Diverse perspectives can lead to conflicts. Cardano lacks tools for transforming conflicts into opportunities for innovation.
Restorative practices build skills that enable teams to strengthen relationships and transform conflict into opportunities for innovation.
This is the total amount allocated to Restorative Workplace Environment.
Restorative practices build skills that enable teams to strengthen relationships and transform conflict into opportunities for innovation.
Restorative practices intentionally create workplace culture where innovation is not just welcomed, but cultivated and measured. Through capacity-building in specific skill areas at the individual and team level, members of the Cardano community will learn immediately applicable tools for building and sustaining restorative workplace environments.
How will Restorative Practices be taught?
Initially, two foundational tools will be taught. These tools can be contextualized along the continuum (see graphic) of restorative practices, from building to repairing relationships. Teams will be trained to utilize circle processes as proactive measures to establish respect, trust, and psychological safety. From there, they will learn a practical approach for responding to conflict one-on-one through the Restorative Conversation tool. Training participants’ conceptual understanding and practical skills will be further developed through modules focused on increasing communication skills that enhance social-emotional connection.
In the first phase of the project “Recruitment, Orientation, and Enrollment” we will survey interest and define an achievable size and scale for this initial round of training. At this time, we expect an appropriate pilot size will be 3-5 teams with a total of 40-60 participants, with the expectation that all participants will complete all coursework.
Foundational Coursework to be delivered:
TRAINING FORMAT
Each of the 4 Courses described below will involve Asynchronous and Synchronous Training Modules.
Asynchronous Modules are available on-demand via an online training platform. Designed in collaboration with an Instructional Design Expert who specializes in Adult Learning Strategies, these modules are interactive, utilizing animations, videos, mindfulness moments with journaling, and discussion that occurs asynchronously with trainers.
Bonus! Asynchronous modules will be accessible for enrolled participants for 1 year
Synchronous Modules are facilitated in small groups with our team’s highly experienced trainers and facilitators. These small group cohorts will focus on live demonstrations, interactive learning experiences, and practice utilizing the restorative tools. Feedback, debrief, and small group discussion will deepen learning.
Synchronous sessions give our trainers insight about how each team is progressing with their learning, and opportunities to talk about context-specific applications of restorative practices.
Course 1: Orientation to Restorative Environments for Innovation
Stage on Continuum: Introduction, Orientation
Objectives:
Course 2: Circle Practice Facilitation
Stage on Continuum: Proactive, Prevention
Objectives:
Course 3: Restorative Conversations (RC)
Stage on Continuum: Maintain, Repair
Objectives:
Supplemental Modules: Advanced Skills for Restorative Practices
Stage on Continuum: All
Objectives:
Deeper Understanding of the Solution
John Bailie (2019) explains that restorative practices create a sense of belonging, voice, and agency, all characteristics that support individual creativity.
The restorative workplace offers a model that consistently encourages creativity by structuring an intentional workspace that nurtures participatory learning and decision making and where it is safe to innovate. In addition, the restorative workplace is not specific to any one type of business or profession but can be created with any team of colleagues willing to learn some basic skills. While restorative justice is best known as a prescriptive process that addresses harm resulting from crime, restorative practitioners expand the use of values and principles at the heart of the justice model to simultaneously create environments that harness diverse perspectives, provide psychological safety to learn and take risks, and build the skills needed for collaboration. Consequently, choosing to work restoratively provides an excellent foundation for creativity to flourish.
Using articulated principles, embedded rituals, and supportive structures, which are all aspects of a restorative workplace, we will create a pilot educational initiative for 6 months to show how conversations, connections, and collaboration spark innovation through a participatory work climate. Research in leadership and creativity will also be incorporated to show that what we know about the conditions necessary to structure a workplace that sparks innovation can be provided through the creation of a restorative environment. In addition, while many people are drawn to restorative practices for its relational approach, the skills of communication, connection, and collaboration central to the restorative approach offer a creative advantage. Ultimately, instead of a top-down or personality-driven model, innovation emerges from the processes that build organizational creative capacity.
Conflict is Inevitable - It Defines a Culture of Collaboration & Innovation
Conflict is inevitable in any workplace, but how conflict is dealt with will greatly affect employees’ creative contributions. How institutions address conflict defines an essential part of their culture (Fehr & Gelfand, 2012; Schein & Schein, 2017). Workplaces that present a façade of harmony might overlook the importance of what Braithwaite (1989) terms necessary “constructive conflict” (p. 185). Restorative practices acknowledge that conflict is inevitable and teaches employees how to recognize and use the opportunity that conflict presents. In many companies an employee might experience a conflict, have a supervisor document a complaint, and have a Human Resource manager file it away in a locked cabinet, where it remains until it is needed to document a persistent failing if no improvement has been shown.
