By Paul Horton, Partner, The Athena Group
An earlier entry on this topic made a case for intentional measurement and management of social capital within both organizations and multi-stakeholder or cross-sector collaborations. I also introduced a new Social Capital Assessment tool designed to enable an organization to survey and assess its baseline and ongoing levels of social capital. This post briefly describes a recent experience with a client to assess its social capital and to identify specific ways to focus its precious time and resources to increase trust, foster more beneficial norms of working and communicating and build more robust and open networks.
As indicated in the previous post, social capital matters. In fact, research shows that a reasonably high degree of social capital is an essential prerequisite for functional organizations and any form of collective action. To help organizations and teams do their best work we developed the new Social Capital Assessment (SCA).
As we were developing the SCA, we were confident that it would provide useful data to any organization or team. The results of the SCA, a Social Capital Profile, provides multi-layered, qualitative information that can assist in identifying opportunities to better facilitate the creation of greater levels of social capital within an organization or network.
In the earliest stages of introducing this tool with a client, an international mindfulness organization based in British Columbia called Clear Sky, we understood that like any tool, the value resides more in the intention around its use than in the tool itself. This was indeed the case with Clear Sky.
During our initial conversations with the leadership of Clear Sky, we emphasized the idea that unless there is an authentic desire to learn and grow, the results of their efforts would be minimal and possibly even counter-productive.
People can become more distrustful, cynical or disengaged if they perceive that the employee satisfaction survey they are being asked to fill out will be just another perfunctory exercise and will not be taken seriously by management. We’ve all seen recent studies showing historically low levels of employee satisfaction with their workplaces. A new in-depth survey of 30,000 workers worldwide by Mercer, revealed that between 28% and 56% of employees in 17 spots around the globe wanted to leave their jobs.
Fortunately for the members of Clear Sky, their leadership group entered the process with a good deal of curiosity, humility, a trust in people’s knowledge and experience, and a desire for growth and transformation. They also shared a desire to make their meetings and decision-making processes more participative.
The first thing that the Clear Sky members saw from the leadership group was a generous email invitation. The language served as an early signal of the genuine intention of the group. The questions asked in the Assessment tool were not the first, but a second signal that this was going to be more than just another routine exercise.
The process didn’t end there, though. Once we had completed the Social Capital Profile (the results of the assessment) the leadership group had a choice. The smaller leadership team could work with The Athena Group to interpret the results of the assessment, develop a set of strategies for increasing social capital where it was seen to be low, and then simply share that with the larger membership. Or, the group could open the process up right from the start and include the membership in the conversation. They chose the latter.
We were invited to design and host a series of three 90-minute conversations with both the leadership group and the members about possibilities for growing even more social capital over time. Through those conversations, it became clear that the very act of administering the Assessment within Clear Sky, along with the intentional approach taken throughout the process, helped its people feel more connected, established improved communication norms, and built more trust; in other words, social capital.
Undertaking the SCA process with Athena Group’s Paul Horton allowed the Clear Sky community to engage in ways we hadn’t before, and we felt greatly enriched overall. We became more aware of how our community felt both challenged by and committed to different aspects of our organization, and the process empowered us to think about and discuss these feelings and perceptions together, without being burdened by the need of a few to trumpet or fix them. About 25 of us engaged in the process. Much of our collaboration happens intermittently and virtually, and it was heartening that undertaking this work instilled a feeling of connection, trust, and interdependence that we hadn’t known existed theretofore.
Catherine, Clear Sky
Please contact us if you would like to learn more about the Social Capital Assessment.
No cost Social Capital Assessment opportunity
The Athena Group is pleased to offer to one organization a no cost Social Capital Assessment. This offer includes the following.
- Initial meeting to clarify client’s context and needs (e.g. assessment recipients, desired outcomes, boundaries and Limitations, etc.) and outline a plan of action
- Assist client with language for an initial email invitation to recipients introducing the SCA (what is social capital, why are we inviting you to complete it, what will happen w/ the results, anonymous, etc.)
- Support client administering the SCA
- Review and analyze the data
- Provide Social Capital Profile including initial recommendations on opportunities to increase social capital where it is found to be low
- Assist client with follow-up messaging / email language to recipients
Depending on the specific client and the context, The Athena Group may also be willing to design and facilitate a small handful of meetings or conversations with recipients of the assessment to explore together opportunities to build greater levels of social capital.
Please contact Paul Horton if you are interested in taking advantage of this opportunity to proactively identify gaps in social capital in your world and take active steps to increase your potential for effective collective action.
By Paul Horton, Partner, The Athena Group This blog makes the case for intentional measurement and management of social capital within both organizations and multi-stakeholder or cross-sector collaborations and introduces a new Social Capital Assessment tool. The next post in this series will discuss ways to evaluate the results of the assessment as well as ways to focus precious resources to build greater social capital. The Importance of Social [...]
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By Faith Trimble
Faith Trimble.jpgInterestingly enough, the first thing people ask me when I tell them we are changing our name from FLT Consulting to The Athena Group is: “Are men allowed to work there?”
I know the goddess Athena is a powerful female figure, but I didn’t think she was discriminatory! Quite the contrary, I imagine her to be the epitome of social justice.
The myth says that Goddess Athena, Daughter of Zeus, was not born by her mother, rather she leaped out of the head of Zeus already adult, dressed with her armor. Her Father Zeus was the King of the Gods and her Mother Metis was the most knowing of all beings.