I feel 're-enthused'.
Exciting new way of exploring case study problems.
This is the most interesting innovative and enjoyable conference that I have ever attended.
I had restricted my scope of possibilities because of a feeling of powerlessness. The final outcome of the group was very positive.
Principles of vision/leadership - upbeat and encouraging in a situation of low morale and much downward spiralling.
The principles to which we were introduced were essential in allowing the groups to be as productive as they were.
The demonstrations and participation worked well. By the end of the second day I was beginning to absorb the process and ideas. I enjoyed the creative energy released.
The link between creativity and translation into vision, mission and project.
I had restricted my scope of possibilities because of a feeling of powerlessness. The final outcome of the group was very positive.
“There is no bad weather, only inappropriate clothing.” (Luke, quoting his father).
The first session, relating music to leadership, evoked emotions and yet the atmosphere was 'safe' and the session moved at the right pace to ensure excellence.
Learning to remain in the Vision mode with all the possibilities. I have felt lighter in spirit, not only around the thinking about staff shortage, but being enabled to have a meaningful discussion with my 'shy' daughter. I have never remembered so much in so short a space of time.
Thinking "outside the box". Using music to get us out of our "boxes". Giving us tools to take away which will help to tell the story of possibility. Being inspired by the dynamism and encouragement of Ben & Roz.
Everything - it was vibrant, moving, exciting and transforming. It has re-energised me and it was SUCH fun! I have cried, laughed, sung, danced, kissed and hugged - what a lovely two days.
A completely new possibility of lecturing/leadership groups. Principles of leadership across disciplines. Inspirational Ben.
Understanding the importance of the difference between positive and negative language.
Realising possibilities within myself to go back and lead others - family, friends and work colleagues.
The musical master class and the presentation on leadership were superb.
Exploring issues using the musical model continued in the medical area, and was more helpful than inspirational, and upbeat, which makes a pleasant change.
Will help me with leadership style - working on possibilities.
The possibility of change. The possibility of moving forward in a constructive manner.
Personal behaviours/languages to adopt possibility, enrol others, coach as appropriate.
Endless possibilities and solutions to persistent insoluble problems. Encouraged confidence when leading groups dealing with colleagues and complex problems.
I can make a difference as an individual.
Will become much more proactive and innovative in new areas both within and outside my present sphere of influence.
Look to the vision of possibility. We (whoever we may be) can make it happen.
The future of projects. Looking for possibilities in all situations. Change leadership style. Enrolment.
Knowing how to lead “from the second violins”. (Ben: You don't have to be chief to lead.)
I have already set up a strategic approach to reconstructing midwives' views of midwifery. This will be working over the next two years. Links made at this meeting will support the strategy and the strategy development may inform the vision arising from this meeting.
A new voice for women and their families.
I see the possibility for groups to emerge from the two days to take the ideas forward. I also see the possibility that the two days will touch my life in many ways - particularly in terms of standing in a place of radiating possibilities. Also I intend to work against the downward spiral.
This was a self-selected groups of enthusiasts, but we didn't know whether we all shared any visions. By their leadership, Ben and Roz showed us that we can share much more than we had ever suspected. By their example we learned about processes and techniques that will enable me to lead in a totally new and more productive way. Life will never be the same again. I can't wait to give all the staff A grades!
I have a better understanding of the impact of changes in medical staffing on the service
Invoking rule number 6 (“Don't take yourself too seriously”) more often.
I have been greatly affected in terms of thinking and talking positively, through radiating possibilities.
Engagement/enrolment approach to seemingly intractable problems and bringing them into the realms of possibility. A real movement forward in improving the experience of women in childbirth.
The setting up of project groups to move maternity services forward nationally. The possibility of change.
The possibility of a maternity service with a culture that promotes and values normal birth, while embracing individuality and diversity. I see the possibility to enrol professionals to adopt views wiser than their own. Working with the other people in the group to toward reducing inequalities in health from the Action Plan. Action is already set up to take forward the task of tackling social inequality in maternity care.
I see and feel the possibility of changes in the way of looking at issues, which is very exciting and has already begun at the conference.
I didn't know what was going to happen - even Luke didn't - but nothing about it disappointed.
There is a possibility that I will develop a passion for my job, enough to enrol others; i.e. light up the parts that enthuse me. I can say “How fascinating” when things do not go as planned. Thank you for your exuberance and innovative approach.
I shall give those who feel negative towards me an “A”. If I change how I feel towards them they will change their attitudes to me. It has helped me to see that I can demonstrate a story of possibility so compelling that others will be excited and transformed by it; eventually every woman will know the midwife at her birth because it will be perceived that any other way is unacceptable.
WHAT DIDN'T WORK FOR YOU?
Some ground rules should have been set at the beginning - one person only speaking. I also found the use of cameras extremely intrusive and annoying.
