Rapid changes and profound disruptions are creating a shift in human consciousness. People are more deeply conscious now than ever before. People are leaning towards more collaborative, participative, transparent, creative, and innovative interactions and relationships with others – interactions and relationships that are meant to bring out the best in individuals and organizations, and transform communities for the better. This is what the Art of Hosting is all about.
The Art of Hosting is an approach to leadership that scales up from the personal to the systemic using personal practice, dialogue, facilitation and the co-creation of innovation to address complex challenges. The global community known as “Art of Hosting” gave its name to the facilitation technic it origin from. Today there is numerus of independent institutes practicing the Art of Hosting within and outside the global community.
Building Sustainable and Resilient Communities
Today’s communities face unprecedented challenges that affect the well-being of their constituents and the community as a whole. What the Art of Hosting does is it guides participants in building unique relationships with their community. It is through collective learning that a community or an organization finds solutions the fastest way. Through the Art of Hosting, it’s possible for people to learn together and build partnerships that help them work better. The Art of Hosting allows individuals to connect with other heads of resilience and sustainability movements, deepen such connection, and come up with plans and practices to achieve a sustainable and resilient community.
When the world’s best entrepreneurs come together and realize a shared vision that will change the world for the better, we have what we call collaborative entrepreneurship. It’s an improved version of social entrepreneurship in which instead of helping entrepreneurs individually, entrepreneurs from different places are gathered to support and engage with other entrepreneurs. The Art of Hosting encourages entrepreneurs to engage in deep and meaningful conversations with other entrepreneurs, and work together towards a common goal.
Pre-sensing, participation, contribution, and co-creation are the four-fold practices that make the Art of Hosting unique and engaging. It begins with bringing our undistracted and prepared self to any situation or event that we’re in. We need to “host” ourselves first we’re able to “host” others. We need to be open to ourselves first before we welcome the thoughts, feelings, and ideas of others around us. Being present also means being aware of our environment and the people around us. The next thing we need to do is to participate and practice conversation. And the only way to effectively do this is to speak our truth in a genuine way and listen deeply and with an open heart to the people around us. The third practice is about hosting conversations. As the host, we take responsibility for building and maintaining a realm in which people can collectively work at their best. We should be willing to start conversations that matter and ensure that we get meaningful and useful answers, learning, and insights from such conversation. Finally, we have co-creation. Here, we’re not mere audiences but key persons who positively contribute to the group. It’s more than just doing things together. It’s about sharing our knowledge and experiences with other people.
People are at their best when they engage in meaningful conversations and create deep connections with people around them. The Art of Hosting is a gateway for individuals to respond to challenges and problems in innovative, creative, unique, and effective ways. After the workshop, people get better at decision-making, their relationships towards other people improve, there is more room for innovation, and people respond better and faster to challenges and opportunities. The fact that the Art of Hosting is considered as the best dialogue tool to encourage people towards social and economic cooperation simply means that it is geared towards creating a more sustainable future for communities, businesses, and organizations. The Art of Hosting is a giant leap from existing traditional leadership practices that are more often than not considered outdated and ineffective.
For nearly a century creativity has been understood as a key ingredient of business creation across thousands of design who took shape as product, service, solution and social planning. Participative innovation comes with a new set of values to reinforce the creative potential of organisation. Participative innovation is ether understood as an internal phenomenon of organisation or a manifestation which is happening outside the boundary of the corporate structure. Initially we would have a look to both the aspects. In house participative innovation refers to the fact that workers and managers associate to create new business models and solutions for the consumers. We call participative innovation the point that the workers who are involved in the creative process are not supposed to be in charge of innovation contribution. Participative innovation implies that an organisation would have adopted a politic of democratization of the creative process across its managerial layers to leverage new business opportunities. For the past 3 decades, participative innovation has grown significantly. The company Google who institutionalized this value, made it mandatory to workers to involve themselves in prospective projects a certain amount of time from their schedule. It is believed that number of Google innovation came from this initiative. Giving workers some freedom to problem solving in the ever fragmented industry leads companies to new areas of business development. Today, there is a common acceptance that participative innovation is promising. More recently participative innovation has got a new sense by including public and user participation. Participative innovation advocates the importance of including the user on the conceptualisation of product, service and policy. This second aspect of participative innovation interest us more particularly has it may lead to social entrepreneurship.
