My Communities

The output of a theory of change is something that will benefit the whole organisation and I think that this common goal should be clearly stated by the facilitator

First, I would invite the group members to talk about a light topic, such as what song they like to hear the most when they wake up, or what kind of music relaxes them.
Then, I would propose that each one say their expectations of the project that we are going to review, sharing the points of view enriches the sessions and improves perception. Finally, I would ask them to each describe the best possible, and then move on to an order of reviews to begin to define the tasks that we are going to perform.

I am agree. Talking about personal interests helps break the ice and build bonds of trust.

If I were supposed to be facilitating a theory of change, I would say things that will encourage participants towards the objective of the organization.
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With what I have read so far, as a good facilitator, the best thing to do is maintaining psychological safety for all.
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I will achieve this, by encouraging participants to put aside their individual interests and preconceptions that defined their job.

Hi everyone,
As you know we're going to go through the ToC development process. It maybe not easy journey and will take a lot of efforts from each of us. Through the journey, we may find out that there are outcomes that we haven't focused sufficiently, while there are unneccessary activities to achieve the expected outcomes that we implemented. This is a comon experience to most of the organizations working on the ToC development. However, the ultimate goal of this process is to restructure the organization strategy so that we will work more effectively and efficiently. I hope that we all will contribute to this process and please do not hesitate to come to talk to me if you find any problem during the process.
Thank you.

If I were facilitating a ToC process, I would be focused on creating a safe environment where all the participants feel comfortable to share their visions. Firstly, I would conduct an ice-breaker activity to create a familiar and pleasant atmosphere. Then, I would ask the participants about their expectations on this process of building a theory of change. I would take notes on a flip chart about the participants' interventions and discuss them with them. After this quick discussion, I would make the participants realize that this is a complex process, where everybody's ideas are concerned, but also the way as each one works and contributes to the achievement of the organization's goals. Finally, all together we will draft the core values which will guide our performance in this exercise, where it would be included: respect, honesty, flexibility, the capacity to listen, and so on. At this point, the foundations would be laid for the whole process to be conducted in a constructive, inclusive, and participatory manner.

I would let them know that it is a safe space, and that nothing discussed should be taken personally, as we're trying to improve our strategies and outcomes.
I would explain to them that every single statement made should fit withing the framework of respect. And I would let them know what to expect in advance.
I would encourage them to remain open minded and as impartial as possible, since we're going thorugh this process in order to become more effective and efficient.

I would facilitate the theory of change process myself. I will facilitate in the manner to ensure all participants that all perspectives is so important to be considered, while strengthening the theory of change, it will prevent the future unpredicted circumastances if all perspectives do not considered. In addition, as I am qualified enough to critically create the situation which convinced the palnning team, what are the logic behind the theory of change which is a must for success of any efforts.
Additionlly, I fully believe that a participatory works, specially from various background is help us, to pour ligh from many diffrent angles to a particuller issue which individually won't be possible.

I'll make them focus on two things:

Why are we here?
What we need is to agree on single solution

I will tell the planning team that they are about to begin a process crucial to the organization's success; therefore, they should all set aside all their individuals interest and preconceptions and consider the group of the entire organization and its beneficiaries. I will also add that they need to be able to define the organization's outcomes and reach agreement about how everyone can contribute to achieving these outcomes.

To create a safe space for difficult conversations, I will ensure that the conversations we have are courageous and avoid those that will cause chaos. i will also make the participants understand that everything that comes out is for the good of the organization and should not be taking personal.

I think that spending time articulating and review rules of discussion to ensure that people feel like it is a safe space to talk is important. To remind people to use "I" language and to keep discussions professional not personal among other practices - all the while reviewing and reiterating the goals of the project. I also think it is important to have a "parking lot" space where ideas and thoughts can be recorded that might not fit directly into the Theory of Change process but bring up issues that are important to discuss in other meetings.

The service population for the Community Recovery Grant Program are members in a community that are impacted by a particular disaster event. The target population will be a subset of those community members that have been impacted in the ways that the community has identified as being of the highest priority. The people that we are most unsure about are those that have been impacted by the disaster but do not rank in the community's identified highest priorities.