I was upset by the seeming ridicule from the stage to the first feedback from my group, and I felt that the laughter was inappropriate and hurtful. After raising me so high by lunchtime you deflated me to a huge low by tea time.
The appointed facilitators relinquished their role initially, and I felt that the group suffered as a result.
Elation by Tuesday lunchtime, deflation by Tuesday end of day after poor group work - ambivalent during start of Wednesday.
Timing was a little awry at times and didn't always follow the programme.
There was some confusion as to whether the projects were 'games' (i.e. leadership exercises) - or had the aim of real progress and action. It turned out to be the latter – which could have been made clearer - and more time could have been allocated for issues that are so important. At this moment I felt misled! I thought I was coming to participate in a forum to influence maternity care provision - with a leadership input. I feel as though I've been evangelised in leadership and frustrated regarding everything else.
I feel that this meeting lost its way or purpose. Was it a forum to deliver a leadership methodology, or to debate the future of the maternity services?
Downward spirals: - a fine concept, but many conversations seem closed if no such utterances are allowed. I would have preferred fewer allusions to God and religion. At times the similarity to an evangelist meeting became uncomfortable.
When does the enrolment concept become a form of 'bullying' - it occasionally felt as though it would be considered inappropriate to challenge ideas that a few valuable committed people were expressing.
I felt we ran out of time. I would have liked more involvement from consumers as well as consumer lobby groups.
Plenary sessions were occasionally unwieldy - I would have appreciated more focussed instructions leading to shorter feedback. E.g. what, who, when, how, why? for each group.
The language in terms of political correctness was a barrier to the free flow of thought.
Being constrained by facilitators when attempting to review difficult/uncomfortable situations. I also felt disappointed that the viola player in the master class wasn't allowed to finish what she wanted to say. (Ben seeming to need to prevent a “downward spiral”).
Rule number 6 (“Don't take yourself too seriously”) not observed enough.
Feeling silenced and seeing others silenced when they were unable to talk in terms of 'possibilities'. Sometimes people were hurting, struggling to express themselves and needing to be met where they were. Too little time in the groups - having to rush what, to me, was the most important part of the two days.
Groups went around in circles.
It was not quite the real world.
Feedback from projects was too long and did not reflect all the ideas generated or the amount of work undertaken.
Project group discussion initially uncomfortable; however the process was interesting and finally productive.
There was a need for more structure in work groups, with information about the aims and objectives of groups prior to meeting.
Group work - unfocussed, groups too big to be constructive, individual agendas being set and led, little achieved.
Day 1: interactive session - defining the transformational model. After the exciting, inclusive first session, this session fell flat. We got lost, and so wasted a lot of time trying to work out what we had to do when we got into our group.
The open forum when audience asked to comment - too long and tended to sidetrack too much - more time in groups would have been preferable. Discussion groups too large to be effective.
HOW HAVE YOU BEEN AFFECTED, AND HOW MAY IT INFLUENCE YOUR FUTURE ACTIVITY?
Will help me with leadership style - working on possibilities.
The possibility of moving forward in a constructive manner.
Personal behaviours/languages to adopt possibility, enrol others, coach as appropriate.
Possibilities for the solution of persistent “insoluble” problems. Encourage confidence in leading groups and management when dealing with colleagues and complex problems.
Will become much more proactive and innovative in new areas both within and outside my present sphere of influence.
Look to the vision of possibility. We (whoever we may be) can make it happen. Future of projects. Looking for possibilities in all situations. Change leadership style. Enrolment.
Stimulus to initiate work to carry out action plans and projects as set out in mission statements.
It has freed me to be a contributor rather than a leader.
I will explore the issue of midwifery care assistants and their extension into the community.
I can let my manager know my plan to move forward.
Invoking rule number 6 (“Don't take yourself too seriously”) more often.
It will assist me in relating more positively with an extremely difficult colleague.
To take away principles through all of life, from home to work. To be a visionary.
Working with the group to reduce inequalities in health, following the Action Plan. Action is already set up to take forward the task of tackling social inequality in maternity services. We are setting a meeting date for July 2000, and have set tasks to be achieved before then. (See the DISCUSSION area in The Pregnancy 2000 Website )
SUGGESTIONS FOR FUTURE MEETINGS.
It would be helpful if the Vision was permanently on display in the main room to focus us.
A meeting where the balance of lay members, professionals and managers is improved. Further session with same group 1-2 years time to feedback on the possibilities that have become available as a result of the conference.
Use pre-headed/designed acetates for final project presentations - issue to groups for final group work. E.g.
TASK
PERSON(S) RESPONSIBLE
DATE
Concerned about continuation of projects initiated here - we shall ensure they don't fall by the wayside. Queries by email )