenging people with one another. And the applications are nearly limitless… how about some Troika Consulting in your next class / book review / sports team game / friends’ get-together / holiday planning / family gathering ;)?

If you don’t know where to start with it, let me know and I’ll be happy to help!

 

LS Festival (image credits: Nadia von Holzen)

Troika Consulting will be one of the Structures that we will be exploring during the upcoming ‘Liberating Structures Festival‘ (7-11 October, The Hague, The Netherlands)…