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<br />2 <br />could be preserved yet focused toward whole-community health, prosperity, equitable access, and member <br />support. Resulting clarity enables community-wide branding, messaging, product development, and change <br />initiatives to connect all stakeholders more successfully as valued contributors to whole -group success. <br />Consultant uses a proprietary process to streamline this effort at whichever governing level. <br />Redefining direction at any governing level can take months. This is unnecessary. With the correct stakeholder <br />representation, such a redesign would take a matter of hours. Consultant’s highest value is his ability to scale <br />individual transformation from one person to many. See attached recommendation letters highlighting his work. His <br />proprietary processes work to trim unnecessary steps, saving even days/weeks/months of time which can more <br />creatively be reassigned to activating stakeholder groups in creation of and pursuit toward an exciting, clear, and new <br />direction, as one. <br />The Objective <br /> <br /> Need #1: to develop community-wide practice for more successful conflict resolution and relationship repair <br />across stakeholders at the district- or city-level resulting in less volatile and more orderly responses to conflict <br />and community stakeholder harm. <br /> Need #2: to engage District leadership as front-facing spearheads for community-wide transformation, healing, <br />and restoration resulting in fuller system- or city-wide ownership and practice of restorative work. <br /> Need #3: to repair retroactive harm facilitating ownership across stakeholders of new restorative work and to <br />recruit non-traditional leaders to be change agents for their community resulting in a greater sense of belonging, <br />competence, and personal and group shared value. <br /> Need #4: to align, unite, and transform the city resulting in shared prosperity, acknowledgment, and belonging for <br />everyone. <br />The Opportunity <br /> <br /> Goal #1: Introduce The Language of Respect™ providing a step-by-step process for higher-order thinking and <br />decision-making in conflict. <br /> Goal #2: Position higher-level administration at the district- or city-level as authentic humble change agents <br />willing to “do the work” of reconciliation leading the charge. <br /> Goal #3: Advocacy done differently by including traditionally disenfranchised groups as vital members of the <br />leadership and change process alongside higher-level administration. <br /> Goal #4: Serve as change leaders providing a systemic approach other districts can follow to achieve greater <br />unity after significant harm in their community. <br />The Solution <br /> <br /> Recommendation #1: Select highly influential representation of stakeholders to serve as part of the initial chang e <br />cohort to receive training and process orientation by Consultant to answer questions, field concerns, and <br />introduce him to the Saint Anthony-New Brighton community. <br /> Recommendation #2: Ensure representation of some—if not all—highest-level city and district leadership in the <br />initial cohort. <br /> Recommendation #3: Activate undiscovered leadership potential of even those who’re likely viewed as <br />“disruptive.” Get the influencers at the table and give Consultant an opportunity to put them in a position to al ign <br />their capacity to serve for greater impact and respect.