Case Studies
Use of Voyage Mapping
Voyage Mapping: Using an Experiential Activity Remotely Invisio is a Learning & Development company based in Ireland that offers facilitation and learning solutions across all sectors. It had been arranged that a training exercise called Voyage Mapping would be used via video conference where the facilitator, Ann Alder from RSVP Design, would manage the session from her home in Cumbria for the Invisio team in their offices in Dublin. This is an unusual format as normally the facilitator would be in the same room supporting the participants as they use the experiential activity, and able to observe them. Louise from Invisio and Ann from RSVP Design both gave feedback on the experience of carrying out a training exercise remotely: What were Invisio looking for from the training exercise? Louise: We wanted to discuss changes to our consulting and our customers' needs. Ann: Invisio wanted an exercise that would help them explore changes to the financial sector and their clients' needs, and how well equipped they were to meet these changes. Prior to the meeting, I sent some articles to Louise about trends in the financial industry. Ann, why did you suggest Voyage Mapping? Ann: Voyage Mapping was ideal for the environment. It is a large roll up map and can be used with everyone in the same place. The tool was in place in advance of the meeting, although there was no previous experience of using Voyage Mapping. The imaging in Voyage Mapping is very useful as it helps people to understand the opportunities and risks in a safe and collaborative environment. Why did you decide to do the exercise remotely? Louise: We only had a short period of time - just over two hours - so it seemed a lot to ask Ann to come over to Ireland to facilitate. We had worked with Ann before and had a great bond, so the whole team were very comfortable with how she worked. Ann: There was a limited amount of time for this exercise. They felt that it was too long a distance to travel to the location, so it was agreed to do the facilitation by teleconference. What did the exercise involve? Ann: To run the exercise, we created a hypothetical client. During the exercise the team had to guess where the client's destination would be, what support they would need on their journey, and what pitfalls or opportunities could arise. We discussed the number of young people in their and their clients' organisations, and their wants and needs. We discussed their views on their own coaching and internal coaching by their clients. We created working prints and used these to extend the training. Did you enjoy the experience Louise? Louise: Yes, very much so. We quickly built a rapport as Ann is very articulate. The instructions were very clear and there were no real problems. Some in the group were leaving it to others, but we encouraged everyone to contribute to the exercise. Everyone ended up fully engaged. Did the remote facilitation work? Louise: We have used remote facilitation before, and we are used to it. Ann knows the Voyage Mapping exercise very well and although she could not see the map on the table, she was still able to guide us through the process. We lost our teleconference connection part of the way through the exercise, however with Ann's in-depth knowledge of Voyage Mapping she was able to keep us progressing. Ann: I found the remote facilitation and training process very easy. There were six in the group and by using a camera it worked very well. I didn't feel isolated in any way and enjoyed the session. Further Information To learn more about how we can help you to integrate or facilitate powerful, experiential learning activities in your training, please contact sales@rsvpdesign.co.uk or call +44 141 561 0387
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The World Business Council for Sustainable Development (WBCSD)
The World Business Council for Sustainable Development (WBCSD) The World Business Council for Sustainable Development (WBCSD) is a CEO-led organization of forward-thinking companies that galvanizes the global business community to create a sustainable future for business, society and the environment. Through its members, the Council applies its respected thought leadership and effective advocacy to generate constructive solutions and take shared action to drive business action on sustainability in the coming decade and beyond. The WBCSD aims to be the leading voice of business that will support companies in scaling up true value-added business solutions and in creating the conditions where more sustainable companies will succeed and be recognised. Members work together across sectors, geographies and value chains to explore, develop and scale up business solutions to address the world's most pressing sustainability challenges. Through work to change the rules of the game and drive measurable impact, WBCSD is emerging as the leading and most compelling sustainable development business voice with multilateral institutions such as the United Nations, World Bank, UNFCCC, as well as with global platforms like the UN Climate Summit and COP negotiations. Leaders of the Future Tomorrow's business leaders need the skills and competencies to cope with an increasingly complex world as well as the social and environmental challenges across a changing competitive landscape. A sustainability perspective is critical to managing relationships, bringing about change and planning for the future. The WBCSD's Future Leaders Team (FLT) program is a unique professional and leadership development opportunity that aims to mold leaders for the future who understand sustainability challenges and can position these to make strategic decisions. The program is designed to help upcoming business