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How might supervisors across the org hoard power and how are unspoken cultural norms perpetuating that?

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Building in time/breaking sense of urgency so allow for more inclusive practices more consistently

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Building in time/breaking sense of urgency so allow for more inclusive practices more consistently

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Asking team members for input without a hidden agenda or predetermined outcome in mind

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Asking team members for input without a hidden agenda or predetermined outcome in mind

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Making implicit processes or practices to gain information or knowledge of 'how we do things' explicit and clear for everyone

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Making implicit processes or practices to gain information or knowledge of 'how we do things' explicit and clear for everyone

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We're focusing more on HOW decisions are made and HOW work happens

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The idea that sharing knowledge increases power is really crucial and rests on breaking down the mindset that power is finite or a zero/sum game. When I share power, I do not lose power

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The idea that sharing knowledge increases power is really crucial and rests on breaking down the mindset that power is finite or a zero/sum game. When I share power, I do not lose power

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Thank you! This session and the previous ones have been really well-designed and executed and given me lots to think about.

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Thank you! This session and the previous ones have been really well-designed and executed and given me lots to think about.

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How people learn about and have opportunities to participate in meetings, projects, teams

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How people learn about and have opportunities to participate in meetings, projects, teams

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Inviting schools, districts, and community partners to propose ideas for projects rather than starting with our ideas before finding partners

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Inviting schools, districts, and community partners to propose ideas for projects rather than starting with our ideas before finding partners

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What power are people rightfully and effectively holding? What power do people hold by virtue of their position vs. by virtue of their personhood?

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Unlearning and disconnecting my ego from holding power. Sharing power doesn't mean I am worth less at the org

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Sharing information more broadly, transparently so I'm not deciding "who needs to know"

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Have open dialogue about team members' perceptions of who has power and who doesn't

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Have open dialogue about team members' perceptions of who has power and who doesn't

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More transparency and frequent sharing of knowledge and why, how, and when decisions could be made

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To inclusively develop and formalize decision making processes, knowledge management processes, and other processes that are needed

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Acknowledging implicit power that's not captured in an org chart

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Less filtering of things through the leadership team

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What does it look like to disrupt power hoarding and the dynamics in an org? Who can we learn from?