By inviting your planning team to join a Theory of Change process, you are inviting them to have difficult conversations about important issues. Disagreements will be common. People will hear things that they do not want to hear. For example, managers may hear facts about their programs that are discouraging: that outcomes are poorly defined, that resources are not allocated well, that programs are not creating the intended outcomes, or that evidence of effectiveness is simply unavailable. Staff members may hear that some of the programs that they are working on do not align with strategic goals.

The conversations need to be forward-looking. It is the job of a skilled facilitator to encourage courageous conversation while maintaining psychological safety for all. Participants will need to set aside their interests and preconceptions that define their jobs. Instead, they will need to consider the good of the entire organization and the good of their beneficiaries

For ensuring objective oriented discussion, I will make sure to present organizational goal clearly. I will try to keep participants on the topics for finding best pathway of the change, ignoring their personal of group's interest.

First I would say that all ideas are valid to feel comfortable in the process

First I would say that all ideas are valid to feel comfortable in the process

First I would say that all ideas are valid to feel comfortable in the process

First I would say that all ideas are valid to feel comfortable in the process

First I would say that all ideas are valid to feel comfortable in the process

Draw the attention of the team to a case/success story of a theory of change development through a healthy and honest conversation.
Explain the importance of planning ahead leaving personal deputes and gains aside.
Explain the process beforehand in a team/ staff meeting and give them an opportunity to prepare for the conversation.
Set some ground rules for communication to avoid conflicts, and let the conversation flow freely and impartially.
Lead the conversations to a resolution smoothly without giving a space to take in person.
Lead the conversation to understand each others perspective, and communicate other's concerns in a respectful way.

What would you say to your planning team? How would you create a safe space for difficult conversations?

I would tell them that the objective of the exercise is to have an open conversation about our organization for the good of all, from the board to the staff to the participants. We are here to listen to all the voices to find a common ground.

I would stress that we all work for the same purpose. We have the most important thing in common: the final goal. If someone disagrees with someone else is just a process that we have to pass thrugh, with never forget that everyone in the room is giving his/her best to achieve the common goal.

i will always convince the team members to stand still and not be shaken with any problems
that may fall in the process but to focus on our programs

I would welcome them in the team and encourage them to be open and participative. I will ensure that their insights are valid, and for some will be processed. Communicating with the team is very significant as it will develop trust. I will tell them that if disagreements will happen, then the team really works. There is no perfect team but through collaboration and active engagements to achieve the goal, whatever is planned will definitely be met.

If I were the facilitator of a toc process, I would first try to form a heterogeneous team, involving collaborators who come from different sectors and who have possibly already worked together. In order to avoid uncomfortable moments, I would try from the outset to define exactly the objectives and results to be pursued so as to avoid doubts among the team.

If I were a facilitator and I had to prepare my team for a difficult talk, I would start the meeting by saying that today's session will not be about simple things, but about things that might cause different reactions among each participant of the team, adding that every opportunity is good to grow and to learn even from uncomfortable situations.

One key is stressing confidentiality and that people will not be identified. In focus groups, this is dependent on every one else in the group. Defining the expectation of confidentiality from the start can help with this.

I would start the meeting by doing a team building exercise. Not only, I will ask to wait your turn to speak, and asking everyone to have respect by different ideas, telling them to focus on our common goal.

We are here to put our heads together to finalise a Theory of Change for our organisation. First of all, there is a good possibility of criticism, disagreements and conflicting views arising. These shall remain within the confines of this hall and will not be discussed or spoken about outside this hall. This is no place for egos and hierarchy. What matters is clarity of thought, cogent expression and objective view. Please express your thoughts and views in a frank, free, forthright way without any fear. We have to place the success and future of our organisation foremost in our minds. In this exercise, there will be no loosers, and only the organisation will be the winner.

