1. Organising Alone or with a Team?

A way to get organised is to get as many as possible people together - the more people, the more the jobs can be distributed over more people. However...


Effective communication

What are the aspects of organising a team successfully?

It is very easy within Co-Counselling to think that the communication among organisers mostly depends on the individual communication skills. This individualistic concept is absolutely wrong footing. Effective communication between all the organising people is fixed at the start by the organisational and decision making structure that has been chosen.

1. Splitting ‘policy making' from ‘executive jobs'

policy > consensus (what is consensus)
executives > one person plus support persons.

A word about ‘hierarchy'
It has become received wisdom that Co-Counsellors don't like hierarchy. The fact is that nobody likes to be told what to do. And ‘being told what to do' is often confused with ‘hierarchy'.

On the other hand people also don't like to waste their time with messy democracy and endless unproductive meetings.

In a way ‘hierarchy' is essential. One area of responsibility can only be shared by one or two people, while the other people are there for support. It is possible to set up this ‘hierarchy' of responsibilities and clarity who is in charge and who is supporting them in such a way that everybody knows what needs to be done without an atmosphere of ordering people around.

2. Creating clear ‘executive job areas'

These executive job areas can be created on the fly, depending on the situation and type of workshop. Here are some some examples

  • Program & Culture
    New attendants workshop facilitation
    Welcoming person(s)
    Culture setting
    Trust Persons
    Beauty & Order person
  • Logistics
    dedicated driver
    Shopping person
  • Child minding
    child minders liaising
  • Liaisng withVenue
    general matters
    Food/Cook
  • Treasurer
  • Booking & Information Person
  • Publicity & Promotion
    production of leaflets, infosheets etc
    keeping the Co-Counselling newsletters updated

3. Who to ask for your team?

People bring into Co-Counselling not only their person but also their patterns.

Look out for patterns of people who promote the unlimited intelligence but combine this with an unlimited blindness for own limitations. They promise the heaven on earth, especially when there is a public, are not prepared to look at pitfalls and not a lot will be done.

4. Give your team a good start

 

5. Use Check Lists

 


Promoting Learning from the experience

Clarifying your individual learning goals

 

Enhancing your learning process

  • Creating support and proper feedback
  • Debriefing