Thursday, November 13, 2014
Our results!
We ended up with two amazing visual recordings of our session, and the start of a plan to develop a tool that we can continue to use to share and record professional development intentions. Jeanne shared a IDP (Individual Development Plan Template) that could be used for future professional development planning for staff. We also discussed the critical links between development and feedback, and were (re) introduced to the SBI (situation, behavior, impact) tool for providing feedback to others.
Building a Culture of Professional Development at the Art Center session
On Wednesday, November 12, we hosted Jeanne Bell from Compasspoint and visual recorder Emily Shephard to work with the staff on key items related to building a culture of professional development. We talked about culture, developed a list of core attributes for ourselves,
identified some core competencies, key life events, then worked to weave all of these into our own individual personal purpose statement. We then discussed some principles for staff development--the 70/20/10 rule--with 70% of training on the job, 20% peer or mentor based, and then 10% formal.
identified some core competencies, key life events, then worked to weave all of these into our own individual personal purpose statement. We then discussed some principles for staff development--the 70/20/10 rule--with 70% of training on the job, 20% peer or mentor based, and then 10% formal.
Friday, October 10, 2014
Generations in the workplace training with Rita Sever
On September 18, we hosted consultant Rita Sever for a training focused on generations in the workplace and differences at work. Server is a nonprofit consultant with more than 20 years of experience in human resources and organizational development. It was a very active session, with opportunities for breakout sessions, discussion, and reflection.
Thursday, July 24, 2014
Next Gen Next Steps!
Our Steering Committee met to review the design thinking results and determine our next steps. We identified the need for three consultants to
lead us from maximizing multigenerational work groups to creating a safe space
to have conversations about professional and skill development, failure, asking
for help, leveraging networks and more.
We’ve designed a two-part program with three outstanding
consultants:
1. Part
1: We will begin with an all-staff workshop on Wednesday, September
17th from 2:00 p.m. to 5:00 p.m. with Rita Sever. Rita is a
nonprofit consultant with 20+ years of experience in human resources and
organizational development. Rita will work with us on multigenerational work
groups. This will be a highly interactive session with games, group work, and
reflection. Snacks will be provided. Click
here to learn more about Rita.
2. Part
2: Our next all-staff workshop will be on Wednesday, October 22nd
from 10 a.m. to 1:30 p.m. with Jeanne Bell. Jeanne is the CEO of
CompassPoint Nonprofit Services and worked with the Art Center during our
strategic planning process. This will also be a highly interactive session with
large and small group work, reflection, and by the end, we will have created
our professional development “tool.” Lunch will be provided. Click here to
learn more about Jeanne.
a. Emily
Shepard is a visual practitioner who will graphically record our meeting
with Jeanne, very exciting! The visual pieces she creates will be displayed at
the Art Center in a location TBD. Click here to learn more about her work: http://ifvp.org/directory/eshepard
Wednesday, April 23, 2014
Team Costeau
Team Costeau started with the POV/Experience Statement:
A caring, hard working art lover needs to know how to ask for help at work because continued professional development helps her feel valued.
The team prototyped a directory that would live in the Front Office. Every staff member and intern at the Art Center would be included. A pre-made template would create consistent content and would include an image, information about the position of each person, what they do, what they can help people with, surprise skills, how they would like people to connect with them. A skills matrix would also be included. The project could start in a physical form, but then take on a digital form. It could also start here at the Art Center, but then expand into a cross-institutional platform.
Testers appreciated the visual cues that could be good for onboarding and could be easily scan-able Also, testers appreciated the feature on surprise skills. Testers also shared the idea of a peer swap component (I want to learn, I can teach you) and adding background (both professional and personal). Post its could be used as a way to thank staff (thanks for helping me with..), degrees of skills could be incorporated, and perhaps this could translate into a City-wide system?
A caring, hard working art lover needs to know how to ask for help at work because continued professional development helps her feel valued.
The team prototyped a directory that would live in the Front Office. Every staff member and intern at the Art Center would be included. A pre-made template would create consistent content and would include an image, information about the position of each person, what they do, what they can help people with, surprise skills, how they would like people to connect with them. A skills matrix would also be included. The project could start in a physical form, but then take on a digital form. It could also start here at the Art Center, but then expand into a cross-institutional platform.
Testers appreciated the visual cues that could be good for onboarding and could be easily scan-able Also, testers appreciated the feature on surprise skills. Testers also shared the idea of a peer swap component (I want to learn, I can teach you) and adding background (both professional and personal). Post its could be used as a way to thank staff (thanks for helping me with..), degrees of skills could be incorporated, and perhaps this could translate into a City-wide system?
Team Terri
Team Terri stared with the POV/Experience Statement:
A passionate and determined self-starter, active in the arts needs shared learning experiences that are convenient and affordable because they’ve experienced the value of peer support and mentorship.
The group focused on prototyping how the Art Center could foster a culture of career exploration and openness. How might we create an environment in which staff can share career paths and aspirations in a safe space and in which staff can learn from each other? This cutting-edge idea would require an environment of radical trust.
Part One would involve an all staff session in which norms would be developed. An outside consultant would sit in the "hot seat" and share their experience, as a catalyst to further staff discussion.
Part Two includes breaking up into pairs, creating a circle of trust in which staff could share openly. Focus would be on honoring presenters and special guests. A scribe would provide documentation.
Part Three involves using our staff and volunteer lounge as an opportunity for documentation, recognition, and sharing. Staff would be encouraged to share their takeaways from the experience. Notes would be posted in the environment.
