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The possibilities offered by Co-operative Inquiry

The possibilities offered by Co-operative Inquiry. What difference does it make to me as I learn to integrate mind, body and emotion at work?. Session outline. Check-in: 5 deep breaths What brings you here? What did you notice…. in yourself and others during that process?

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The possibilities offered by Co-operative Inquiry

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  1. The possibilities offered by Co-operative Inquiry What difference does it make to me as I learn to integrate mind, body and emotion at work?

  2. Session outline • Check-in: 5 deep breaths • What brings you here? • What did you notice…. in yourself and others during that process? • The focus of our inquiry today? • Co-operative Inquiry explained • The stages • Ways of knowing • The connection to mindfulness • Recruiting my co-researchers • What we discovered together….. • Check out

  3. Co-operative Inquiry • “Co-operative inquiry involves two or more people researching a topic through their own experience and reflecting together on it. Each person is a co-subject in the experience phases and co-researcher in the reflection phases.”Heron, J, Co-operative Inquiry: Research into the Human Condition (Sage, 1996) • Comes from the perspective of social constructionism • The inquiry runs as a series of cycles that go from reflection to action back to reflection again. • Each cycle is generally made up of 4 stages

  4. Stages of CI cycle • Stage 1: first reflection phase • agreeing the focus of the inquiry and a plan of action • Stage 2: first action phase • inquirers are exploring (internally and externally), applying skills (of inquiry), keeping records • Stage 3: immersion in stage 2 • Noticing stuff – learning, being lost etc • Stage 4: second reflection phase • Sharing data with others • Refocus and re-plan for next cycle Action – Reflection – Learning - Decisions

  5. Ways of knowing Propositional knowing (that something is the case) Presentational knowing (expressed through stories/ images/music) Practical knowing (expressed through skills or competence) Experiential knowing (feeling/presence) Expressed through Empathy, resonance (difficult to put into words) Practical Propositional Presentational Experiential

  6. This type of CI • Combining inside and outside action • Individual reflections and group process • Informative (rather than transformative) • Short and focused (5 weeks, meeting weekly) • Structured (2 hours) • Check in and check out • Group Process (reflection in and on action) • Check out

  7. Mindfulness • “….the awareness that emerges through paying attention in a particular way, on purpose, in the present moment and non-judgementally, to the unfolding of experience moment by moment.”Jon KabatZinn, Full Catastrophic Living, 1990 • Holistic in nature exploring the body, emotions as well as the mind • Learning about ‘how’ to focus attention and start to notice (without judgement and with kindness) the thoughts, patterns, feelings and emotions you create in yourself • Considering how well (or not) these patterns serve you without judging them as wrong or bad…. just there! John Heron: “affectionate curiosity”

  8. Our question • What difference does it make as I learn to integrate mind, body and emotion at work? • 5sessions • First one to initiate (1 hour) • 2-5 inquiry cycles (2 hours each) • Individual follow up reflections (images, poems, songs, text) sent to the initiating researcher

  9. Our research group • 7 people, all leaders in a Financial Services company • No-one knew anyone else (well) before the start of the CI • Three people worked in the same area of the business (IT) • Two people were acquainted with each other • Different levels of leadership represented from first line manager to senior manager (manager or managers) • 5 women, 2 men • No previous experience of CI or reflective practice

  10. What you might learn • An exploration into your own leadership practice from the perspective of mind, body and emotion. • Deepen your awareness and understanding of how your mind, body and emotions ‘show-up’ in your performance day to day • Identify the things that serve you well in your leadership practice and the things you may like to change or enhance • Deepen your understanding into why the way your leadership impacts on you and others

  11. What kind of person……. • People who have an open mind to a different kind of research • A spirit of adventure and willingness to stick with the emergent research process and step into the unknown • Curious enough to commit to the process – you need to want to do it for you • A curiosity to discover more about your leadership and how these three factors blend and show up in you • Willing to reflect on your real experience and rummage around in your bodily and emotional centres as part of the research (real time) • Willing to share your discoveries, insights with the group, even when some of that may be difficult for you

  12. Letting go of “doing it right” “What follows is presented in an orderly and systematic manner. What happens in the living presence of a group will be much more creatively delightful, disorganized, incomplete and distraught.” (John Heron, CI, p62)

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