WikiCED presentation scene 3: Difference between revisions

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     * Bureaucrat Bev: Katherine
     * Bureaucrat Bev: Katherine
     * Anti-tech Arnie: David
     * Anti-tech Arnie: David
    * Social Enthusiast Cindy: Cleo
     * Busy Betty Bee: Marie-Christine
     * Busy Betty Bee: Marie-Christine
     * Whiny Negate No No Nancy: Kathleen
     * Whiny Negate No No Nancy: Cleo
     * Iron-fisted RARRRR Thor: Philip enter notes here -->
     * Iron-fisted RARRRR Thor: Philip


''Intro. music: theme from the Twilight Zone''
''Lessons Learned''


'''Narrator'''
What you’ve just seen is a demonstration of the challenges that individuals can face when trying to introduce change. We've used kiwi (aka: Wiki, as the vehicle to show that organizational culture, behavior, or mindset (perceptions) are each part of the process that require an individual consider when introducing change.


What you’ve just witnessed is a bizarre twist in the human species ability to understand and go through the change process. Back in the years when kiwi was in its infancy, it was a little-known tool that was underutilized by mankind at that time, especially in the non-profit and academic sectors.  
While we've used humor as an approach to introducing  change, there are a multitude of other tools that can be applied such as Appreciative Inquiry, workshops, story-telling, manuals, technology, etc. Engaging people through a variety of methods is an important precursor that can lead to "buy-in", and adaption to  and adoption of change.


In the mid 2000’s there was a strong culture advocating for the use of kiwis  yet ironically change in the non-profit and academic sectors would only occur where there existed an  individual  who not only championed the use of kiwis but had the ability to persuade others to believe in the benefit of kiwis.
Individuals who want to introduce or lead change in organizations are key agents who should have the ability to connect people to their specific requirements; similar to those that we saw within the puzzle-piecing portion of this presentation and must be committed to working with people during each developmental phase.


The culture of the mid 2000’s produced individuals who were extraordinarily patient with introducing kiwi; most especially in the academic sector. It should be noted that one of the pioneers in the academic sector, Eric Shragge, who, while he epitomized change process of the mid-to-late 1900’s, was in fact instrumental in supporting his students who undertook the further advancement of kiwis.


Change –at that time also required change agents with the concrete ability to connect people within different sectors to their specific requirements; similar to those that we saw within the puzzle-piecing portion of this presentation. More importantly, change agents were required to work with people during the developmental phases of kiwis.
''Where are they now?-''


''Narrator stops and focus is shifted [back in time] to the original kiwi group
Innovator Irene (Janet) went on to invent more conventions for kiwis and founded an organization that trains thousands on the proper use of kiwi conventions. Her success led to a number 1 best seller “Kiwi and Community Organizing” that was featured on the Oprah show.
Collective group is discussing the advantages of adopting technology i.e.: transparency, re-usable data and constant access to latest knowledge.''
 
'''Narrator continues'''
 
Today of course we are a different generation; one that collaborates more efficiently through the many technological advancements –many of which may not have occurred without the commitment and dedication of the CED affinity group actors.
 
''Where are they now?''
 
Innovator Irene (Janet) went on to invent more conventions for kiwis and ultimately founded an organization that trained thousands on the proper use of kiwi conventions. Her success led to a number 1 best seller “Kiwi and Community Organizing” that was featured on the Oprah show.


Bureaucrat Bev (Katherine) went on to create the Bureaucratic Center for Centering Bureaucracy, which increased efficiency by allowing them to organize and access information with themselves and the public, making everyone in the world a bureaucrat.
Bureaucrat Bev (Katherine) went on to create the Bureaucratic Center for Centering Bureaucracy, which increased efficiency by allowing them to organize and access information with themselves and the public, making everyone in the world a bureaucrat.
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Iron-fisted RARRRR Thor (Philip) developed REBOOT a boot-camp style initiative funded by the federal government whose aim is to re-educate the general population to the effective means of organizing, data-collection, and information sharing. Iron-fisted Thor obtained special funding that is currently piloting a Blue-Chip Insertion program aimed at ensuring that people do things “his way or the highway!”
Iron-fisted RARRRR Thor (Philip) developed REBOOT a boot-camp style initiative funded by the federal government whose aim is to re-educate the general population to the effective means of organizing, data-collection, and information sharing. Iron-fisted Thor obtained special funding that is currently piloting a Blue-Chip Insertion program aimed at ensuring that people do things “his way or the highway!”
Social Enthusiast Cindy [Cleo] pursued a Masters in Appreciative Inquiry and wrote her doctoral thesis on the use of kiwis. Social Enthusiast Cindy became a key change agent when she subsequently married Iron-fisted Thor.