We are here to put our heads together to finalise a Theory of Change for our organisation. First of all, there is a good possibility of criticism, disagreements and conflicting views arising. These shall remain within the confines of this hall and will not be discussed or spoken about outside this hall. This is no place for egos and hierarchy. What matters is clarity of thought, cogent expression and objective view. Please express your thoughts and views in a frank, free, forthright way without any fear. We have to place the success and future of our organisation foremost in our minds. In this exercise, there will be no loosers, and only the organisation will be the winner.

If the participants do not know each other well, I would start with a round of introductions. Then I would explain the ToC approach using examples. I would tell the participants that there are no hierarchies within the group, no matter what professional position they normally hold. I would make sure that everyone gets a chance to speak and that participants always let each other finish speaking. I would try to create a friendly atmosphere and provide coffee, tea, snacks and fruits.

please every on feel free to air out your views because if you don't, then everything agreed upon here will affect your performance in one way or the other. i kindly request for full participation and cooperation within this meeting as we wish to come out with the best ToC at the end

First I welcome each and everyone.
Brief them on issues we want to iron out or clarify
Encourage them to feel free to participate and push for full member participation as the topic would affect everyone's performance at some point
Introduce sticky note to encourage easy flow of ideas
Push fair ideas to the parking lot
Encourage secret voting on the best ideas

First I welcome each and everyone.
Brief them on issues we want to iron out or clarify
Encourage them to feel free to participate and push for full member participation as the topic would affect everyone's performance at some point
Introduce sticky note to encourage easy flow of ideas
Push fair ideas to the parking lot
Encourage secret voting on the best ideas

First I welcome each and everyone.
Brief them on issues we want to iron out or clarify
Encourage them to feel free to participate and push for full member participation as the topic would affect everyone's performance at some point
G
Introduce sticky note to encourage easy flow of ideas
Push fair ideas to the parking lot
Encourage secret voting on the best ideas

First I welcome each and everyone.
Brief them on issues we want to iron out or clarify
Encourage them to feel free to participate and push for full member participation as the topic would affect everyone's performance at some point
Get a large spread sheet and a trained secretary to write down important points in the meeting
Introduce sticky note to encourage easy flow of ideas
Push fair ideas to the parking lot
Encourage secret voting on the best ideas

As a skilled facilitator, I would tell them that the process of theory of change is not to spite anyone but to take the organisation into a higher level. Let us set aside our individual difference and focus on properly defining the organisation's outcomes and the roles we would have to play as a body.

Let us enjoy the process, learn from it, bring our contributions to the table and make good use of our time.

teamwork and responsiveness

Setting the Tone
As a facilitator of a Theory of Change, I would create a safe space among the planning team thus:
I would begin by assuring every member of the team that we have a common goal which is to develop a working document that would ultimately guarantee greater benefits for the entire team, irrespective of what position they occupy. I would emphasize the importance of since, courageous contributions from every member of the team notwithstanding their position in the organisation., hence the need for them to be receptive to suggestions and feedback from any member of the planning team. Aiming to enthrone psychological safety and encourage courageous contributions, I would obtain assurances from every team member, especially the leaders, that they would be receptive to feedback from all planning team and regard them are sincere efforts to promoting the programs of the organisation

It is important for team members to know that the process is for the good of the organisation and beneficiaries. Therefore, all biases and sentiments must be set aside.

Also, team members would be encouraged to respect the view of others.

I will make all team to be aware of the challenges of this exercise and I would you create a safe space for difficult conversations by putting in place my strong psychological skills. ;)

don't get the point

provide a conducive environment to the participants by telling them to participate actively through asking questions where they do not understand and given their full attention.

Could ask the participant to either write their questions down or ask verbally. The answer would be given there and then or through or parking them for the right time after consultations.

Target population: Young girls
Service population: women
People am not sure about: men

Funds, Hire of deep water drilling services, water specialist to test water if safe for consumption, equipment for the water source

I would tell the planning group to thoroughly and tactfully think about the assumptions inline with precondition that will enable the program to reach it long term outcome.

