| Senior team example |
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Let’s imagine an executive convenes a group to tackle a major issue. Selection of participants is targeted at representing the whole system and the process aims to embrace this diversity. A facilitator designs a programme that starts with a two-day workshop based around LVT. The workshop has three phases: bringing people into relationship; developing a creative response to the challenge; co- designing the process to realise the outputs. Various sources of information are provided; Firstly the participants themselves who have much first hand knowledge as well as industry expertise; Secondly various specialist presentations are arranged; Thirdly people are able to access further information from the organisational Intranet etc as required. A venue is selected that gets people away from the organisational ambience to encourage fresh thinking – a place with good natural surroundings and access to the outdoors, as well as pleasant workspaces, comfortable accommodation and good food.
The event begins in the evening with introductions, relationship building and rich interaction – games and exercises get things moving and set the tone of serious play. The theme of the event is explored (FOCUS).
Next day, formal presentations set the scene before LVT is introduced and the first LVT exercise embarked upon in sub-groups (GATHER and ORGANISE) and then shared. More interactive exercises are designed to give direct experience of aspects of the underlying issues and also allow opportunities for reflection. LVT continues in sub-groups and a plenary session (INTEGRATE). This watershed in the process signifies a good point to relax and to celebrate over an enjoyable meal.
On the last day, still using LVT, newly convened sub-groups explore aspects of implementation (REALISE), which are again shared in plenary. In the closing period of the workshop, the results of new thinking are related to practical actions for the coming weeks and months. People leave with hard copy of their work, having explored the issues together, evolved solutions and determined responsibilities for implementation, including communicating to stakeholders not involved in the process. In the coming weeks the facilitator meets with various groups and individuals to provide support and help them learn from the work of putting their new ideas into practice. As well as the practical benefit of new practices, the people involved reach a new level of responsible team-working. What do I do next? |
A session may be as short as a couple of hours but often longer as it may need to include much more besides LVT. The core LVT process is usually set within a wider process to bring in information, loosen the bonds of mindset and help people into constructive relationships, focussing on the challenge to be addressed.
