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On our first glance you are not a transformation host. But we might very well be wrong and thinking in the box here. Please write to us and point out our blind spots. (If you are a parent or working with children, you are hosting more transformation than any one of us could in our professional roles and a lot of the methods and topics discussed here are also relevant for children, but the focus of our Community of Practice for now is adult learning. Have a look here for help to prepare children for the socio-ecological transition.) Write to us Or just make use of our offers and get your hands dirty by transforming yourself / the world instead of just helping others to do so. to our offers
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Are you working professionally or volunteering as a trainer, facilitator, professor, coach, moderator, host, teacher*? OR Do you accompany a team to change the world or to implement groundbreaking (social) innovations? Do you want to get more joy and productivity out of your team? OR Are you passionate about navigating groups through challenges that matter? OR Are you determined to fulfill one of the roles above in the future? OR Are you studying or writing about transformative learning or hosting transformation? * Our focus is on adult education, but if you work with children, you are still welcome. Surely, with a little imagination, you will be able to use many of the suggestions for your work with your children.
On our first glance you are not a transformation host. But we might very well be wrong and thinking in the box here. Please write to us and point out our blind spots. (If you are a parent, you are hosting more transformation than any one of us could in our professional roles and a lot of the methods and topics discussed here are also relevant for children, but the focus of our Community of Practice for now is adult learning.)
Congratulations to your critical and attentive mind. We would love to learn what made you hesitate or bluntly say “no”. As our hosting transformation manifesto is subject to transformation itself it may one day allow you to sign as well. Please help us to get there by sharing your feedback.
Are you willing to contribute to the movement once or regularly by • engaging in discussions on the forum/slack/community of practice meetings and / or • sharing a method you find useful in our toolbox and / or • translating content of this website and / or • coming to our legendary Transformation Festival and / or • getting involved in on one of the projects and / or • making Transformation Hosts International more visible by writing about us or disseminating content and / or • donating and / or • any other activity you have in mind, that makes our Community of Practice alive and kicking. You get the idea :-).
Thank you for your honesty. So let us be honest in return: Our Community of Practice lives on both, community and practice. We want to avoid profiles of people who disappear into anonymity as this jeopardises the safe space we have created among ourselves.
Congratulations! You are a Transformation Host! Welcome to the club and to the dance. Let's quickly get the rest of the formalities out of the way, so you can start to create your profile.
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Job Shadowing
Shadowing means that a person accompanies someone for a defined period of time to observe him/her during work and learn from this observation.
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HOME
ABOUT
TARGET OF GROUP
REQUIREMENTS
STEP BY STEP GUIDE
ONLINE & VARIATIONS
MATERIALS
IMPACT
Woo-Woo Level
How touchy-feely is this method? From 1.Rationalist-Materialist “No feelings here, folks.” to 5.Esoteric-Shamanic Bleeding Heart:
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Duration
1 day –
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Activation Level
neutral
Group size
1 – 2
individual
Subgroup size
Pairs
Reading and writing skills
Self initiative
Self reflection practice
Group work experience
Project based learning experience
Preperation
Pre-exercises
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Harvest
Post-exercises
Q and A
About
What is Job Shadowing?
When is Job Shadowing used?
USES & OUTCOMES
• Real-time insights on practices
• Informal access to the daily routines of leadership work without being “on stage”
• The identification of barriers to and opportunities that need to be addressed
• New ideas for your own practices, which e.g. will help you to run innovation processes
• Enhanced clarity about your own challenge profile through the lens of the shadowing experience
Shadowing allows the person who shadows someone to:
• Observe and learn from an experienced practitioner/leader
• Step into someone else’s daily work experience
• Connect to someone who is facing similar challenges
• Strengthen your own leadership skills
Where does Job Shadowing come from?
Compare C. Otto Scharmer, (2009) Theory U: Learning from the Future as it Emerges. Berrett- Koehler: San Francisco.
Train the Trainer seminars including Job Shadowing can be found here:
Target Group
Is participant experience relevant?
It's okay if participants haven't seen the inside of a classroom in years.
Physical trust needed
Mental trust needed
REQUIREMENTS
Experience level of the facilitator
self explanatory, no experience needed
Location requirements
Visit the shadowee in his/her environment
How to host Job Shadowing?
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ONLINE & VARIATIONS
Example of Job Shadowing At the beginning of a leadership development program, all participants were paired up, and shadowed another participant for a day. This allowed them not only to quickly dive into another part of the organization but also see their own work from a new perspective. Both parties, shadowee and shadower, gained new insights, and questions about their work. This experience became the kick-off for more comprehensive leadership work and innovations.
If you’re trying to find out which way is right for you, don’t like your current job and assume there is "more", want to help others, or are just plain curious, you can start changing your perspective through job shadowing.
Well done, you made it to the end!
If you have a personal story to share you may go on, but the following part is even more optional than the other parts. In fact this is an invitation to other authors to share their stories. So if you know of someone experienced, please ask her or him.