I would let them know that what we are doing here is for everyone ones goal not to align or malign any body in the process.
I would ensure the environment is safe and conducive for all before we begin the process

I would make it clear that for a well thought ToC, a holistic discussion across all department is important to ensure that the ToC accommodates the diverse opinions from each department. I would be good for planners to understand that a ToC development is not about a person's assessment but an organizations reflection of what her objectives should be towards achieving a felt need.

Team we're here from different department and services of our organization. We're now invited to build a theory of change that will help us to have a common understanding of the impact we want to achieve. You'll thus surely realize disagreement during the discussions. I would however invite every one of us to have a forward-looking of our organization and forget our own interests but consider the good for the netire organization, as well as our beneficiaries.

A skilled facilitator will prepare participants for a difficult but honest conversation. If you were facilitating a Theory of Change process, what would you say to your planning team? How would you create a safe space for difficult conversations?

I would like to say to my planning team to think freely and to respect other perspectives. I would create a safe space for difficult conversations by setting ground rules before the meeting starts and encourage them to think out of the box.

I would go about it like this:
Hi everyone! today we will begin a decisive turning point in the improvement of our organization by implementing our theory of change. Obviously it will be very difficult but the result will be worth it. let us put aside our individual interests if we are to reach a mutual agreement.

I will tell participants that on the day we are going to collectively define our future engagement in the organization and that it's the contribution of every single one of us that will make the definition of the future possible. I will stress that each has something unique to bring to the table and we will not atop the process until everyone feels well represented in the output of the process.

Advanced preparation.
Clear communication.
Active listening.
Asking questions.
Timekeeping.
Establishing a psychologically safe environment for sharing.
Creating focus amongst the group.
Unbiased objectivity.

yes i would create safe and honest working environment

Outline the planning goals
Explain roles (emphasize that the task is not assessed as part of a staff member's individual work)
Set common ground rules
Prepare fun icebreakers
Ensure there are snacks, water, include breaks for everybody to get up and move around
Involve other members of the team in facilitating these tasks

reassure everyone that it is a safe space hence to feel free. there is no right or wrong answer

As the facilitator, I will conduct a quick overview of the problem on which the theory of change is centered on, and invite team members to critical thinking for possible solutions. To ensure that each member's voice is heard, I will charge the team that there was no right or wrong opinion. That each opinion is critical to arrive at the necessary steps needed to be taken for the intended change to occur. Hence, nobody should be shouted down, or no one should cut in when someone else was making a point, and that anybody who wishes to make a point must indicate by raising up their hand.

My target population is secondary school teenagers. My service population is the teachers. The population I'm unsure about are teenagers who are not enrolled in secondary school

building safe space and open communication as well as the criticisms always needed in the TOC dynamic. the changing need those things, even the conflict behind the application of TOC. If I have to be the facilitator, the delegation and problem solver roles should be activates. I will be delegate the ideas between two or disagree actors and find the best communication model to be the bridge in between. Then, for the problem solver as the crucial needs if the conflict cant be solved by the delegation.

Let´s have a discussion where we respect everyone´s opinions and listen to what everyone has to say. We will try to look at this challenge, to achieve our goal, together with fresh eyes. This will not be easy and as a facilitator I might sometimes ask challenging, maybe provoking questions. Remember it´s a group effort of figuring this out, and not a competition. Not about winning the arguments.

Let´s have a discussion where we respect everyone´s opinions and listen to what everyone has to say. We will try to look at this challenge, to achieve our goal, together with fresh eyes. This will not be easy and as a facilitator I might sometimes ask challenging, maybe provoking questions. Remember it´s a group effort of figuring this out, and not a competition. Not about winning the arguments.

Let´s have a discussion where we respect everyone´s opinions and listen to what everyone has to say. We will try to look at this challenge, to achieve our goal, together with fresh eyes. This will not be easy and as a facilitator I might sometimes ask challenging, maybe provoking questions. Remember it´s a group effort of figuring this out, and not a competition. Not about winning the arguments.

