WikiCED Presentation Workshop: Difference between revisions

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[[WikiCED cue sheet]]
 
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== Affinity Team Project Summaries Related to Change ==
== Affinity Team Project Summaries Related to Change ==
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CLEO'S CHANGE SUMMARY
SUMMARY:
Project Part I from Frances Ravensbergen’s class. Project was about organizing an event to influence
systemic change. I did an analysis paper on a project already completed, about an event that was
organized as a Forum.
The title was the Aboriginal Health and Human Resources (AHHRI): Innovative Employment and Learning
Practices, Western and Northern Forum held in Regina, Saskatchewan in the spring of 2006. This forum
was to promote Aboriginal employment in the health care sector, as well to bring together
stakeholders from the health care sector, employers, educators, unions, Aboriginal organizations and
the three levels of government.
The forum was a first of its kind in Canada and provided the opportunity for Saskatchewan and other
jurisdictions to highlight some promising practices on Aboriginal health human resources. It became
evident through the course of the forum that Saskatchewan has taken a lead to implement initiatives
that enhance and support a representative workforce. Additionally, it is significant to note that
although they had many successes, Saskatchewan’s health sector is still not reflective of the general
population; there remains work to be done in the workforce.
CHALLENGE:
In order to influence change it is important to ensure you have the right people that have authority
to make decisions and the responsibility in their area of work. One of our offices goals was to
influence change in the broader labour market system of supply and demand. To do this you need the
right people, in the right place, at the right time.
WHY  CHALLENGE?:
This type of work requires stability, in order for people to evaluate and follow-up with changes in
the system, or changes in behaviours and attitudes. Involvement through community activism and
engagement for purposes of influencing change, these processes of networks, alliances, partnerships
and campaigns take investment of time and persistence. Systemic change does not happen overnight. It
takes continuous monitoring and effort over a long period of time, sometimes over many years.
(Cornwall, 2008) “...from involvement to influence, these processes take investment of time and
persistence”.
This is very difficult to continue follow-up when there is inconsistencies with people in the
positions you need to deal with to pursue your work in this area. People change careers, move on to
other job opportunities, or new political parties get elected and mandates and agenda’s change. This
is where I think the formal partnership agreements or MOU’s would be helpful, so when you need to do
follow-up you can fall back on the previous agreements to initiate working together in partnership.


== Schedule ==
== Schedule ==

Latest revision as of 03:42, 24 November 2010

Introducing change into an organization as an individual with no top-down power 

 Take a Guided tour.
 MinutesDeveloperPresenter
WikiCED presentation intro5WikiCED groupKatherine
Kiwi CED5
30		WikiCED group
Katherine
Philip
Janet
Cleo		WikiCED group
Katherine
Philip
WikiCED presentation history5PhilipPhilip
WikiCED presentation scene 15JanetWikiCED group
WikiCED presentation scene 25CleoWikiCED group
WikiCED presentation scene 35KatherineWikiCED group
WikiCED presentation Q&A30PhilipWikiCED group
WikiCED presentation wiki overview5DavidMDavid

WikiCED cue sheet


Affinity Team Project Summaries Related to Change

Janet's change summary, Marie-Christine Gélinas change summary

CLEO'S CHANGE SUMMARY

SUMMARY:


Project Part I from Frances Ravensbergen’s class. Project was about organizing an event to influence 

systemic change. I did an analysis paper on a project already completed, about an event that was

organized as a Forum.


The title was the Aboriginal Health and Human Resources (AHHRI): Innovative Employment and Learning

Practices, Western and Northern Forum held in Regina, Saskatchewan in the spring of 2006. This forum 

was to promote Aboriginal employment in the health care sector, as well to bring together

stakeholders from the health care sector, employers, educators, unions, Aboriginal organizations and

the three levels of government.


The forum was a first of its kind in Canada and provided the opportunity for Saskatchewan and other

jurisdictions to highlight some promising practices on Aboriginal health human resources. It became 

evident through the course of the forum that Saskatchewan has taken a lead to implement initiatives

that enhance and support a representative workforce. Additionally, it is significant to note that

although they had many successes, Saskatchewan’s health sector is still not reflective of the general 

population; there remains work to be done in the workforce.


CHALLENGE:


In order to influence change it is important to ensure you have the right people that have authority 

to make decisions and the responsibility in their area of work. One of our offices goals was to

influence change in the broader labour market system of supply and demand. To do this you need the

right people, in the right place, at the right time.


WHY CHALLENGE?:


This type of work requires stability, in order for people to evaluate and follow-up with changes in

the system, or changes in behaviours and attitudes. Involvement through community activism and

engagement for purposes of influencing change, these processes of networks, alliances, partnerships

and campaigns take investment of time and persistence. Systemic change does not happen overnight. It 

takes continuous monitoring and effort over a long period of time, sometimes over many years.

(Cornwall, 2008) “...from involvement to influence, these processes take investment of time and

persistence”.


This is very difficult to continue follow-up when there is inconsistencies with people in the

positions you need to deal with to pursue your work in this area. People change careers, move on to

other job opportunities, or new political parties get elected and mandates and agenda’s change. This 

is where I think the formal partnership agreements or MOU’s would be helpful, so when you need to do

follow-up you can fall back on the previous agreements to initiate working together in partnership.

Schedule

  • By July 24, 2009 - Fri. all revisions, tasks completed
  • Aug. 11, 2009 - Tues.6 pm. meeting, rehearsal, run through etc. at Concordia U. library or 2nd Cup on de Maisonneuve & MacKay with team minus Cleo
  • Aug. 13, 2009 - Thurs. 6 pm. final meeting, rehearsal, run through etc. at Concordia U. library or 2nd Cup on de Maisonneuve & MacKay with all of team
  • By June 26, 2009 - first draft of skits and commentary.
  • By July 10, 2009 - First run through of complete piece
  • Presentation due July 17, 2009
  • By July 17, 2009 - Fri. at 5 pm, after class practice, meeting, rehearsal of final draft of skits and commentary. Meet with Eric as group to propose wiki as our paper.
  • By Aug 15, 2009 - presentation and paper completed and submitted

Word doc with task outline

Todo

Group

  • examples of introduced and potential change
  • pictures: Cleo, David, Janet, Katherine, Marie-Christine, Philip
  • Aug 11 1800h Review meeting
  • Aug 13 1830 Final review (Philip to book room)
  • One page summary of individual challenges

Individual

  • Marie-Christine - extract points about creating change from bibliography, characteristics of characters, send in photo, send in one page summary, read scene 1-3 and ensure unity
  • David -Wiki Manual, creating cartoon image
  • Janet - Fix scene 1, write up summary of meeting,send out warnings and remainders for deadlines, send in one page summary
  • Cleo - Fix scene 2, add to bibliography, send photo, send one page summary
  • Katherine - Shorten scene 3, write intro and send to team, send photo, send one page summary
  • Phillip-write history of change and resistance, send in one page summary or whole essay, send in photo, reserve library for 2 meeting dates, write brief summary of AI, read presentation to ensure an Appreciative approach

Pictures

Manual

David - First pass

Marie-Christine - add bibliography detail

Philip - Add appreciative inquiry - "what do you want more of" - tell the best experience story, reflect on the experience

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