Working dynamics, social tools and networkweaving

1. Liberating Structures
+
Networkweaving
Octubre 2019
Henri Lipmanowicz and Keith McCandless
June Holley/Community/Independent consultants

2. 1st. It is an honour and a privilege.
Octubre 2019

3. Ground Rules for this session:
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4. Agenda for facilitators (LS + NW)
Icebreaker 15 min Facilitator helps people to
know/connect eachother with an
icebreaker
Facilitator explaining in an open room
facilitation for 15 min (All room)
Why liberating structures? 5 min Facilitator explain a short thesis 5 min (All room)
Why liberating structures?
1-2-4-All
10 min All talks and discuss about a
subject using LS guided by
facilitator
1 min alone (All room)
3 min pairing (Splitting 2)
3 min (Splitting 4)
3 min (room for all)
Social tools with Liberating
structures
5 min Facilitator explain a short thesis 5 min (All room)
Social tools with Liberating
structures
Impromptu Network
15 min All talk and discuss about a subject
using LS guided by facilitator
Facilitator explaining in an open room
facilitation for 15 min
Heard, Seen, Respected 20 min LS - All 10 min (Splitting groups of 3)
Ideas & Insights 5 min Facilitator 5 min (All room)
Troika consulting 10 min LS - All 10 min (Splitting groups of 3)
Closing 2-3 min LS - All 2-3 min

5. Agenda (LS + NW)
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6. Why my interest in talking about this?
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Formal /Informal Networks,
Ecosystems & Business
units.
VS
Silos & titanic companies.
Competing
Customer segments
Perhaps our sizing orgs
could disappear as we know
it....

7. Nothing evolves or survives on its own.
Life co-evolves through relationships and
networks, following simple rules of
organization and communication.
Kevin Kelly

8. Introduce yourself explaining to the
group what kind of leader in a
are you?

9. Nothing Increase awareness of networks
than developing a
network map
Leaders don’t purposely demotivate employees o
They don’t want to discourage
cooperation.
they see no other choice.

10. Network weaving
Relationship
Network
How we connect people and
build trust?
Intentional
Network
How we engage people and
focus on an opportunity?
Action
Network
How we may encourage
people?
Support
Network
How we restructure resources?

11. Control as we sought it is impossible.
All the systems are open, all the
system are self organizing. If true -
control as we sought it is impossible.
Management as we have practiced it
is questionable'
Harrison Owen

12. YOU
Changing a system also starts with
changing myself.

13. YOU
Power appeals to that which uplifts, dignifies, and ennobles.
Force must always be justified, whereas power requires no
justification.

14. YOU
"When we cheer the spirit of the true athlete, what we applaud is
a demonstration of all the significances the word “spirit” entails
for us: courage, tenacity, commitment, alignment with
principle, demonstration of excellence, honor, respect, and
humility. To inspire implies filling with spirit; dispirited means
dejected, hopeless, defeated."

15. ‘Value would come only
when you have practiced
the methods and learned
from them’.
Know-how is an art

16. YOU NEVER CHANGE THINGS BY
FIGHTING REALITY. TO CHANGE
SOMETHING, BUILD A NEW MODEL
THAT MAKES THE EXISTING MODEL
OBSOLETE.
Have you tried to push a change?

17. Liberating Structures:
First Second
But you must have a clear purpose that gives you
POWER and engagement.

18. difficult small group excessively
complex larger groups
Why?

19. Transforming the working dynamics and relationship
in the silos.
How may fit working dynamics
with Network-weaving?
This session:
● Beliefs
● Deep listening
● Guiding others
Workplace dynamics involve the relationships of the workplace, including
organizational, team and personal relationships.

20. Individual solutions to shared problems create a
modern tragedy of the commons.
Shared problems VS
individual solutions?
Jörg Gross1,* and Carsten K.W. De Dreu1,2
ScienceAdvances

21. not finish with individual leaders
beliefs, conduct, ways of handling
people and help others understand
strategies

22. As a Network Leader, how can you change a social belief and
help people understand a strategy in an org/system?
1-2-4-ALL
Split’s group sequence & timebox:
Room for all (1 min)
Split in 2 (4 min)
All room (1 min)
Split in 4 (6 min)
Room for all (5 min)

23. dynamic entity
As a Network Leader, how can you change a social belief and
help people understand a strategy in an org/system?

24. Throughput
interactions
Facilitator
Facilitator
LS + NW
As a Network Leader, how can you change a social belief and
help people understand a strategy in an org/system?