First thing, I would say is “In this space, there are no managers, no coordinators, no anlysts,… in these conversations, all of us are free and safe to think and talk about the organization we want to build, all the role labels are left behind the door you just crossed through”
Second thing, I would set up the tone so that every participant on the planning team could feel safe to communicate her/his/their thoughts.

I would probably have to just reassure everyone that good times and tough times might happen during the duration of the project, and that any issues will be dealt with professionally and will be heard and understood. Get down on their level to create a safe and productive space.

These are:
State views and ask genuine questions.
Share all relevant information.
Use specific examples and agree on what important words mean.
Explain your reasoning.
Focus on interests, not positions.
Test assumptions and inferences.
Jointly design the next steps.
Discuss undiscussable issues.

I would advise them that the Shamanic Healing process had a multitude of uses. A recent estimate was that 90% of the population was mentally ill. Priority would be to get the program into the hands of educators and health care practitioners and then delivered to students, patients and residents.
Focusing on first principles made it easier to have difficult conversations because we are all essentially similar.

i will give them the good environment so they would feel in the safe space for conversations.

If I were facilitating, I would start the meeting by asking for everyone's full attention and investment into the meeting that was about to take place. I'd encourage respectful, honest dialog, ask that we make every attempt to hear one another out without interruption and always respond respectfully, even and especially when we are not in agreement. Use "I" statements, critique ideas not people. Do not offer opinions without evidence and take responsibility for both the intended and unintended impact of our words. Establish that the meeting is a psychologically safe space. What we say here, stays here. Only what is written in our plan goes beyond the doors. I would encourage everyone to be themselves and to see one another as fellow humans and colleagues.

If I were faciliting a Theory of Change, to keep a safe space for difficult conversations :

• I would invite each participant, first, to well think and well define what outcomes would be preferable to achieve the long-term outcomes,
• I would convince each suggestion/idea/intervention from them would be great if they reach agreement about how it would be an effective action to achieve the goals
• I would write the goals down which should be prominently displayed
• I would precise them to only consider the best for the organization and for the beneficiaries

make sure my team show the highest level of competence for a successful theory of change

make sure my team show the highest level of competence for a successful theory of change

I will request honest feedback and criticism from everyone and forget personnel interest and focus on the objectives of TOC

As a way of creating safe space, I will allow everyone to speak and no condemnation rule in the room.

If it happen that I am the facilatator of the activity, I will open/collect an honest ideas and suggest to them to share inputs that is/are beneficial to everybody and to the organization base on the subject matter or focus of the activity.

If it happen that I am the facilatator of the activity, I will open/collect an honest ideas and suggest to them to share inputs that is/are beneficial to everybody and to the organization base on the subject matter or focus of the activity.

Identification of outcomes
develop a pathway to change.

Identification of outcomes
develop a pathway to change.
Target Population: Children and young girls
Service Population: Parents, Local bodies, Teachers

Identification of outcomes
develop a pathway to change.
Target Population: Children and young girls
Service Population: Parents, Local bodies, Teachers

Identification of outcomes
develop a pathway to change.
Target Population: Children and young girls
Service Population: Parents, Local bodies, Teachers

Identification of clean water and Sanitation
Assumption for hygiene
Set a pathway to change

I will suggest the challenges and shortcomings of organization to make assurance for theory of change

Before starting the process, I would explain that the Theory of Change development is a critical process which needs to be honest to ourselves to come up with effective outcomes. It might involve not agreeing totally on various aspects, but each voice counts. Participants need to forget about their roles in the organizations and share their opinion on what they think could be done to improve organization performance.

For difficult conversations, I would encourage the participants to not take what is being discussed personal rather to see how different ideas could contribute to the goal we want to achieve. It is also important to encourage participants to avoid bringing very sensitive ideas which could hurt other participants. Finally, I would encourage making grousp with common interest, common responsibilities to gather together

Encouraging a tone of result based discussions

I would tell them to be flexible enough to contribute, however, since this exercise is vital, points raised will be thoroughly scrutinized thus no offence should be taken.

