Why Most Approaches to Community Development are Not Transformative – And One Approach That Is!
Community Development - The Problem
If you are like most community leaders, you understand how important it is in this day and age to focus on community development.
You have probably tried lots of different approaches and most of them make some difference. But you may have wondered “What if there were one approach that could literally transform this community.”
Community Development - The Solution
Well, there is such an approach. It is an approach which is based on 60+ years of community development and management theory and practice. And it is an approach which accords with the emerging management approach of how to best effect change within groups and communities.
It is an approach based on the theory developed by internationally recognised leading US based consultant and author Marv Weisbord - including the Learning Curve that you see on this page (which could equally be called the Evolution of Community Development).
What this Learning Curve reflects is that the emerging most effective approach to Community Development is “Everybody Improves Whole Systems” (which could also be described as “The Whole System Improves the Whole System”).
If you are like most community leaders, you are NOT fully using this emerging approach - and that is also why you are not achieving the community development you seek.
It is as simple as this. Unless you understand and apply the emerging most effective approach to changing your community, you can’t hope to maximise the change.
| About Marv Weisbord
Marv is an internationally recognised consultant and author. He is the recipient from the US Organisational Development Network of The Lifetime Achievement Award. His book Productive Workplaces was voted by the OD Network as one of the top 5 OD books of the last 40 years and has been described by Robert Dilworth, Associate Professor of Human Resource Management, Virginia Commonwealth University: “This book now falls into the category of a classic, a staple for those striving to understand the fundamental reasons for successful organizations…” Together with Sandra Janoff, Marv is the Co-Founder and Director of the international NGO Future Search Network which exists to bring this approach to communities and organisations globally. |
Community Development - The Emerging Approach
You will note from the evolution of the Learning Curve that the emerging approach has two elements to it:
1. You move away from a focus on problems (glass half empty) to an appreciative based focus on future opportunities (glass half full).
2. You move away from the idea that experts have the answers, whether those experts be community and government leaders, external consultants or academics - you will recognise this in such forms as community and government leaders developing strategic plans (even though they may seek input), consultants diagnosing and providing blue prints for change, and academics having the one right answer.) Instead, you move towards the idea that the answers for most effective change lie with the ‘whole system’.
What has also been shown is that, despite the awesome benefits of modern technology, with one proviso the most effective way to implement this approach of “Everybody Improves Whole Systems” is face to face meetings. The one proviso is that the meetings need to be well planned and well lead.
This approach is called ‘Future Search’ and it includes both a set of principles for leading more effective meetings and changing your community (Future Search Principles) and a particular method for applying those principles (Future Search Conference Method).
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What is the ‘Whole System’ and Why You Need to Get it into the Room At its broadest level, the ‘whole system’ refers to a representation of all internal and external stakeholder groups and a representation of different demographics across those stakeholder groups. The people in this ‘whole system’ can only be determined by reference to the purpose or focus of the community development initiative. As one example, for a community focued on say strategic planning, stakeholder groups might include government, residents, business, education, youth, faith, agencies, transport and so on. And demographics might include age, gender, culture, etc. However, it is also the case that at a lower level, in every day community based meetings, you can simply ask the question “Who else should be here”.A great way of doing this is to identify the people who have Authority, Resources, Expertise, Information and Need in the context of the purpose of the meeting. As to the question of why it is important to involve the ‘whole system’, here are 4 reasons:
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Community Development - The Outcomes
In short, what Future Search facilitates is far greater enthusiastic collaborative action leading to your community achieving that which was previously unable to be achieved.
At its ideal, it leads to the following 7 distinct outcomes:
1. An abundance of new ideas and initiatives
2. Total agreement on the key areas
3. Working teams around each area
4. A vision for each area
5. Action plans for each area and the initiative as a whole
6. Engagement and enthusiasm
7. Fast implementation
The principles can be applied to literally all meetings, but in one structured meeting of the “whole system”, you can achieve enormous community development. Such meetings can focus on any systemic issue including:
- Developing a Shared Purpose or Vision
- Developing a Strategic Plan
- Implementing an Existing Plan
- Sustainability
- Building Common Ground Amongst Different Constituents
- Meeting the Challenges of Tight Budgets and Resources
Community Development - Understandable Scepticism
Many community leaders have understandable scepticism about this approach for two reasons
Firstly, like all of us, you have probably experienced many small group meetings that were unproductive, let alone large group meetings.
It is the combination of proper planning, quality meeting leadership and particularly commitment to the 8 Future Search principles that make this approach so powerful and so effective.
Second, many leaders are concerned about things that may be shared during the process and what will come out of it.
This is covered in more detail in our Community FAQs but suffice to say that (1) anything that is shared is done so bearing in mind that no community is perfect and that every community has the ability to improve, (2) you can set in advance any important non-negotiable parameters, and (3) as one participant, you have the right to disagree with any of the proposed strategic areas.
The final point to make about any such understandable scepticism is that the outcomes speak for themselves. Read the following praise from other community leaders.
Praise for This Approach to Community Development
“It has been a real enlightenment to go through the City Edge Initiative process. The identification of ‘common ground’ was an absolute success.”
– John McInerney, Councillor, City of Sydney“I have not seen an event like this produce such energy and goodwill.”
– Ian Longbottom, Mayor, Lane Cove Council“I can honestly say that I have never seen such an approach produce such positive outcomes, goodwill and energy. …The feedback has been nothing short of fantastic.”
– Deidre Anderson, CEO, U@MQ, Macquarie University (more on this testimonial/case study - PDF)“An exceptional approach that is task focused, makes full use of everyone’s experience and expertise, and generates collaborative actions that people will be inspired to implement.”
