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To be able to process this workshop we need some material to do so.
All together consent to the driver and we consent to the first idea and how to get there. We open our minds about our situations and burn the 'old' together as an act to let go and make room for the new.
We look for ownership of the big topics to get a start.
Each person writes in his own topic cards. Everyone on its own. Just create them or revisit if already created. We end up with lots of cards. Each item on its own card.
Now we mix all cards. Easy recognisable through the color scheme. Each person gets a pile of sliced topics. We put them on the table and make an agile estimation methodd called 'magic estimation'. We can get two results for example:
We end up having all cards sorted for their complexity and wrote down the 'story points' on each card. This enables the path for an empiric forecasting method.
We collect all our complexity estimated items and put them in a looong timeline. Still watching out for a distinction of problems and possible solutions. Oberserving ourselves and the growing big picture, we add stuff that we missed using the intelligence of the many.
We decide together how much time will be needed to add value to the conversation. Assumed its a range of three months. We put this timeframe on a table the same size as before. Having enough detail to add information and also to add concrete relations to other items. Like a dependency or related events.
After this part we end with an action plan for the next phase waiting to be executed.
Using the 'liberating structures' network cards we look into the patterns of participation in those items. We also collect people who should be involved and invest to think about how we invite people we don't know but should be part to make it a success.
after all these steps, we end up having a concrete action plan for the near future. If we can consent to this, we can invest time to think about how to execute the next slice of time afterwards. How can we constantly revisit that plan. How can we control it? How can we let it be controlled by others? Which kind of structures are there to foster a self organising work culture if needed or wanted?