25. Throughput
interactions
Facilitator
LS + NW
‘Entirely new ideas are more likely to emerge from the vastly larger
number of interactions and discussions’.
Facilitator

26. Liberating Structures
Strategy
INTANGIBLE MACROSTRUCTURESTANGIBLE MACROSTRUCTURES
Org structure
Policies & procedures Incentives
Business Processes Authority
Office building School
Hospitals Shop
Factory
Can we help orgs co-design these?

27. Presentation Managed
discussion
Status report
Open discussion
Brainstorm Liberating
structures
Board room Classroom
Meeting room Restaurants
Office
Liberating Structures
INTANGIBLE MICROSTRUCTURESTANGIBLE MICROSTRUCTURES
Can we help orgs co-design these?

28. Network Design
Macrostructures
Design?
Microstructures
Design?

29. ¿How our offices are built can make a condition for our
interactions?

30. ¿How our rooms are set can make a condition for our
interactions?

31. How formal structures condition us?
Formal VS Informal
structures

32. ¿How agenda & seating arrangement can make a condition of our
interactions?
Some structural elements

33. ‘By definition, full engagement means that
everybody plays an active and unrestrained
role in contributing ideas, discussing
options, and shaping next steps’.

34. Network weaving
Relationship
Network
Connecting people
Building trust
Bringing new people to the Network
Intentional
Network
Focus on an opportunity
Engaging people to develop
strategies
Action Network Encourage people to take initiatives
Clustering people
Fostering collaboration
Support Network Setting up communications and
platform
Restructure resources
Evaluation & reflexion
Support Network weavers

35. Network weaving
Relationship
Network
How we connect people and
build trust?
Intentional
Network
How we engage people and
focus on an opportunity?
Action
Network
How we may encourage
people?
Support
Network
How we restructure resources?

36. How may we train new facilitator leaders?
● Connector Catalyst
Connects people or close
triangles (common interest)
● Self-Organized
Project Coordinator
Helps with self-organized
projects
● Network
Guardian
Communication, support, training, helping with
resources
● Network
Facilitator
Help convene people to set up a focused network
Leadership
‘Every civilization or system is characterized by native principles. If the
principles of a civilization are noble, it succeeds; if they are selfish, it fails.’

37. Social tools.

38. Liberating Structures:

39. Liberating Structures:

40. Liberating structures constantly create a big variety of small spaces that make it easy for
people to speak up and interact safely with each other, and to discover how they not
only can work more effectively together but also help each other.
Microstructures enable and constrain.

41. Strings
String: 9 Whys, Critical Uncertainties, 25/10 Crowd Sourcing, Ecocycle, WINFY

42. Strings
EG (Each string attacks different contexts) :
TRIZ + 1-2-4-All + 15% Solutions + Troika consulting
Nine Whys + 1-2-4-All + 15% Solutions + Troika Consulting
Drawing together + 1-2-4-All + 15% Solutions + Troika
Consulting
User Experience Fishbowl + 1-2-4-All + Wicked Questions
Some liberating structures to improve relations such as following string:
Generative Relationships, Ecocycle, What I need From You

43. HSR (Heard, Seen, Respected)
Practice Deeper Listening and Empathy with Colleagues.
Without trying to fix anything or make any judgments
Tell a story to your partner about a time when they felt that they were not heard, seen, or
respected.
Avoid any interruptions other than asking questions like “What else?” or “What happened
next?”
Split’s group sequence & timebox:
-Split in Pairs (10 min)
-Room for all (1 min)
-Split in group of 4 (5 min)
-Room for all (1 min)

44. This is a simple and effective way to extend coaching support for individuals beyond
formal reporting relationships.
Without trying to fix anything or make any judgments
(1 client and 2 consultant)
Ask your client “What is your challenge?”, once your client explain you, ask them more
questions to explore their goal (Clarifying questions).
Avoid any interruptions other than asking questions like “What else?” or “What happened
next?”
As a client make your notes from the most inspiring & valuable questions
Split’s group sequence & timebox:
-Split in group of 3 (15 min)
-Room for all (5 min)
Troika consulting

45. IF KNOWLEDGE IS POWER,WHAT IS CONNECTED
KNOWLEDGE?
Valdis Krebs

46. The true is only a reference.

47. Keep practicing your
understanding.
uaguila81@gmail.com
Ulises S. Aguila Ledezma