leaders grapple with the complex topics, issues and concepts that will influence their future, as well as the future of their organizations. The program creates a global network of dynamic business leaders, capable of acting as sustainable development ambassadors both within their companies and in society. RSVP Design's Involvement in the Future Leaders Program RSVP Design were invited to make a significant contribution to the 2014 FLP. Our learning design specialists, led by Dr. Geoff Cox, worked in partnership with WBCSD and academic staff from the University of Cambridge, to create the first residential module of the international 9-month program, for approximately 30 Future Leaders. The module was structured in a way that: Introduced the participants to each other and created expectations about learning in a collaborative, supportive, diverse and respectful culture Built teams of people who would continue to work together on a range of real projects, around the world, during the program Established a common language and vocabulary with which to explore multiple aspects of the Sustainability Agenda, with a theme of 'Bridging the Capitals' Introduced key concepts around innovation, change and leadership for the future Raised awareness of the attitudes, skills and behaviors needed to be be future 'thought leaders' and influencers of people in their own organizations and beyond. The integration of RSVP Design's resources and skills Our objective was to raise awareness of, and create commitment to, a sustainable leadership culture which: Values decisions made for long term benefit rather than short term gain Is self-sustaining: leaders develop other leaders and a key success measure is the extent to which the next generation of leaders is empowered Sets out a clear vision of the future and engages employees through encouraging commitment and conviction Recognises that leadership can be exerted and applied from anywhere in an organisation Identifies potential for more sustainable practice and builds commitment to implementation (based upon the simple, visual, HBDI model) The structure of the program meant that we integrated a range of RSVP Design learning activities and processes into 2 days, weaving them through the academic content, linking them to WBCSD's presentations and using them to illustrate a range of attitudes, behaviors and beliefs within the group. The RSVP Design content 1. An introduction to different types of thinking, based upon the Whole Brain Thinking model of Ned Herrmann. This was linked to the Transformational Leadership activities identified in the CEO Study on Sustainability and provided an opportunity to reflect on the nature of leadership thinking. It also allowed the learners to reflect upon their personal thinking style preferences and the impact that these have upon their own leadership choices. 2. Introductory activity: Colourblind® a team exercise in achieving common meaning through the use of verbal communication. This allowed the participants to become more aware of how the different types of thinking translate into behavior, and the impact of this behavior on the task and other people. 3. Inter-group exercise: T-Trade. This exercise, which involves negotiation between groups, was used to highlight some key aspects of achieving sustainability: the balance between short/long term gains, the establishment of success measures other than financial ones, the importance of collaboration and partnership working. 4. Change Management activity: Challenging Assumptions, leading into a short session on the use of questions in innovation and change management, and a basic introduction to coaching as a tool for gaining commitment from individuals to a development agenda. 5. A practical leadership simulation: Top Priority. An extended, more complex task which requires overall and sub-group leadership: a simulated organization in which participants can apply and experience leadership in a more authentic context. 6. An extended debrief of the leadership exercise and a re-visiting of the Whole Brain Thinking model to identify where individuals can develop and extend their personal leadership practice in the remainder of the program, in relation to themes from sustainable leadership: Realism and context: Understanding the scale of the challenge and the opportunity Growth and differentiation: Turning sustainability to advantage and value creation Value and Performance: What gets measured gets managed Technology and innovation: New models for success Partnerships and collaboration: New challenges, new solutions Engagement and dialogue: broadening the conversation Advocacy and leadership: Shaping future systems RSVP Design's Training of Facilitators The 2014 FLP was so successful, numbers increased significantly for 2015. That year, WBCSD's own facilitators and sustainability experts facilitated the introductory module themselves, in the USA in association with Yale University. To support and prepare them, Ann Alder from RSVP Design worked with the facilitators over two days, to extend their understanding of the learning design process, the activities involved and the methods for facilitating the activity reviews to ensure that the desired learning is achieved. During this training, the WBCSD facilitators facilitated the activity sessions with a group of their own colleagues, with mentoring from Ann, to ensure they felt completely confident in taking over the role for 2015. This process is a live example of our commitment to sustainability and capacity-building: the transfer of our expertise into the client organization where it can be developed and handed on to others in future. Feedback and testimonials from FLP participants "I think it is great! Diversity and competence were