teams then invite the people of those house meetings into one or more —The assemblies, in each organization, where they discern together which pressures, rising through the storying process, can become issuable. teams then bring all their people together into an assembly for all —The participating organizations, discern again in this larger setting, and vote to act together. design a campaign strategy and conduct focused negotiations, to get —Leaders some aspect of the first issuable changed. They are supported by large, “pressure” high-energy but orderly gatherings of the members who went through the process from the beginning. evaluate each campaign and negotiation, and develop a public narrative —Leaders that becomes part of a larger, emerging, common story. each stage, each team invites potential and current leaders into the leadership —At development workshops. This ongoing, highly intentional leadership development aims at creating over a period of 3-5 years, in each a culture of relational power, participating organization. In this organizational culture, members and potential members know each others’ stories, interests and passions; they are no longer strangers. the organization and its people experience a significantly larger and deeper aquifer of energy and imagination. Second Phase Here, the experience of I-Thou can expand. As we reflect on the energy and mystery, in each person and the process as a whole, we can perhaps begin to see a a a life” in the people we “shimmer,” “glow,” “new have come to know; and in our own self.
—The teams then invite the people of those house meetings into one or more assemblies, in each organization, where they discern together which pressures, rising through the storying process, can become issuable. —The teams then bring all their people together into an assembly for all participating organizations, discern again in this larger setting, and vote to act together. —Leaders design a campaign strategy and conduct focused negotiations, to get some aspect of the first issuable “pressure” changed. They are supported by large, high-energy but orderly gatherings of the members who went through the process from the beginning. —Leaders evaluate each campaign and negotiation, and develop a public narrative that becomes part of a larger, emerging, common story. —At each stage, each team invites potential and current leaders into the leadership development workshops. This ongoing, highly intentional leadership development aims at creating a culture of relational power, over a period of 3-5 years, in each participating organization. In this organizational culture, members and potential members know each others’ stories, interests and passions; they are no longer strangers. the organization and its people experience a significantly larger and deeper aquifer of energy and imagination. Second Phase Here, the experience of I-Thou can expand. As we reflect on the energy and mystery, in each person and the process as a whole, we can perhaps begin to see a “shimmer,” a “glow,” a “new life” in the people we have come to know; and in our own self.
Relational-Meetings-Power-and-Vision.docx