LLL US Western Division Presents
TEAM 2004: Essential Pieces

Conclusions & Learnings

Messsage from Barbara Emanuel
Summaries and Next Steps

Bringing the Essential Pieces Together
By Barbara Emanuel

It was great to see the essential pieces come together for TEAM 2004. We planned this meeting differently and it reflected our on-going shift from "presenting" to "facilitating" meetings. Creating an open, purposeful learning environment, unconstrained by traditional meeting dynamics continues to model what we believe is important.

For me, much of this work is about finding a simpler way to work together. Following that thought, in Flawless Consulting, Peter Block talks about when we go to meetings we expect something to happen to us. We are programmed for entertainment and wonder how good a meeting they are going to run. The evaluation forms we traditionally use ask questions about the planners:

--Were they prepared?

--Were their objectives clear and well met?

--What was the quality of the visual aids?

--etc...

Block asks, "how many evaluation forms have you filled out that asked you about your contribution to the meeting?" We have often said that what we get out of the meeting is up to all of us but I'm not sure we mean it, attendees believe it and I'm guessing very few act on it.

After the opening, we included four questions that Block suggests attendees answer. The questions are meant to ask people about their participation in the meeting and holds the belief that the participants will create the experience they are about to have.

Below are the questions he suggests and some added thoughts: (Click here for a Printer-Friendly version of these questions.)

Question #1
How valuable an experience do you plan to have at this gathering -- not what kind of experience you want, but what kind do you plan to have?

People are responsible for their own experience. Therefore they have the capacity to determine, up front, the quality of their experience at each moment. In answering this question we are faced with deciding the success of our own future. It does not matter how people answer the question; once they answer it, they have taken a step in making the effort their own.

Question #2
How engaged and active do you plan to be?

This is an investment question. We know that the success of implementation depends on widespread ownership and care. The question carries within it a demand for activism. If we say no, we do not plan to participate, we have at least defined that stance for ourselves and surrendered, a little, our instinct to watch and blame others' participation. Plus, if people approach a process with cynicism and reluctance, naming the reluctance is the first step in shifting it.

For those who say they plan to be somewhat or very active, stating it early creates the situation to be true to the intent.

Question #3
How much risk are you willing to take?

This is a question about learning. All learning, change, and transformation come from stepping toward tension. The important moments of our work have been ones of risk, stress, and anxiety. Our usual instinct is to stay calm, move according to plan, be in control and certainly not be surprised. Much of our reluctance to commit is grounded in our wish for safety. Which in and of itself not a bad thing unless we become complacent about our participation.

This question is also a measure of our commitment and, as for the other questions, even the answer "no risk" is a starting point for accountability. When we are willing to be accountable for our own position, we have begun to be accountable for something larger.

Question #4
How invested are you in the quality of the experience of those around you? What is your level of concern about the well-being of the larger group?

This is a Samaritan question. It is a question of accountability: To be accountable is to care first about the larger whole, then to ask what's in it for me. This question confronts the belief that people will consistently choose in favor of themselves over the larger group. It is the most difficult question for people to answer and therefore the most useful. It really speaks to the heart of implementation and change.

Block suggests having people share with each other in small groups (whoever will fit around a kitchen table) their responses and to be curious with each other. He says to stress there aren't any right answers. The process of simply answering the questions and then having to say the answers out loud changes the culture in the room. It communicates to each participant that something more is required than just to sit in the audience. Even if someone doesn't want to engage and prefers to be quiet and listen, at least it becomes a choice and not a constraint of the setting.

Block shares from his experience when beginning a meeting this way, "there is more life in the room, people ask more questions, some people get irritated, some would rather keep talking, etc. All signs of participation and life."

We certainly found this to be true at this event! TEAM 2004 participants did create their own experience and took away what was important to them. This gathering reminded me of our Group meetings where we know the power of sharing our stories. As Leaders we often open the meeting by sharing that those attending will hear lots of ideas and thoughts during our time together and we trust mothers will take away what is best for them, their baby and family as a whole. Extending that invitation to Leaders at TEAM 2004 captured the same trust and respect we offer to mothers.

To leave the world a bit better
Whether by a healthy child, a garden patch
Or a redeemed social condition
To know even one life has breathed easier
Because you lived,
This is to have succeeded.
--Ralph Waldo Emerson

Leader to Leader, mother to mother, we make a difference every day!

