|
<br />3
<br /> Recommendation #4: Chronicle through video, art, text, and/or other creative expressions your journey from now
<br />to transformation.
<br />Rationale
<br />
<br /> We are family. Something happens when at our root, we see one another as ourselves. The only way that can
<br />happen is if we finally realize we’re much more “in common” than we realize. All of us are attempting, through
<br />whatever means, to meet our basic human needs. Research shows constantly when there is a cr eative but
<br />unified diversity of thought moving in a mutually shared direction, it increases productivity. It dismantles lines we
<br />draw by age, ethnicity, gender, and socioeconomic level to strengthen our “like” groups (e.g., whites, blacks,
<br />men, women, etc.) to fight for and protect “what’s ours.” “Our” must be redefined. The processes meant to
<br />produce shared practice, cohesion, and commitments that I’ll offer will be a difference -maker, not because of my
<br />ability to “tell you what to do,” but because I understand how to align the human heart, create connection, and
<br />break-down mental models keeping us from seeing all of us as “we.” The strategies may seem counter -intuitive,
<br />but as I often say, the fruit of a tree doesn’t look like its root. In other words, wha t is sown to create systems of
<br />new healthy behaviors (fruit) doesn’t often look like the initial steps taken (seeds bearing roots if embedded into
<br />infrastructure) to ultimately produce them. As I told my esteemed members of your district school-board, you’re
<br />closer than you think. Let me be your guide to help you finish successfully what you’ve started. You already
<br />have what you need from an experience, competency, education, and human capital space. I just help amplify,
<br />align, and unify it.
<br />Execution Strategy
<br />We will work together on a dynamic timeline to:
<br />1. Assign dates for retroactive healing Circle(s) and process orientation for leadership cohort.
<br />2. Select initial leaders from stakeholders to receive The Language of Respect™ one-day training. See
<br />attached.
<br />3. Determine leadership council at either the city- and/or district-level that will work with Consultant to
<br />accomplish mission, vision, purpose, and values redesign and any additional change strategy and
<br />implementation.
<br />It is understood based on available resources some strategies may not be able to be implemented as noted in the
<br />project proposal. This project proposal is based on a best -case outlook and Consultant will work with District to make
<br />necessary adjustments, if needed, while discussing potential drawbacks due to such alterations. Consultant will
<br />discuss metrics to measure impact before initiating any services as they are outlined in this or future proposals or
<br />statements of work. District is advised to use currently-tracked metrics easily obtained and pertinent to this effort to
<br />allow for expedient evaluations and adjustments.
<br />
<br />Consultant, if needed, has pre-established vehicles for any product development or change movement visual assets
<br />to spur whole-group unity (e.g. t-shirts, banners, etc.). District, of course, may use its own resources if such an
<br />intervention is chosen.
<br />Resources
<br />Due to COVID-19, depending on time demands, we would need to discuss appropriate training and Circle
<br />alternatives to maintain adherence to current state guidelines. Consultant is willing to work in -person provided
<br />adequate social distancing, ventilation, and masks are provided by District. In such cases, District would need to
<br />secure training space to accommodate up to 50 people with A/V, chart paper/easel, markers (dry erase and
<br />standard), and a lapel microphone for groups over 40 (a cordless handheld or h andheld with 20ft of cord will suffice if
<br />a lapel is not available).
|