– Joanne Burke, Coordinator, UN Capacity for Disaster Risk Reduction Initiative”“I have worked with this approach for almost a decade now in Northern Ireland where meetings can be, without being too dramatic, a question of life and death. The techniques for bringing people with vastly different perspectives together in search of a common goal make powerful tools for helping to embed the practices necessary to peace.”
– Aideen McGinley, Permanent Secretary, Department for Employment and Learning, Government of Northern Ireland“A remarkably unique and clear method for creating conditions for dialogue that brings out the best in people. It has forever changed the way we run community health meetings.”
– Richard Aronson, MD, MPH, Maternal and Child Health Medical Director, State of Maine, Fellow, American Academy of Pediatrics“Excellent”
– Lydia Scuglia, President, Eastwood Chamber of Commerce“A great contribution to our strategic thinking! We were challenged and enthused and motivated to take the next step. Well done!”
– Rosemary Sinclair, Managing Director, Australian Telecommunications Group“I thought the outcomes were going to be good but they far exceeded my expectations.”
– Stephen Carnell, fmr General Manager, Kings Cross Partnership [the business association for the 6 suburbs of the Greater Kings Cross region]“An excellent job in keeping the meeting going and getting to where we wanted to be in the end.”
– Andrew Bland, Chair, Ryde Business Forum“These ideas should be required listening for all leaders.”
– Roger Cowan, fmr Group CEO, Panthers Entertainment Group“Inspirational”
– Wendy Foster, President, North Sydney Chamber of Commerce“The ideas and goodwill generated provides a fantastic platform for effecting agreed change in the area. What was important was not just that everyone had their say but that everybody in the room agreed on what we wanted for the future. Inspirational!”
– Malcolm Gunning, Chair, Kings Cross Partnership“Very impressive”
– Professor Craig Mudge, Director, Institute of Innovation, Macquarie University“The approach was a wonderful way of getting engagement and ongoing action from the community, business, agencies and government around community and organisational wellbeing.”
– Doug Grand, Chair, Kings Cross Licensing Accord; CEO, Sydney Aussie Rules Football Club“The energy and enthusiasm generated by the CEI workshop was extraordinary.”
– City of Sydney staff“These ideas are something that today’s managers need to look at in order to survive in the current climate.”
– Nick Yee, General Manager, Rooty Hill RSL“It’s a pleasure to deal with somebody with such integrity.”
– Doug Jacka, Executive Officer, Golf Management Australia (NSW Division)“I was very impressed.”
– Richard Morgan, Principal, The Pittwater House Schools“We’ve done think tanks before but nothing nearly as effective as these approaches. I rate this 10 out of 10.”
– Peter Turnbull, fmr General Manager, Cronulla Sharks“The approach was a great way to break down the barriers that can impede large community groups from working collaboratively. Our objectives were achieved in an enjoyable and empowering environment and outcomes provided the basis for our strategic plan.”
– Suzanne Atteridge, Executive Officer, North West Business Education Network“Inspirational”
– Wendy Foster, President, North Sydney Chamber of Commerce“I have never seen such a process create a feeling of wellbeing and mutual energy and harmony.”
– Paul Goodwin, CEO, GROW Sydney’s Area Consultative Committee“If only every facilitator worked like this, we would all sign up to attend meetings rather than avoid them!”
– Judy Schector, Director, Developing Leadership In Reducing Substance Abuse“By the summer of 2000 we knew that without important changes, air traffic, rife with parochialism, would grind to a halt….We made magic in that meeting. This result was previously thought impossible.”
– Jack Kies, Program Manager for Air Traffic Operations, Federal Aviation Administration“No other event in the history of my own professional career changed my ability to function as a leader more than this approach. It could be used in nearly any organization. It is a positive, energizing and productive approach to dynamic leadership.”
– Dr. Sandra Chapman, Principal, Oak Hill Elementary School
A small sample of other communities and community based organisations that have used the Future Search approach include Bendigo Council, Frankston Council, Albury Council, Cowra Council, City of Launceston, City of Lithgow, City of Ottawa, Community of Kansas City, City of San Francisco, Gettysburg Chamber of Commerce, Santa Cruz Community Foundation, Maine Association of Non Profits, Massachusetts Department of Public Health, Victorian Opera Society, West Virginia Governors Office for Community Service, Women’s Resource and Development of Northern Ireland, Austin Community College, George Washington University, California University, University of Chicago, University of Maine, Philadelphia School District, Maine State Board of Education, New York City Board of Education, Milwaukee Department of Health, Health Canada, US Environmental Protection Agency, US Bankruptcy Court, Texas Deoartment of Health, Northwest Colorado Council of Governments
Want To Learn More About How This Approach Can Help You Effect Community Development?
If you are a community leader or consultant who is interested in this approach, you may want to take advantage of what could well be a once in a lifetime opportunity.
The internationally renowned creators of Future Search, Marv Weisbord and Sandra Janoff, are coming to Australia in October 2008 to run their revised workshop on Changing Organisations and Communities - One Meeting at a Time.
This workshop is based on their recent bestseller Don’t Just Do Something, Stand There! - Ten Principles for Leading Meetings That Matter.
What you will learn from the Workshop is how to lead much more effective meetings that will result in significant community development.
Big discounts are available for early registrants.
More on the Changing Organisations and Communities Workshop.
More Information on this Approach to Community Development
For more on how this approach results in community development, visit our Community FAQs.
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Advanced Meeting Leadership Workshop for Leaders and Consultants, with internationally renowned US authors and consultants Marv Weisbord and Sandra Janoff of Future Search fame. Sydney. October 2008. Large discounts for first 20 registrants! » More details
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