Whiny Negate No No Nancy [Kathleen?] had a difficult time understanding the change in her CED classmates. She cried herself to sleep every night for six months until she finally sought help. She was hospitalized in a private hospital where she received experimental treatment through the Blue-Chip Insertion Program.
Whiny Negate No No Nancy [Kathleen?] had a difficult time understanding the change in her CED classmates. She cried herself to sleep every night for six months until she finally sought help. She was hospitalized in a private hospital where she received experimental treatment through the Blue-Chip Insertion Program.

Revision as of 16:55, 21 July 2009

Scene 3

  • Lessons learned - concretely relate the findings in our research and real-life projects to the skits.

Characters

   * Innovator Irene: Janet
   * Bureaucrat Bev: Katherine
   * Anti-tech Arnie: David
   * Busy Betty Bee: Marie-Christine
   * Whiny Negate No No Nancy: Cleo
   * Iron-fisted RARRRR Thor: Philip

Lessons Learned

What you’ve just seen is a demonstration of the challenges that individuals can face when trying to introduce change. We've used kiwi (aka: Wiki, as the vehicle to show that organizational culture, behavior, or mindset (perceptions) are each part of the process that require an individual consider when introducing change.

While we've used humor as an approach to introducing change, there are a multitude of other tools that can be applied such as Appreciative Inquiry, workshops, story-telling, manuals, technology, etc. Engaging people through a variety of methods is an important precursor that can lead to "buy-in", and adaption to and adoption of change.

Individuals who want to introduce or lead change in organizations are key agents who should have the ability to connect people to their specific requirements; similar to those that we saw within the puzzle-piecing portion of this presentation and must be committed to working with people during each developmental phase.


Where are they now?-

Innovator Irene (Janet) went on to invent more conventions for kiwis and founded an organization that trains thousands on the proper use of kiwi conventions. Her success led to a number 1 best seller “Kiwi and Community Organizing” that was featured on the Oprah show.

Bureaucrat Bev (Katherine) went on to create the Bureaucratic Center for Centering Bureaucracy, which increased efficiency by allowing them to organize and access information with themselves and the public, making everyone in the world a bureaucrat.

Anti-tech Arnie (David) is today the leader of the underground organization ACORN where members are committed to maintaining communication by fax. Of course this will prove an enormous challenge for the group since fax paper is no longer being produced. Anti-tech Arnie continues to eat burnt toast for breakfast.

Iron-fisted RARRRR Thor (Philip) developed REBOOT a boot-camp style initiative funded by the federal government whose aim is to re-educate the general population to the effective means of organizing, data-collection, and information sharing. Iron-fisted Thor obtained special funding that is currently piloting a Blue-Chip Insertion program aimed at ensuring that people do things “his way or the highway!”

Whiny Negate No No Nancy [Kathleen?] had a difficult time understanding the change in her CED classmates. She cried herself to sleep every night for six months until she finally sought help. She was hospitalized in a private hospital where she received experimental treatment through the Blue-Chip Insertion Program.

Busy Betty Bee [Marie-Christine] eagerly promoted the use of kiwis through her continued involvement in the CED affinity group and her community organizing. Eventually Busy Betty Bee helped to create other affinity groups both within the CED program at Concordia University as well as within the broader population. Busy Betty Bee hopes to create international affinity groups. She helped to edit Innovator Irene’s book on kiwis, she consults for Bureaucratic Bev’s agency, she also writes funding proposals for the Blue-Chip Program and she visits Whiny Negate No No Nancy every Tuesday morning between 5 and 5:30.


About

Developer: Katherine; Presenter: CDJKKMP group; Minutes: 5; Position: 5

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