Facilitating Change:Facilitating Change:Collaboration vs. Collaboration vs.

Cooperation Cooperation

with

Patty ParnellLBL ESD

Revelation:

This is not business as usual!!

CooperationCooperation::

“Can’t we all just get along…?” Rodney King

CollaboratioCollaboration:n:

“The hallmark of collaboration is the ability to give and

receive feedback.” Marie Balvin

Today…Today…

Recognize the legitimate

reasons…

Identify common

responses…

Identify specific skills…

… … change can be hard change can be hard work!!work!!

“The lust for comfort – that stealth thing that enters as a houseguest, then becomes our host, then our master.”

Kahlil Gibran

What does it What does it take?take?

Sustained improvement will not occur without strong “System Readiness”…..

“There are good reasons why (educators) are often discouraged by changes in their workplace…. they’re being asked to do something they do not know how to do. It means working outside the zone of competence and puts into question accustomed claims to authority and expertise.” Richard F. Elmore

First…First… who am ‘I’ in the matter?who am ‘I’ in the matter?

“Self–awareness is an underrated intervention!” Thom Rutledge

Two most common Two most common responses to conflict:responses to conflict:

Silence – getting quiet in the moment

Avoidance – staying quiet into the future

“Unexpressed anger may cause other organs to weep.” David Viscott, Ph.D

Angeles Arrien:Conflict could be mostly avoided if we...

Did what we said!Said what we meant!And said what is so when it’s so!

“In organizations, goals erode because of low tolerance for emotional tension. The easiest path is to pretend there is no bad news - or better yet, declare victory.” Peter Senge

Interpretation vs. Interpretation vs. FactFact

Facts measurable and observable Interpretation serves a filtering

function

1. Facts can easily be held hostage by interpretation

2. The speed of interpretation is almost untraceable

3. Interpretation is where we assign intention

“I may think I see you as you are, but in truth, I see you how I am!!” Susan Scott “Fierce

Conversations”

More ‘knowing thyself’… More ‘knowing thyself’…

Identify my own predictable

defenses/responses

The definition…

The purpose…

The problem…

The truth…

Who Am I in the Matter Who Am I in the Matter Recap:Recap:

Examine my personal response to conflict

Recognize my proneness to interpretation

Identify my ‘defense’ of choice

And…

Listen skillfully!! (Doctors least sued…)

The master question behind ordinary listening is… ‘what makes me right?’

Memorable Quotes:Memorable Quotes:“The truth you believe and cling to makes you

unavailable to hear anything else.” Pema Chodron

“The past isn’t dead; it’s not even the past!!”

David Viscott

“Really good communication cannot happen without really good listening and really good listening cannot happen in the presence of overwhelming interpretation.”

“Assumptions are mental screens that expand or constrain what’s possible.” Kouzes & Posner

Second…Second… who are ‘we’ in the matter?who are ‘we’ in the matter?

Create group norms A couple thoughts

Identify levels of interaction Self monitoring to self-management

Third… Third… who might ‘they’ be in the matter?who might ‘they’ be in the matter?

Red Zone = Management

The “Issues Conversation”

The Issues ConversationThe Issues ConversationWhat is the problem?

What is the relevant background?

What is it’s significance?

What are my ideal outcomes?

What has been done up to this point?

What help do I want? (Make my request)

“A problem named is a problem solved.” Pat Murray

“Debriefing crystallizes learning!!” Paul Axtell

After the final no, there comes a yes. And upon that yes, the future of the world depends.

Wallace Stevens

Contact Information:Contact Information:

Patty.Parnell@lblesd.k12.or.us

541-812-2657

Please feel free to call or email…