Collaborative Engagement

iCentro

Organizational Performance, Learning and Evaluation

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Collaborative Engagement

"Project management without support for change and the inevitable transition from the old to the new, misses the point. Igniting passion in the hearts and minds of your people sparks a new energy for learning, collaboration and growth." - Randy Fisher 17:15, 3 November 2010 (UTC)

Collaborative Engagement + Dialogue, Relationship-Building & Model-the-Way	An approach incorporating Organization Development / Change Management and applies open-source software development practices (i.e., iterative design and rapid prototyping) to engage stakeholders in a continuous and dynamic cycle of collaboration. Dialogue, participatory action learning and stakeholder/partner feedback builds valuable relationships, and creates readiness for adoption and use. Collaborative Engagement is a pattern template for scalable and sustainable stakeholder engagement.
Social Media + Complex, Self-Organizing Behaviour / Ecosystems	Wayne Wouters, Canada’s Clerk of the Privacy Council recommends that public servants make greater use of social media and collaborative technologies to share information and knowledge, to better serve Canadians. Web 2.0 / social media and collaborative technologies offer a dynamic, complex and rich environment for developing new skills and demonstrating leadership and innovation. If well-designed, they can support people where they’re at, and encourage knowledge-sharing and best practices between peers, branches and departments in the NCR and in the regions.  As people adapt to new ways of working, senior managers can anticipate behavioural patterns, team dynamics and organizational impacts. This workshop is a powerful opportunity to learn and understand the different dynamics at work.
Organization Change / Transition & Culture + Motivation, Trust, Performance & Innovation	As public service leaders and managers make greater use of social media & collaborative technologies there are significant opportunities and challenges particularly for hierarchical organizations. As people move from one system/way of doing things to another there is an urgent need to address user motivation, fear, anxiety and resistance to change throughout the cultural shift lifecycle. Stakeholders need to be change-ready and understand ‘what’s in it for me”; how to use the new technologies; their role and how they ‘fit’ into the process – if the benefits of a new technology are to be realized.
1. Needs Analysis, Risk Management; Strategy & Alignment	Client-Partner Engagement & Stakeholder Engagement to identify business requirements and workflow processes and project/team desired results. A Needs Analysis is an effective starting point for understanding organization culture; managing risk; and developing a solid foundation for key strategies and alignments to support individual ‘buy-in’ and ownership, and future community growth and sustainability.
2. Workshop Planning & Customization	Based on Needs Analysis, training workshop is planned and customized. This also includes the design and initial development of an online collaborative space (i.e., a wiki).
3. Workshop Delivery / Learn-by-Doing	Workshop delivery using face-to-face and/or e-learning formats. Content includes how teams function effectively in online collaborative spaces; people and technology dynamics; and practical, hands-on experiential learning with social media and collaborative technologies.
4. Community Management & Support: Facilitation, Coaching, Mentoring, Training, E-Learning, Train-the-Trainer	As the project team moves towards achieving its goals and/or increases the size of its team / number of projects, it requires ongoing support to continuously engage members as a 'community of shared interest' in an online collaborative and social learning space.
Peer Learning Community (3-Os)	In the Collaborative Engagement methodology, a project team is also a peer learning community. We incorporate opportunities for action learning and information-sharing based on the 3Os – “Online, Onsite, Ongoing”. This supports individual and community growth, performance and innovation; peer leadership and recognition; and technology use and adoption.
Results: Communications, Monitoring & Evaluation, Reporting, Mobilization, Recognition	An integrated action learning and communications approach supports and leverages information- and knowledge-sharing to stakeholders (i.e., from the top, from the grassroots and peer-to-peer) to support individual ‘buy-in’ and ownership and growth of the learning community. Peer recognition, monitoring and evaluation and reporting are essential ingredients for success, adoption and use.
Enablers	Web 2.0 / social media and collaborative technologies are important enablers to support cultural change and new ways of working together. An experience of success with new technologies builds user confidence and motivation, and readiness to embrace greater adoption and peer collaboration.