A more helpful alternative is to position “leaders as ‘climate engineers’ who reinforce employees’ climate perceptions by developing, enforcing, and implementing a consistent suite of organizational practices” (as cited by Baumann and Bennet in Fehr & Gelfand, 2012, p. 676) to uphold the norms for a collaborative and participatory workplace. Restorative practices recognize conflict as such an integral part of human behavior that a continuum of responses has been developed to address conflict depending on the severity and numbers involved. For example, gossip is unacceptable in a restorative workplace; each employee is told this in their orientation. But simply banning gossip would be inadequate to stop it from happening. Instead, employees are taught to address issues colleague- to-colleague with an emotional tenor that allows individuals to recognize how their words or actions may impact others so they can change their behavior. It requires courage and practice but is very effective in stopping gossip, making employees more aware of their words and behaviors, and building empathy.
Further up the continuum, restorative conferencing brings together people who have been impacted, directly or indirectly, to participate in a dialogue process to explore actions and impacts regardless of intention. Rather than minimize or ignore an incident, we speak with candor about how it impacted us and others. All parties to the incident are asked to take responsibility for their part in causing harm; similarly all parties are asked to be willing to make changes to repair that harm. Often, simply having a restorative conversation (one-on-one) or facilitated dialogue (group process with facilitator) is sufficient for repair, but at times a written agreement with specific, measurable agreements can result from the restorative intervention. This kind of written agreement typically includes a specific date for one more reconvening which contributes to a culture of accountability and follow-through, key attributes of a psychologically safe workplace.
How do Restorative Practices Impact Innovation?
According to Google’s Project Aristotle, the two primary behavioral norms associated with the most successful teams are:
When these 2 norms are in place, a team is actively building an environment of psychological safety, which Google’s study proved is directly correlated to increasing a team’s collective intelligence. On the flipside, when these two norms are not present, the group’s collective intelligence is diminished.
Addressing Norm 1 & 2
Restorative Practices (RP) explicitly teach applicable skills and frameworks for inviting equal voice and active listening. RP create spaces for generating new ideas and sharing perspectives, with agreements in place that prevent the cross-talk and judgment that create unsafe environments. In this way, RP foster generative discussions with a spirit of “yes, and” in place of “either / or.” All participants’ ideas and suggestions are valued.
In order to nurture an inclusive environment within a global community, Cardano must deliberately incorporate methods for overcoming cultural differences in order to connect authentically and be mindful about language- verbal and nonverbal- that may inadvertently cause harm. Setting aside intentional time for building relationships is the first step in improving social intuiting skills. Within that time, RP are used as methods for engagement that surfaces how team members are feeling, and what their present needs are. Restorative tools allow for this social connection time to be efficient and productive in accomplishing psychological safety norms 1 and 2. The investment of some time in these practices proactively enables teams to avoid loss of exponential amounts of time when teams react to harm by devolving into complaining, commiserating, and drama.
Collaboration, expressing diverse ideas, innovation and a defined conflict resolution process are key first principles to the success of Cardano and need to be cultivated, tracked & measured. Oftentimes companies or projects copy & paste what others have done to spur innovation, yet this only works if unique leaders are present. Instead, by educating the Cardano Community on the Collaboration - Conflict Continuum, and training champions who help track, measure & analyze this, Cardano provides an environment of High Support - High Control to ensure the Community around the world contributes to a “working WITH” environment [See the "Doing With" quadrant in the graphic below.] This aligns the social capital of the community with the high innovation needed to be an industry leader!
The Social Capital Window of Restorative Practices
Diversity is crucial to invite various experiences, backgrounds, education levels, and ways of thinking (Chin et al., 2016; Giles, 2018; Grant, 2018; Hooker & Csikszentmihalyi, 2003; Hoskisson et al., 2016; Sawyer, 2017). For innovation to thrive, instilling a clear value to honor and encourage diverse thinking is necessary. This is why, for example, simply hiring women and minorities falls short despite good intentions to increase diversity. Research has shown that in mixed-gendered working groups, men are more likely to interrupt, exerting dominance in conversation (Karakowsky & Miller, 2004). Research concludes that workplaces still reflect Eurocentric norms that cause bias and, further, that those biases are ignored if colleagues prioritize group harmony over any other factors (Opie & Roberts, 2017). Supporting true inclusion by encouraging the expression and reception of different voices, ideas, and perspectives may include constructive conflict, which can be challenging to any workplace but especially a workplace that has discouraged dealing with conflict. Inclusive initiatives must be structured and practiced before their value can be appreciated for the wealth of new information and opportunities it can bring to a workplace.
Addressing Financial Impact: Loss of employees/team members from a project is costly
Through implementation of RP, teams are encouraged to address conflict when it is still minor. Anyone who has been employed at a workplace has either witnessed or been involved in a dynamic where people imagine they are “letting go” of the minor stuff, when in reality, the small problems begin to accumulate and agitate under the surface, gradually growing into big problems, leading to blow-up fights, long-term resentment, and irreparable grudges.