By way of summing up our learning and identifying next steps, we answered several questions:

What shall we Continue...? Stop...? Start?

What I am taking back to the Area?

What did I learn?

Hopes and dreams for LLL?

What shall we ...

Continue…

to remember how important it is to connect with other LLL people!
to remember a complaint is a gift
helping mothers and babies
to make the Area stronger
great conferences, workshops, online Leader-to-Leader connections
working as a team
learning
being level-headed
working by consensus
encouraging new ways for Leaders to connect together and the community
being excited and participating
being open to new ideas

Stop…

blaming people
appointing from above
requiring every Area to use a DA system–encourage them to find a system that works for them
defining districts
assuming business will be business as usual
worrying
thinking we need to fill all seven ADC positions
focusing on pebbles
ignoring change
work that isn’t purposeful
waiting for someone else to take the initiative
freaking out over everything
struggling to fill positions
labeling

Start…

using Open Space Technology (OST) at Spring Leader Education Workshops
connecting remote Leaders
discussions with Joel Getzendanner
sub-Areas, kitchen tables – letting Leaders align themselves
more curiosity
exploring ways to increase the effectiveness of DAs/ADCs
more “and” possibilities
exploring Appreciative Inquiry (AI)-related forms of inquiry – behavioral, contextual
increasing Leader participation and enthusiasm
creating a revised/renewed DA system that works best for the Leaders
Open Space and leadership in Area, Groups, chapters, my coworkers
more Leader gatherings
appreciating the opportunities staff is encouraging
being more comfortable with being in “Box 1” so that I’m eager to take on new things
taking care of statistics
more Leader accountability
sharing info from conference and TEAM with Leaders
more face-to-face time
work with all Leaders – Area, Staff, LLLI
email lists for Leaders to talk about the change work
telephone conferencing
including Leaders, being transparent, planning specific time for office hours
computer networking around projects
forming partnerships
looking long range – not just projects
contacting Leaders personally to see what they are thinking
focusing on boulders
asking questions
goal setting
challenging Leaders to share their passion and talents in ways that enrich them and the Area

What I am taking back to the Area…

goals/objectives
OST as a meeting style
learning styles
new technology for communication
OST as a way of facilitating discussion
info about the LLLCN
Trust Leaders more!
distributed systems
leadership styles and skills
new ways of working
new options for ways of working together
mutual accountability
a desire to do more developing and inviting, not just managing
ask lots of “What if….?” questions
how understanding different work styles can help us work together better
better ways to help mothers from the CE day info
AI and OST
that it can be relatively simple to organize projects and events around needs
lots of ideas people have expressed will be shared in our ALL for all Leaders to read
that I want to utilize the leadership info and also teach it to others
that the extended connections of LLLI are an energizing source
that there is excitement that balances the fear
mutual accountability begins with being self-accountable
an analogy about being on a train ride – choosing the route we take, the speed of the trip, the view
OST strategy for a Leader retreat
learning styles
encouragement for the Leaders to develop practices that facilitate and support our work in our unique circumstances
Everything!
new ideas to help us deal with challenging situations
new ways to help Leaders and moms
facilitation of leadership sessions
sticky wall
version of OS
ideas about how this event was planned
Everything – we will share it as we have the opportunity, sometimes in big chunks, sometimes in small bits
figure out what baby steps are necessary to make these ideas available to other Leaders
info about LLL finances
ideas and goals
It’s all good!
I want to share with my co-Leaders what I learned about leadership
explanations of administration potential for change
sustainability
working with each other with respect
ideas about working with a distributed system and how we might fit
the feel of increasing confidence that Leaders can and should be decision makers
talking more about freedom in crafting our reality
deciding how best to meet our mission
changes occurring in USWD and MO
understanding about our Values, Assumptions, Beliefs, and Expectations (VABES) and the four Boxes
I’ll be talking about what LLLI is doing, what USWD is doing, and what I’d like to be doing
I have new tools and ideas to help me at gatherings
articles and ways to find out more

