Peter Block's book, Community: The Structure of Belonging, is a transformational book that examines the current state of many communities, and provides many insights and explorations into how we can transform into a powerful community.
One of Block's points that spoke loudest to me is the concept of "the small group being the unit of transformation." Individuals feel more empowered in small groups, and in turn feel more connected to the large group. One facet of building a strong community is overcoming isolation. Allowing individuals to form a sense of security and intimacy working in small groups discourages individuals from working in isolation. In a large group setting, the leader is generally the person in power. Organizing individuals in small groups shifts power and accountability from the leader to the individuals. There will always be occurrences where the large group is necessary, but it is critical as a leader to allow individuals time to meet in small groups, and the ability to report out to the large group.
There are several aspects of my current position as Principal that this concept directly applies to. On one hand, many of our largest district initiatives are undertaken utilizing small groups. For example, this past school year, we had monthly professional development sessions with staff members on Educator Effectiveness. During these hour long sessions, staff were grouped in small groups, viewed teaching videos from Teachscape, and discussed these videos as they pertained to Danielson's Framework in their small groups. They were then given the opportunity to share out with the large group. We have also used this similar method with many other district initiatives. On the other hand, I also recognize areas of my position that I should be utilizing the small group concept more effectively. This is apparent with regular staff meetings that we conduct. These meetings generally take the structure of Robert's Rules of Order, focusing on explanation and problem solving, rather than engagement. Going forward, I will ensure that staff members are given more opportunities to engage in small group discussion during regular staff meetings.
A second point in Block's book that I was able to relate to also involved increasing individual engagement in the community. In Chapter 10, Block describes the concept of transformation occurring through the way we speak and listen to each other, specifically our questioning techniques. Good questions encourage engagement, are memorable, and have a transformative power. Answers have a tendency to shut down the discussion, to oppress individual engagement. There are three qualities to all great questions. First, great questions are ambiguous, requiring each individual to bring their own meaning to the conversation. Second, these questions are personal for each individual. Third, great questions have an edge, evoking a sense of anxiety among individuals. Finally, great questions require a level of trust and respect among the community, which is built gradually.
Once again, I am brought back to the scenario of running a monthly staff meeting. Many times, these meetings have a low level of engagement, and have more answers than they do questions. At this point, I don't feel properly equipped to engage in the questioning techniques described by Block, but I am interested in doing additional research on this method of individual engagement and utilizing this concept with our staff.
There are several other points in the book that I found very pertinent to my position as a building leader. Without getting into additional details, these include:
- transforming isolation within communities into connectedness and caring
- engaging citizens is key to community transformation
- we need to focus our efforts on shifting from a Stuck Community to a Restorative Community
- encourage ownership of individuals within the community
If you're in a leadership position, or a person looking to improve your community, Community by Peter Block is a must read book on making the necessary and fundamental changes to improve your community.
Brandon,
ReplyDeleteYour take away of "the small group being the unit of transformation." is one that did not resonate with me until I read your post. The point that you make of using belonging to a small group assisting with an individuals connection to the larger group is a valid one, and one that I see on an ongoing basis within my current role.
As a district level administrator in a district made up of seven buildings, it is challenging for individuals to feel a true connection to the district as a whole outside of ones own building. This is a challenge that I have been working to address. throughout the past year, an effort has been made to connect staff with those in other buildings in meaningful ways. To that end, providing staff opportunities to work in small groups with staff from other buildings has helped to foster connections throughout the district.
Brandon, I completely agree with your findings. After reading your post, it caused me to reflect upon my staff meetings which are sometimes "sit and get." When I think back on it, the meetings I've felt the best about were the ones centered around small group activities. I also know that I need to work on my questioning skills...especially the type of ambiguous questions mentioned by Block. I am very interested in deepening my understanding of this technique for engaging discussion.
ReplyDeleteBrandon - I also took away meaning from the small group being transformational in an organization. This helped confirm my belief in continuing the pursuit of supporting and building the PLC's in my school. I have found that PLC development is difficult but the conversations that are taking place in these small groups are generating energy and encouraging accountability among my teachers to develop professionally.
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