Facilitating Virtual Collaboration

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Facilitating Virtual Collaboration

Keble College Oxford

September 18, 2009, 9.00-17.00

Virtual collaboration tools have mushroomed and matured at the same time. There are thousands of tools and platforms such as online conference systems, blogs, wikis, chat rooms, forums, social networks, social bookmarking sites, files sharing, etc., which allow small and big groups to work together for a common goal. Many profit and non-profit organizations are using such tools for communication and collaboration with their internal and external stakeholders. In the future, most workshops, seminars, conferences will have a virtual component. Other events will be entirely online. Besides real-time events, the demand for facilitation of asynchronous processes of organizational development is high.

We offer you a practice oriented seminar to upgrade your skills for navigation and communication in the virtual world.

Objectives:
The participants, upon finishing the session, will be able to

• ...understand the importance of social media for transformative change
• ...apply different social media tools in their own work
• ...create meaningful content on the web
• ...linking up to different social networks on the Web
• ...initiate change processes by using social media
• ...apply different social media tools in their own work as change facilitators

Workshop Agenda:

• Web 2.0: How social media are changing the world (presentation)
• Exercise: Exploring the world of social media (small groups)
• The how and what of blogging (hands on learning)
• Creating meaningful content: working with videos, podcasts, slideshows, mindmaps and other interactive Web media (hand on learning)
• Creating social networks that move people to action (hands on learning)
  
• Microblogging: creating a world brain (interactive exercise)
• How to broaden virtual facilitation and networking skills for change processes (group discussion)

Trainers:
Holger Nauheimer and Sofia Bustamante (Radical Inclusion)

Participation Fee: £ 350
Early registration fee (ends July 15, 2009): £ 280

Register here.
Please contact holger@change-facilitation.org for more information.

Collective Intelligence

If you have 30 minutes of your precious time and want to use it for learning, I recommend to watch this video of Jean-François Noubel, speaking at the Global Human Resources forum, Seoul, South Korea, Oct. 2007 on collective intelligence, and 21st century organizations:

Introduction to Collective Intelligence from TheTransitioner on Vimeo.

Tweetup Report: The Change Journey

This is the main thread of our 10-tweets training workshop of June 3 on THE CHANGE JOURNEY. We discussed along the lines of some statements I made around change and collaboration. The entire experiment took about one our and can be followed up at TweetGrid. Click on the embedded links to get more information on the background of my statements.

hnauheimer No time for change management: Predicting the economy is more difficult than forecasting weather http://bit.ly/k5e79

lucy2shoes: @hnauheimer experience as enemy of rapid change reminds me of Otto Scharmer on hyper complexity, patterns of the past no longer useful

lucy2shoes: RT @hnauheimer: alternative to change management is tapping the sources of innovation. http://tinyurl.com/qhsv9t

hnauheimer Change happens whether welcomed or not. "In times of rapid change, experience could be your worst
enemy.” J. Paul Getty

hnauheimer RT @StephenRCovey We do not see the world as it is; we see the world as we are. Furthermore, our head creates our world

carlplant: @hnauheimer yes and also the questions we ask ourselves or others governs how we describe the world around us, problem vs solution focused!

arnoldbeekes: @hnauheimer new thinking also requires the changing of old beliefs

hnauheimer Change is a mental construct. Organizations need new thinking, co-created in a dialogue:

johankjork: @hnauheimer love this video!! thats how we work with change management radical involvement and inclusion in the future!

arnoldbeekes: The book The Iconoclast talks about new experiences/environment which is needed for a new perspective

hnauheimer “If you’re looking for a role model in a complex world, you could do worse than to imitate a bee” http://bit.ly/hTTEM

cj76530: @hnauheimer either imitate a bee … or investigate the tao te ching for ideas http://taooftheday.com/

hnauheimer Widen the circle of involvement as much as possible: Connect people to the content and to each other @rtvc_wks

hnauheimer Create encounters where the new thinking may happen (radical inclusion), in physical/virtual spaces http://bit.ly/mSCls

TheTransitioner: Reading conclusions of the real time virtual conference of may 9. @hnauheimer. ?rtvc. http://is.gd/NkGW Great use of tools. Want to play!

hnauheimer All people have purposes, concerns, circumstances. Being appreciated, they will collaborate: http://bit.ly/Nxvrh

Maria_G: @hnauheimer If you help others see the "win" for themselves, they stop resisting the change.

lucy2shoes: appreciate each other's intentions, efforts, strengths, engagement .. .. what else?

hnauheimer New leaders embrace self-organization, nurture emergence & increase the system’s requisite variety
http://bit.ly/16P0DS


hnauheimer In 21^st century organizations, people need a new consciousness to serve as leaders as well as supporters
(@jascharohr)

lucy2shoes: @hnauheimer leaders need new collaboration skills too, institutuional sharing of knowledge and ideas as a resource.

TheTransitioner: @Balanor Agree what you say on emergence. the context is balance inside organizations. Following the conversation on#cj01

sheriherndon: Love this question - RT @thetransitioner What is the right balance in between emergence and structure?