What I learned…

How important it is to connect with other LLL people!
Open Space and little “L” leadership in Area
how I can change the DA system
about minders and how people use OS
that I can try it online
new structural forms
people I can turn to for more information
ways to broaden community
more info on my learning and motivational styles
more about my learning styles and people I might work with
distributed systems – lots of questions and answers
leadership skills and ideas
new ways of working together to set and reach goals
that I want to keep talking with people to see what is working
that there is a remarkable openness and flexibility in USWD and the organization as a whole
several useful phrases/concepts – transparency, mutual accountability, assume good intent, how will you share this? what would you like to see?
more about work styles, leadership, gathering info from people in open, respectful ways
names and positions of many wonderful Leaders
more about how LLLI works
what innovative things USWD and other Areas are doing
several others are interested in the same projects I am
participate more than plan
peoples’ passions and needs and frustrations
that it is amazingly refreshing to openly dialogue with this group of women!
that the mood in USWD is wonderful!!
more about OST
leadership is more about VABES than the traditional values I’ve read about
about department enhancements
about other Leaders
that Leaders in USWD can be trusted to create networks of support for the work they are passionate about.
you can set up conference calls on the web
that the new CN will be really cool and useful
how other Areas are working
gathered ideas
emphasize reciprocal participation
Use OST
we’re all on the same page
my department just needs me as a resource only – they really support each other
how open to new experiences and ideas the participants were/are
how much everyone connected to the leadership ideas and appreciated the discussions
how much AI and OST were appreciated
I got the most from asking questions and networking in my department
a lot more about learning and work styles
that I’m in Box 2
I am aware that I have lots to learn
ways to be a better leader
ways to communicate and work with my peers
lots of new information about AI, OST, department info, and leadership
I’m a finder and that’s good
What to provide – learning stages
Missouri bylaws
our Area can do whatever works for us to support Leaders, mothers, and babies
more about the Renewal and how the framework looks
that if you provide some structure and trust the group they will decide what they need to do and will do it
that Leaders in the USWD are excited about working differently and including all Leaders in their communities in the discussion
there are organizations moving past the status quo and trying to explore possibilities – how exciting!
more about the Executive Director
how chaordic/renewal/distributed leadership and mutual accountability all fit together!
new ways of communicating
ADCs Boo Boo kiss
my learning style
tips for effective decision making
how the LLLI Board works
publication tips for conference work
Leaders are interested in new ways of doing things
USWD is a vibrant and dynamic growing group of Leaders

Hopes and dreams for LLL…

That the Community Network works out well
That we have Leaders in every town with healthy bank accounts
That we have much success in working in new ways and reach new heights
to continue and grow as a member-driven organization
that LLL will be there for my daughters and that it will be an organization they can’t wait to be a part of in their own way
That one day LLL will not be necessary because women will breastfeed naturally and give each other the support we now provide. Until then, that we continue to grow and change to meet the current world’s needs.
that this event is a seed that grows splendidly in prepared soil and flowers and spreads seeds throughout LLL—wherever it is found
that lines of hierarchy are erased, to empower all Leaders to feel that they are directing our future—not just the Executive Director, Board, staff or ADCs—but all of us together
Cohesiveness and that all Leaders will feel valued.
that Leaders will sit in similar meetings all over the world
a huge discussion among all Leaders where people willingly participate
increase our influence and respect in communities
That LLL will continue to thrive and grow and be there for our children’s children
That mothers worldwide know you can turn to LLL for support in mothering and the inherent wisdom found in breastfeeding
That Leaders will feel supported by each other
That LAD can loosen up – maybe even let Groups accredit their own Leaders with input from LAD
that the energy and excitement I saw and felt from everyone will continue for us all as we return home
Pleasure in my job at all times
many inspired and active Leaders so we can do more to help mothers and babies
that we no longer have to focus on the financial aspect and we can spend all our energies on mothers and babies
I hope LLLI will begin aggressively seeking and winning grant money!
to inspire others to make connections and gather together to learn
that we will model so well that others will be excited to join in
Hope to continue to nurture the new talent (seedlings) that have become Leaders in my Area
Area and Leader numbers continue to grow
that LLL continues to focus on mothers and babies and moves away from structure and rules
enough money to gather the community early and often – can’t do all this via email
Leaders all over the world will have access/opportunity to participate in discussions like this one. Everyone would benefit from working this way.
TV ads, radio ads, billboards
I plan to include Area Leaders in decision making and Area activities, bottom-up, not top-down
I hope I am able to impart info on creating a distributed system on a variety of levels
See the changes in LLL soar!