the basis of constructive discussions on sustainability between people from all over the world, working in different functions and sectors. The opportunities to discuss, share best practices, doubts and ideas really have developed each of us. We achieved so much in a short period of time, both from a learning point of view and also from a team-building perspective. In my opinion, the decision to involve people who do not normally work on sustainability was useful and brought the sharing of external and critical points of view." "For the people engaged in the program, it's an amazing and fun way to develop leadership skills and to build knowledge on specific dimensions of sustainability." "In addition to the technical knowledge I gained, we spent a substantial amount of time throughout the program on core skills such as leadership, networking, team, project, and time management. When I look back at my experience with the FLT program, I am mostly proud that at the end of the program I came to know and befriend 28 other amazing individuals from all around the world." Further Information To learn more about how we can help you to integrate or facilitate powerful, experiential learning activities in your training, please contact sales@rsvpdesign.co.uk or call +44 141 561 0387
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Guilford County Schools, Greensboro, North Carolina, USA
GCS is the third-largest district in North Carolina, serving more than 72,300 students across 127 schools in urban, suburban and rural areas. The district is divided into four regions, each with its own regional superintendent, office and support staff to provide personal attention to our schools. Because it is a larger district, GCS are able to offer opportunities that smaller districts, charter and private schools just can't. They have 47 magnet and choice schools with 54 programs, from Science, Technology, Engineering and Math (STEM) to performing or visual arts, advanced academics, Spanish immersion, Montessori, health sciences or aviation. They also offer 192 Career and Technical Education courses in 50 schools, including programs in culinary arts, business, nursing, computers and automotive technology, among others. High schools across GCS offer more than 29 Advanced Placement courses. These college-level classes prepare students for the higher-level courses they will take after graduating from high school and moving on to colleges and universities. GCS also offers the prestigious International Baccalaureate program at four high schools - and it's open to all students who qualify. Only a small number of districts in North Carolina are authorized by the International Baccalaureate Organization to offer the Diploma Programme, and GCS has been a part of it since 1996. Personalizing learning is a key value, and GCS are committed to personalizing learning for each of their students. The Strategic Plan 2016: Achieving Educational Excellence: Personalizing Learning focuses on reaching each student at his or her academic or interest level, then providing the tools to move them ahead. Coaching School Principals, Teacher Leaders and New Teachers GCS has a dedicated team of 13 within their Talent Development Centre, providing coaching support and on-going professional training to educators in schools. RSVP Design were asked to work with this team to help them to prepare professional development programs to be run as summer retreats in 2015, for three groups: 120 Teacher Leaders, 50 School Principals and 40 newly recruited teachers. GCS had already invested in a wide range of RSVP Design’s experiential learning tools and wanted to ensure that they made the best use possible of these exciting resources. RSVP Design’s involvement in the Program Ann Alder, RSVP Design’s specialist in the training of trainers and teachers, was invited to work with the team over 4 days. Part 1: Learning Objectives (2 days) To develop a consistent understanding of the principles that underpin experiential learning, in order to create confidence in choosing and using experiential learning activities within development programs To explore a range of methods of selecting, running and de-briefing experiential activities in order to achieve specific learning objectives To gain in-depth understanding of the available RSVP Design activities and to practice using them in different ways and in different contexts To understand how to apply learning from the activities in other contexts and environments Learning Objectives (2 days) To establish clearly defined learning objectives and outcomes for two x 3-day retreats To co-create programme outlines which will integrate experiential activities into strategic discussions and planning workshops To consider how to facilitate these retreats, in order to achieve benefits for all of the participants The integration of RSVP Design’s resources and skills It was clear, initially, that the focus of this 4 day event was on a transfer of training expertise from RSVP Design to the GCS education team, so that they could apply it in their program design. What was unexpected was the extent to which the event also became an intense team development experience for those involved, addressing issues of trust, teamwork, knowledge-sharing, strategic planning and leadership. Ann believes firmly that the best way to discover the power and potential of the learning tools is by experiencing them first hand. As the team members worked through the activities, then reviewed their own learning, patterns of behavior began to emerge that they recognized from their day-to-day working relationships and systems. Some of these were positive and productive and some were less useful. The development planning that the team undertook during