To demonstrate the potential of participative innovation I shall dress a parallel with design thinking that is most of the time a non-inclusive discipline. Bruce Nussebaum has demonstrated that failure in design thinking is due to monopolistic approach by most companies and political groups towards the society with regards to value creation. Rather than wanting to “change the world” through design thinking and business it should be like society leaders support people in making the world as they want using participative innovation. In short, it is questioned that shifting the power of design thinking from the designer’s hand to the common man’s hand could lead to a more effective way of producing innovation. In this research I try to demonstrate that social changes lead people to be increasingly reactive to systems and solutions presented to them. We witness a re-appropriation of the industry, the politic and the social.
At the lecture of sociological concepts of identity, and essays from notorious designers, philosopher and business mam we assume that our economy could be at the beginning of a new economic order that would give power to consumer as a democratic necessity to balance the corporate lobby. This approach sometimes referred as ‘prosumerism’ would radically transform the purpose of design in the corporate environment. It is therefore believed that corporate would be re-elected to the role of social enabler rather that been the creative think- tank of the consumerist society has it has been the case since the Second World War. However, participative innovation leads to large questioning in time of economic recession and environmental instability. Participation is negatively associated to “working for free” with concerns in terms of intellectual properties. Today’s businesses are facing the issue of associating with the consumer through participative innovation while maintaining a climate of fair exchange.
By stimulating participative innovation business and society put themselves at risk that a large part of the creative potential slip from their hands and get developed by third party individuals and organization. However participative innovation requires the nest of a cybernetic environment for business development what make it mandatory for businesses to concede part of its intellectual production. As Prahalad and Krishnan mention in the New Age of Innovation; “"No firm is big enough in scope and size to satisfy the experiences of one single consumer" and that is the whole challenge of a participative innovation approach. User requirement get so fragmented that no business can have the capacity of responding to all the facet of the consumer experience. This statement also implies that ultimately, firms would depend on individual and/or start-up to generate the value necessary to respond to the needs of unique consumers.
It’s been said over and over many times – happy employees create a highly productive company culture. But as straightforward as it may seem, why do a lot of organizations still get trapped in the same pitfalls that have been around for ages?
Employee engagement is one of the most difficult conundrums facing businesses that want to grow. In a time of economic downturn, businesses are pressured to increase productivity to avoid further costs, interruptions, or losses, leaving out employee satisfaction in the process. It’s highly tempting for employers to just focus on extreme productivity and disregard the fact that employees also need to be happy in their roles.
When it comes to real-life business practice, a lot of companies still end up applying traditional relationship of authority which leaves employees disengaged and dissatisfied with their work. In fact, Gallup’s most recent data shows that only 13% of employees worldwide are engaged at work. Creating a climate of trust between an employee and an employer is hard. And the so-called “engagement programs” that are meant to keep employees committed and productive are doing more harm than good. They often tend to be greedy strategies to get more work done with fewer resources.
France and its Happy Workforce
We all know that France has a reputation of having lazy employees. However, contrary to popular belief, its workforce is not as unproductive as they seem. And this is because of one simple yet powerful mindset they possess – embracing the concept of happiness at work. They started by figuring out what their workforce really needed, from mandating shorter working hours to creating labor policies that value their personal and social lives. Most French retails groups have now taken the politic of happiness at work tempting the public sector to do the same.
What is Happiness at Work?
A great number of large, medium, and small private and public institutions are starting to embrace the concept of happiness. But what exactly does happiness at work mean? Happiness at work may mean differently to different people. It could be a job where people can fulfill their personal interests – a job that allows them to get closer to what they really like and love. It could also mean that an employee’s strengths and efforts are widely recognized. Or it could mean providing employees regular feedbacks and thanking them for their genuine care and attention towards the business. Happiness at work could also mean ending a hierarchical employment system and putting the focus on collaborations and partnership opportunities instead. Oftentimes, it’s not so much of the salary, though it can also factor in on the happiness level of employees. More often than not, the factors are interrelated. Bottom line is, happiness at work is achieved when we feel good about ourselves in the work we do, it’s when we are able to give valuable contributions and get appreciated in return. It’s the feeling of belongingness, of enjoying our social relationships.
