Lawrence Lessig has noticed a very important practice that is emerging from the #occupy movement. It is the principle and the practice of non-contradiction: In this movement, we need a similar strategy. Of course a commitment to non-violence. But also a commitment to non-contradiction: We need to build and define this movement not by contradicting the loudest and clearest anger on the Right, but instead, by finding the common ground in our demands for reform. This is a a very useful contribution to the tools that are emerging from the #occupy movement. It is edgy because in traditional social activism …
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It’s been a week since I was in New York City visiting the camp in Zuccotti Park (renamed Liberty Park) where the Occupy Wall Street movement was in full swing. I was struck mostly by their process, but also by the earnest and deliberate attention that these people, young and old are giving to the chance they have to open discourse on the big issues of wealth disparity and social equity in America. When I was there earlier in the week they were engaging in a participatory process to create their demands. It was as much about defining why they …
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Leaving New York today. It has been an incredible four days here working with my good friends Kelly McGowan and Tuesday Ryan-Hart and Lex Schroeder, Aniestla Rugama, Alissa Schwartz, and Aswad Foster. We were running a workshop called the Art of Social Justice in which we were investigating the intersection of participatory process and social justice work. Over three days we explored a framework that Tuesday has developed and investigated with Kelly for the past year. The framework includes and transcends the gifts and drawbacks of traditional social justice frameworks and of what we know about participatory process. Tuesday is …
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A great insight from Johnnie Moore on learning facilitation: I’ve done quite a bit of facilitation training this year, loads of it with Viv. We’ve pushed to get the sponsors to accept less emphasis on learning lots of techniques and tips in favour of lots of activities where participants try stuff out. One area where we play around a lot is the “difficult people” situation. We resist offering standard tricks for this. So we don’t offer formulaic models for managing difficult people, however comprehensively researched. Instead, we ask people to recall or imagine their encounters with the inevitable impossible participant …
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From an interview with my dear friend Peggy Holman on enhancing creative leadership: Q: What is one practice that people could start applying today to bring more creativity into their work or their business ”¨organization? Holman: If I were to pick on practice that is simple to apply and powerful in its affect, I’d say: welcome disturbance by asking questions of possibility. Creativity often shows up in a cloak of disruption. It makes sense when you stop and think about it. If there were no disruption, there’d be no reason for change. And change opens the door to creativity. Great …