distributed professional learning opportunity

Distributed Professional Learning Opportunity

Developed by ERLC/ARPDC as a result of a grant from Alberta Education to support

implementation

Seven Qualities of High Performing Groups

with Lipton Lipton, Ed.DCo-Director, MiraVia, LLC

Maintain a clear focus

Explore:

Coordination vs. Collaboration

Seven Qualities

Implications and Applications

Coordination

Collaboration

Collaboration

Collaboration

Collaboration

Collaboration

Collaboration

Together let’s . . .

Create a definition of collaboration

Take 2 minutes

from Late Latin collabōrāre, from Latin com- together + labōrāre to work

to work jointly with others, to co-labor

To collaborate

A mutually beneficial relationship between two or more parties who work toward common goals by sharing responsibility, authority, and accountability for achieving results. David Chrislip & Carl Larson Collaborative Leadership

To collaborate

A process through which parties who see different aspects of a problem can constructively explore their differences and search for solutions

that go beyond their own limited vision of what is possible. Barbara Gray Collaborating: Finding Common Ground for Multiparty Problems

To collaborate

Collaboration

Collaboration?

Seven Qualities of High Performing Groups

High Performing Groups

Maintain a clear focus

Maintain a clear focus

Clear and measurable goals

Maintain a clear focus

Clear and measurable goals

Hold long-term vision

Maintain a clear focus

Clear and measurable goals

Hold long-term vision

Minimize distractions

High Performing Groups

Embrace a spirit of inquiry

Embrace a spirit of inquiry

Ask genuine questions

Embrace a spirit of inquiry

Ask genuine questions

Avoid quick conclusions

Embrace a spirit of inquiry

Ask genuine questions

Avoid quick conclusions

Develop novel solutions

Breakout:

Discuss the questions that follow

Maintain a clear focus

In what ways do we . . . ?

Embrace a spirit of inquiry• Given your group’s target goals, think about some “what if’s?”, “why not’s?” and other novel questions that might support your work.

• Are your group’s mission and goals clear to all?

• What are some things that keep your group focused?

• What are some ways you handle distractions?

Put data at the center

High Performing Groups

Put Data at the Center

Data focus conversations

Put Data at the Center

Data focus conversations

Formative & summative

Put Data at the Center

Data focus conversations

Formative & summative

Data drive all decisions

High Performing Groups

Honor commitments

Honor Commitments

Identity as group member

Honor Commitments

Identity as group member

Melding of individual agendas

Honor Commitments

Identity as group member

Melding of individual agendas

Willingness to lead

Breakout:

Discuss the questions that follow

Put data at the center

In what ways do we . . . ?

Honor commitments

• What are some data sources tapped by your group?

• How is data used to focus your conversations; inform your progress?

• What is most important to your group?• How are priorities selected and maintained?

High Performing Groups

Cultivate Relational Trust

Cultivate Relational Trust

Presume positive intentions

Cultivate Relational Trust

Presume positive intentions

Congruence

Cultivate Relational Trust

Presume positive intentions

Congruence

Communication

Seek Equity

High Performing Groups

Seek Equity

Balance participation

Seek Equity

Balance participation

Psychological safety

Seek Equity

Balance participation

Psychological safety

Cognitive conflict

Assume collective responsibility

High Performing Groups

Assume Collective Responsibility

Accountability: From Old French, acunter, accomputare To count up, to reckon.Answerable

Assume Collective Responsibility

Accountability: From Old French, acunter, accomputare To count up, to reckon.Answerable

Responsibility: From Latin. Respondere, to respond, obligation.A duty, an obligation, to promise in return, Capable of making moral or rational decisions on one’s own and therefore answerable for one’s behavior.

Breakout:

Discuss the questions that follow

Cultivate relational trust

Seek equity

Assume collective responsibility

In what ways do we . . . ?

• How would you rate relational trust in your group (on a scale of 1-10)?

• How balanced are your groups?• What voices are represented? What other resources might be important to recruit?

• Share some aspect of your group work that requires and engages ALL

members?

The strength of the team is each individual member. The strength of each member is the team. Phil Jackson

Powerful Collaboratives

Thank you

Next webinars:

• Dec 12 Mapping Backwards 12-1 pm

• Jan 30 Structuring for Success 12-1 pm