Like an Old Family Business
Is the concept of happiness at work new? No, it’s not. It’s just an old family business culture applied to corporations. Think about it. In the traditional family business, all participants get the work done regardless of hierarchy, department, and silos. Everyone helps each other to make the whole thing work. That’s the kind of mentality corporations are looking for while engaging into the concept of happiness at work. It sounds simple but it’s hard to execute when people have been used to hierarchical procedures. Fortunately, workplace happiness and satisfaction collectives and workshops abound. Today’s organizations are lucky to have resources at their fingertips. SYPartners, Ahead and KYU to name a few helps organizations and individuals transform themselves and their respective organizations using business leadership strategies that encourage collaborations. These agencies focus on changing traditional work cultures and promoting effective partnerships through different networks. Aside from discovering new things about yourself and others, you’re given a chance to widen your connections that could prove to be beneficial in the near future.
There’s No Turning Back
Like any other ideas, embracing the concept of happiness also has a risky side. Once you’ve fully embraced this concept, you cannot come back to old practices anymore. Once you have given your employees the freedom to manage their time and responsibilities according to what they believe is the best for the business, you won’t be able to take back the freedom you’ve given them.
Freedom can come with a price that’s why as a leader or an employer, you have to make sure you still maintain a certain degree of authority and professionalism. In the end, it’s all about the equilibrium of every aspect of human life and work life.
Images shape who we are and how we see and understand the world we live in. Images are so powerful that they leave a lasting impact and sometimes even change our perception of people, places, events, and things. Wherever we go, whatever we do, images have practically become a part of our everyday life. In schools, websites, and advertisements for instance, visual feasts make it easier for us to comprehend things, they excite us, and draw our attention, thus creating a better memory recall and a better way of sending messages across multiple channels.
In meetings, workshops, conferences, and seminars, we have what we call graphic facilitation and graphic recording. These methods make use of large-scale imagery to facilitate and record group activities. For many projects, aligning stakeholders on the current state of work and what they are going to do can be quite challenging. This is where graphic facilitation and graphic recording come in and play profound roles.
The Grove patriarch David Sibbet pioneered the graphic facilitation method to help people see their thoughts individually and collectively, and make decisions and communicate effectively. Graphic facilitation allows groups to brainstorm, analyze, discuss, and create solutions that truly work. We use graphic facilitation to help stakeholders capture information about their current state, understand the challenges they face, and bridge communication gaps that might exist.
Information overload can become a communication impediment and what graphic facilitation does is it creates shared meaning, allowing groups to share the same understandings of a problem and find quicker solutions. In terms of diversity, it’s also a great tool in building ideas from different points of view. Graphic facilitation also ensures that everyone is on the same page. Experience-wise, graphic facilitation has resulted to increased clarity and understanding of key themes, improved team performance, and better conflict resolution.
Graphic recording, on the other hand, involves recording people’s expressions and ideas. Graphic recorders or artists translate conversations and simplify them into drawn images and texts. Graphic recording creates messages that have better retention rates, and just like graphic facilitation, it boosts collaboration and ensures that everyone contributes. No one is left behind. It’s a great tool that can enhance our skills in decision-making, team building, and strategic planning.
From Paper to Pixels
Traditionally, we use markers and white paper to facilitate a workshop, but recent technological advancements have given rise to faster and more efficient tools like IPEVO’s wireless interactive whiteboard system. It’s a user-friendly and versatile interactive whiteboard that has unlimited colors. You can instantly save information on a cloud system. And unlike traditional graphic recording and graphic facilitation tools, this whiteboard system allows you to store meeting history data. If you make a mistake, it’s easy to track and modify it. The system is paired with video projector and supports up to four users who can work together on the same whiteboard.
Of course we know that the traditional paper method is here to stay. However, we are quite confident that wireless interactive whiteboard systems would become extensively popular in the next years to come, making graphic facilitation a central place for business decision making.
We’ve come to a time when more and more people are greatly becoming dependent on visual information and experience. In today’s digital age, capitalizing on the various audio-visual communication tools can allow businesses and organizations to better manage their staff and daily operations. Images don’t only have the power to persuade us and change our beliefs. More importantly, images have the power to deeply connect us with others and reframe the world into a more sustainable one.
Patrick Roupin is an expert in innovation, design, strategy & entrepreneurship.
Ashrefunisa Shaik is an expert in organizational transformation & sustainability.