Target population: Mothers and children.
Service population: Adolescent Girls and Young Women.
Unsure about: None.

Preparation to a achieve change is too much capital

Firstly i will let them know to be honest and not take thing personal because everything discussed or any decision make is for the benefit of the programme

I would tell them what outcomes we are trying to achieve and why achieving our goal would be in the best interest of the company. I would also encourage them to not look at it as I am invading their space but only here to assist them in reaching their goals.

I would welcome each and everyone of them then tell them of the outcomes we are trying to achieve and the reason why achieving these goals would be beneficial to the organization. I would encourage them to feel free to discuss anything, come up with new ideas as to how we can achieve these goals and also encourage them to not look at it as though I am invading their space but only here to assist them in achieving all athier outcomes.

Identification of long-term goal is a really important step to further steps

If I am to facilitate a theory of change process, my approach will implant optimism and positive energy into the planning team, irrespective of the difficult conversations. Being positive will eventually bring out the best of every member of the team, that needed to get the intervention kicked start.. I will create a safe space for difficult conversation, by creating positive environment that will get everyone excited about it.

I would assure them that everyones opinions will be respected and there will be no victimization.

1. I will try to bring discussion with the fact
2. Respecting each other opinion and give equal opportunity to deliver the thought
3. Giving disclaimer it will be difficult yet important conversation to have

I will not lie to you or tell you that what we are about to discuss will be easy. It’s crucial that you understand that we may have a clash of ideas or disagreements during the TOC process. But, at the end of it all we’ll emerge with a process that works for us and the organization as a whole.
As a manager, you might hear things or opinions that are discouraging. As a staff member, you may also feel out of place. These are normal feelings, I would encourage all of you to set aside your individual roles in the organizations, and focus on the outcomes the organizations intends to achieve.

I would focus on stressing that they will need to consider the good of the entire organization and the good of their beneficiaries.
I will encourage courageous conversation while maintaining psychological safety for all.

I would prepare them beforehand for the difficult conversations that we must have ahead, but remind them the need to keep true to the fact that the overall process outcomes ought to favor the organization and its beneficiaries.
In this respect, I would encourage them to courageously articulate their concerns, respectfully object where they perceive gaps and shortcomings in the outcome definitions as well as outcome operationalization, and deficiencies in resource allocation, among others. In this regard, I would encourage bold, honest, but respectful conversations.

I think you need to re-visit introduction to module 3 to get the right response. It was about setting the right tone for ToC conversations.

I would have to first define the objectives of conversation. After introducing the objectives, along with the participants, we're going to make some rules to guide the smoothness of the conversation. For example rules that allow everyone to be listened to till they finish speaking, only one person speaking at a time and other related rules. Next, I'll inform all the participants that no idea is a foolish idea. This will put all of them in their thinking hats and permit them to actively contribute to the conversation.

Hi. I am here to facilitate and help you all draw your TOC today. Let me start by saying that this is a safe space where you can be fully honest and still be non-confrontational. we will be focusing on how we can come together and make this work but for that we need to keep aside all our personal grievances that we may have and focus on the task- which is to come to a consensus on what are the outcomes your organisation is looking to achieve and how each of you and the departments you work in can contribute to the same.

Hi. I am here to facilitate and help you all draw your TOC today. Let me start by saying that this is a safe space where you can be fully honest and still be non-confrontational. we will be focusing on how we can come together and make this work but for that we need to keep aside all our personal grievances that we may have and focus on the task- which is to come to a consensus on what are the outcomes your organisation is looking to achieve and how each of you and the departments you work in can contribute to the same.

I would let the planning team know that their contributions are an essential part of the process, and that we are all here for the unified purpose of providing the best possible outcomes for those that we serve and the staff who deliver those outcomes.

To create a safe space, I would encourage people to leave their preconceptions at the door and to listen attentively to others without judgement, while reiterating that this is a safe space for all to share their thoughts and ideas regardless of their position,

Setting ground rules and laying out what we wish to achieve is a very good approach.

Encouraging everyone's particpation with no wrong answers is a good approach.