the program, and have committed to continuing after the event, was a major and surprising extra benefit from the training The RSVP Design content Day 1 was an introduction to the underpinning theory behind RSVP Design’s work: the models, theoretical frameworks and principles of learning design that we use to ensure learner engagement and powerful learning that will be retained and applied. This was done through practical experience, eg. introducing ideas about ‘the learning process’ through the experience and debrief of Challenging Assumptions, a puzzle that requires many assumptions to be explored as ‘old learning’ is put aside and new solutions developed. Colourblind® - a team exercise in achieving common meaning through the use of verbal communication - allowed the participants to become more aware of how the activity and debrief can be used to draw out multiple learning points and how important it is to have clearly defined learning objectives to keep both the trainer and learners focused on their specific learning needs. In order to demonstrate the need to apply learning from one context into a similar but more challenging one, the participants moved on to the Simbols activity. Working as sub-teams, they applied the speaking and listening skills, and use of language to achieve shared meaning, that they had learned in Colourblind®. They added in the requirement to develop an operational plan, under tight time constraints and to ensure that every individual was well briefed. The team’s failure to meet the time deadline illustrated a development need that they recognised and led to an exploration of the nature of leadership in different contexts. Learning from this exercise was applied in Minefield, which has the added advantage of introducing issues of competition and collaboration. Day 2 continued to focus on selected RSVP Design tools and as new activities were introduced, their potential for sensitising learners to important issues and providing them with a safe practice ground to rehearse and refine specific skills became more obvious. For example, whilst half the team worked on Sequencer as an exercise in project planning and time management (which brought to light many of the team’s own ineffective patterns!) the other half of the team acted as 1:1 observers. Following the general review of the activity, the observers met with their partners to provide a structured session of feedback and peer coaching, based upon their observations of input, contribution and effectiveness during the activity. This served two purposes, developing observation and feedback skills as well as demonstrating how a practical task can be used to generate personalized learning. As they worked through their chosen exercises, Ann introduced a wide range of different techniques for debriefing and drawing our individual and group learning. These included visual resources such as picture cards, kinaesthetic techniques such as group lineouts and description of emotional responses and activities such as grafitti sheets and post-it exercises to ensure maximum participation. Examples of structured learning review and future planning tools such as the Voyage Mapping facilitation tool were also explored. Throughout the 2 days, as the participants explored their resources and ways of applying them, they were able to begin to visualise how they could be integrated into the different tea RSVP Design’s facilitation support Days 3 and 4 of the programme were used to work in small groups to plan the three separate teacher retreats. Ann offered a design framework which all three groups adopted and then allowed them to work independently, responding to questions, coaching and suggesting possible input as required. The atmosphere buzzed: ideas were developed, improved and gradually three exciting and challenging programme designs emerged. Each one followed the principles of good learning design and each one was tailored to the very different needs of the three participant groups. For the School Principals, a programme developed exploring how they could use the very simple Action Centred Leadership model to balance the leadership demands made upon them in challenging school environments. For the Teacher Leaders, who face significant change in their role and relationships, a programme was devised using the Voyage Mapping metaphor and movie-making to action plan for the year ahead. And for the new teachers, experiential activities were designed into two important strands: a) managing themselves and their ongoing learning whilst experiencing the pressures and stresses of a new job and b) using their creativity to ensure that they offer engaging, challenging and interactive experiences to the children in their care. Feedback from the program “Our team had the opportunity to spend four days with Ann Alder, learning how to maximize our usage of numerous RSVP tools. Ann was amazing! Not only did we learn how to facilitate the RSVP tools, the experience changed the way our team will interact, communicate, plan, and design adult learning experiences forevermore. The learning tools were so well designed and easy to use. They are far more versatile than we ever imagined and it was Ann’s training that allowed us to realize how many applications each of them offer. Some of our favorites were Sequencer, Simmetrics, Minefield and Colorblind. Our only regret is that we did not work with Ann sooner!” Amy Holcombe, Ph.D. Executive Director of Talent Development, Human Resources, GCS Further Information To learn more about how we can help you to integrate or facilitate powerful, experiential learning activities in your training, please contact sales@rsvpdesign.co.uk or call +44 141 561 0387
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