Testers appreciated the three part process and emphasized the importance of radical trust to make the project successful. Privacy would have to be maintained, as would providing an opportunity for different voices. Perhaps grant funds could focus on a facilitator who could help create a radical trust environment, be the first speaker in the 'hot seat" and then continue to facilitate discussions.
A passionate and determined self-starter, active in the arts needs shared learning experiences that are convenient and affordable because they’ve experienced the value of peer support and mentorship.
The group focused on prototyping how the Art Center could foster a culture of career exploration and openness. How might we create an environment in which staff can share career paths and aspirations in a safe space and in which staff can learn from each other? This cutting-edge idea would require an environment of radical trust.
Part One would involve an all staff session in which norms would be developed. An outside consultant would sit in the "hot seat" and share their experience, as a catalyst to further staff discussion.
Part Two includes breaking up into pairs, creating a circle of trust in which staff could share openly. Focus would be on honoring presenters and special guests. A scribe would provide documentation.
Part Three involves using our staff and volunteer lounge as an opportunity for documentation, recognition, and sharing. Staff would be encouraged to share their takeaways from the experience. Notes would be posted in the environment.
Testers appreciated the three part process and emphasized the importance of radical trust to make the project successful. Privacy would have to be maintained, as would providing an opportunity for different voices. Perhaps grant funds could focus on a facilitator who could help create a radical trust environment, be the first speaker in the 'hot seat" and then continue to facilitate discussions.
Pinhole Flares!
Pinhole Flares started with the following POV:
A working artist who juggles multiple jobs to create a financially viable life so that she can express herself as an artist.
In their brainstorms, Pinhole Flares came up with the following ideas:
In the testing, users appreciated the camera, live-feed option and asked if it would be accessible to kids. Perhaps there could be "adult swim" hours, so that the space doesn't become an interactive area for kids. Perhaps parameters of use could guide engagement in the space. Users asked if the ideas are more compelling than the physical making materials and wondered how people know how to connect virtually. When do ideas/feedback expire? Another suggestion: a physical photo booth.
A working artist who juggles multiple jobs to create a financially viable life so that she can express herself as an artist.
In their brainstorms, Pinhole Flares came up with the following ideas:
- A barter-based system that might include housing, healthcare, cost sharing, ride sharing, an equipment/tools exchange, et.
- A prototyping/testing space for creative and artistic practice
- An artist match program (a.k.a. "bring your artist to work day)
- Some combination of art and physical fitness, health, social wellness
In the testing, users appreciated the camera, live-feed option and asked if it would be accessible to kids. Perhaps there could be "adult swim" hours, so that the space doesn't become an interactive area for kids. Perhaps parameters of use could guide engagement in the space. Users asked if the ideas are more compelling than the physical making materials and wondered how people know how to connect virtually. When do ideas/feedback expire? Another suggestion: a physical photo booth.
Testing with Guests
Our special guests Josh Russell from SV Creates, Gallery Shop Manager Elizabeth, CK Assistant Shae, and intern Rebecca helped us testing with the teams. "I really liked..." and "I wonder if..." were the prompts for the testers.
Prototyping and Testing
On April 23, we prototyped and tested! Alyssa Erickson provided us with the introduction, setting the stage for prototyping. Build to think and fail early and often!
Sunday, April 13, 2014
Brainstorm!
Our next meeting on April 9 involved brainstorming! Rebecca Barbee kicked us off with some energetic improv activities to get our creative juices flowing!
Next, Jackie Rossiter lead us through the steps of brainstorming, providing us with helpful tips and tools throughout the process. The group then brainstormed a variety of solutions to their problem/experience statements.
Next, Jackie Rossiter lead us through the steps of brainstorming, providing us with helpful tips and tools throughout the process. The group then brainstormed a variety of solutions to their problem/experience statements.
Friday, April 4, 2014
Define
Empathy Panel
On Wednesday February 26 we hosted an empathy panel featuring more than 12 emerging arts professionals from around the Bay Area. Many thanks to genARTS, the Multicultural Arts Leadership Initiative (MALI), the Bay Area Emerging Professionals group, and our friends at the Bay Area Glass Institute for their participation and for promoting the panel.
During the panel, Art Center staff and interns asked the panel the questions they developed in the empathy session.
During the panel, Art Center staff and interns asked the panel the questions they developed in the empathy session.
Empathy!
At our next meeting on February 12, Director of Volunteer Engagement and Intern Programs Emily Lacroix presented about empathy in the design thinking process. At the end of the meeting, staff worked in teams to develop questions for the upcoming empathy panel.
Kick off!
Our project started on January 29 at our all-staff meeting. We welcomed John Edson from Lunar as our guest speaker to introduce design thinking.
We also launched the design challenge that will sustain us through this process:
How might we best create and sustain professional development opportunities for emerging arts leaders at the Palo Alto Art Center?
We also launched the design challenge that will sustain us through this process:
How might we best create and sustain professional development opportunities for emerging arts leaders at the Palo Alto Art Center?
Project Summary
The Palo Alto Art Center will use a design-thinking methodology to engage all staff, including emerging professionals and interns, in a process intended to result in a professional development infrastructure that is built upon an empathetic understanding of the needs and interests of NextGenArts leaders.
The Palo Alto Art Center and the Palo Alto Art Center Foundation are appreciative of the support of the NextGen Organizational Grant Program, which is funding this initiative.
The Palo Alto Art Center and the Palo Alto Art Center Foundation are appreciative of the support of the NextGen Organizational Grant Program, which is funding this initiative.
Thursday, April 3, 2014
Subscribe to:
Posts (Atom)