bottom-up, efficient leadership, including structures to support feedback
In order to support all of us involved towards progressively deeper practice realization, it is critical that from the outset a structure for the program that is lightweight and easy to support. If responsibility for organizational leadership - fundraising being a primary example - is concentrated on any small set of individuals - those individuals in positions of teaching authority being a primary example - this will become a burden for them, a hindrance to their own cultivation of quietude and realization.
Two things follow from this. First, it is important to structure retreats such that they will not have the large costs of owning or renting institutional space. That will also require a good deal of collaborative volunteer work, and it is crucial to the sustainability of this program that from the outset organizational leadership tasks are shared collaboratively.
One particular inspiration here is the collaborative leadership structure that folks at Inward Bound Mindfulness Education have recently been developing for administering teen retreats. This endeavor requires the following components:
- Each person knows what their role is and the responsibilities associated with that role and holds ownership for the decisions related to those responsibilities.
- Each person’s skill set fits well with the role they are in and is personally invested in meeting challenging areas of their role.
- Each person knows how and with whom to communicate about a given topic. This includes soliciting input and feedback.
Each page of this website represents an area of responsibility. The Roles at the bottom of each page provide clarity about who is holding which aspects.
- (1) Gathering: takes primary responsibility for gathering collective energies of Collaborators in this area, including scheduling group meetings and ensuring goals met in a timely manner.
- (2) Collaborators: take an active role as a member of the team in this area, gathering information including from Consultants, making collective decisions, and carrying out consequent work
- (3) Consultants: indicate areas they would like to be consulted in, provide initial input in those areas, and offer further advice when requested by the team in this area
The first series of online modules offered in 2019-2020 will include, along with other areas of study, further background sufficient to for being an active participant in the structure that we design together. We will set aside lecture and discussion time within the online Study portions to provide an introduction to collaborative leadership. As part of small teams, newer community members will be mentored by those with more experience, collectively taking responsibility for core aspects of the program.
This team will also be responsible for adopting behavioral guidelines and feedback mechanisms, or for ensuring that another team is formed to do so.
- refine presentation on this page (text, multimedia, etc.)
- develop & refine procedures for collaborative leadership, feedback mechanisms
- Collaboration Team:
- Gathering: Maheen
- Collaborating: Khalila, Lan Anh
- Consulting: Jake, JMo
August 25, 2019 Meeting Notes
- We will develop a module for Fall Inquiry sometime in October, with a particular focus on feedback training.
- Suggested processes for managing disagreements was added to the Role responsibilities, Decision Making, and Communication Systems document.
- We are exploring the possibility of organizing a feedback training for the visioning team before Fall Inquiry begins.
July 25, 2019 Meeting Notes
- We have completed the first draft of role descriptions and decision making processes, and will send it out to the larger community for feedback.
July 3, 2019 Meeting Notes
- We began the discussion on clarification for all the roles (1s, 2s, 3s). These will be shared with the larger community once finalized
Decided June 26, 2019
- Clarify and give guidance/support for all the roles (1s, 2s, 3s)
- How do we evaluate our process and progress - this could lead into developing feedback processes
- How do we communicate with other teams - what’s the process of coming together as a whole team. How do we use the website as part of that
We discussed whether ethics/code of conduct creation should be a part of our current tasks and decided to wait on that. Once some of this initial work is underway, a working team focused on the creation of an ethics statement/code of conduct may arise. There is interest from members of our team to see this work done and we’re going to start with focusing on the framework for collaboration. We also see that values identification needs to be done and perhaps this will be work taken on by the cetana team that will then guide us towards ethics/code of conduct.