I have worked with organizations that were too busy and not yet willing to
devote 'real' resources to this work. The most successful approach I saw
used was to start it out easily. Introduce the idea at some regualrly
scheduled company wide or department meeting. Explain the purpose and that
you are beginning to gather data from which to shape more specific
dialogues.
We used large print paper posted in a public area with some key headings
or questions which people made notes on or answered as the spirit moved
them. Graffitti data gathering.
One of the reasons this approach worked to help start the energy for the
effort was that the values and principles questions were framed in
operational terms. (asking questions about values in action, not
espoused.) i.e. "What have you seen us say and do that shows what we
value?" What values and principles do we want to carry into the next
century?" "What will we be saying and doing that would show that we
support those values?"
These public notepads were seeded with examples that had come from a
couple of focus groups.
Follow up was in the form of noontime dialogue sessions open to all, and
then, system wide action planning by a representative team.
I tend to agree with busy people. Values and principles discussions stay
too foggy for most folks to get a sense of what they personally must do
(or stop doing) to help the desired changes get a foothold. I like the
focus to be on personal responsibility and simple actions. Especially with
an organization of 60 folks.
Fran (fjalex@aol.com)
[Host Note: Fran Alex, I believe. Please sign msgs with full name
and email address! ...Rick]
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