Teams who participate in RP training will learn to practice Conflict Transformation through use of the Restorative Conversation tool. This tool builds agency between parties who have caused harm and been harmed to come together to grow through new understanding and perspectives. By communicating through the conflict, they gain a new lens that lifts them out of tunnel vision, allowing them to discover new and unforeseen solutions. The process challenges and disarms assumptions and biases. Conflict will likely always be uncomfortable, but when teams have a map in place that guides them through a difficult conversation, they will generate new ideas that will both heal relationships and foster innovation in the process. The repaired relationship strengthens the team’s capacity to work well together, and the experience of conflict transformation will organically impact their ability to generate new ideas while addressing differences respectfully.
Challenge 1: Ensuring follow through and accountability by all training participants to complete all training course modules, asynchronous and synchronous.
Addressed by:
Challenge 2: Measuring Fidelity to Practice, how to effectively supervise that training course participants are applying and utilizing restorative communication tools in a way that is congruent with restorative values. (i.e. It is natural and often unconscious that people default to conventional “punitive” measures while masking them with restorative terms.)
Addressed by:
Challenge 3: Supporting training participants with adapting and tailoring restorative tools to be culturally competent in their unique and diverse contexts. (This isn’t too difficult to do generally, but becomes more difficult depending on scale- i.e. If we have teams that are coming from >25 distinct cultural contexts.)
Addressed by:
KEY
Async. = Asynchronous, meaning training modules that can be completed by individuals on their own, self-paced, via online learning platform.
Sync. = Synchronous, meaning training modules that happen in "real time" occurring in small groups of training participants with trainers and facilitators from our team, via Zoom or similar.
*See graphic timeline in attached "Restorative Workplace Environment Proposal" pdf
TIMELINE
Month 1
Month 2
Month 3
Month 4
Month 5
Month 6
Months 6-12
Estimated Range of Hours: 130-190 / Estimated Average: 160
75% of those hours will be facilitated by Kathleen McGoey
Note: Kathleen's current rate is $235/hr [75% x 160 x $235 = $28,200]
Due to Kathleen’s commitment and belief in the potential of this project, she is offering to discount her rate to $125/hr for this initial pilot round of the training project only.
[75% x 160hrs x $125= $15,000]
25% of the total hours will be facilitated by the other team members named, at a rate of $125/hr.
[25% x 160hrs x $125= $5,000]
BUDGET TOTAL: $20,000
Nicholas DeMuth: Project Manager
Nicholas DeMuth, BSN, MBA ( https://www.linkedin.com/in/nicdemuth/ ) has over 23 years of Leadership, Management, Mentoring & Startup Experience and has been a successful community builder on various projects internationally.
Kathleen McGoey: Lead Facilitator
Kathleen McGoey, BA, MA (www.linkedin.com/in/kathleenmcgoey) has been a leader in the field of International Peace & Conflict Transformation for 19 years. After 8 years directing a prominent Restorative Justice NGO in Longmont, Colorado, she launched Kathleen McGoey & Associates, Inc. in 2021 to train companies and communities throughout the US in using restorative approaches for transforming conflict and strengthening organizational culture.
Erica Lee: Restorative Practices Specialist
Erica Lee (https://www.linkedin.com/in/erica-lee-2b9b3a1b2/) worked with youth and adults in the field of Social and Emotional Learning for nearly a decade before transferring her attention to the Restorative Justice world to explore her passion for circular, non-hierarchical communication techniques, conflict transformation strategies and organizational governance structures.
Dora Iyigun: Evaluation Specialist
Dora Iyigun, BA, (https://www.linkedin.com/in/dora-iyigun-34a46a172/) has over 5 years of Data Analytics, Impact Measurement, Leadership, Operational & Startup Experience.
Abby Whipple: Project Advisor
Abby Whipple, BS, MBA (https://www.linkedin.com/in/abby-whipple-083524158/) has worked in the restorative justice field since 2011. Most recently, she co-founded a non-profit which is developing a web-based application and database for restorative justice programs (www.velaweb.org). Before co-founding Vela, Abby served as a program, strategy, and data consultant for a restorative justice organization in Colorado.
Picture of Team at Kathleen McGoey & Associates, Inc. in Colorado, USA, December 2021
Team members involved in this project are:
Erica Lee (second from left)
Kathleen McGoey (center)
Abby Whipple (second from right)
Data Point 1: [Qualitative] How has a team’s self-reported progress toward social-emotional intelligence factors been impacted by Restorative Practices (RP) training, through pre- and post- surveys. Goal areas to include:
Data Point 2: [Qualitative] Evaluate improvement of leadership and communication skills
Data Point 3: [Qualitative] Team efficacy and accountability
Data Point 4: [Quantitative]
Success Criteria for this project will look like:
During months 6-12, we will coordinate a Restorative Champions Summit, to bring together individuals from the Cardano community who self-identify as advocates of restorative workplaces for innovation. This group of champions will engage in feedback and visioning to co-create a plan for prioritizing and sustaining restorative culture at Cardano. A potential plan could look like building protocol so that all future prospective partners in the Cardano community participate in restorative practices training as a prerequisite for engagement, possibly earning a “restorative certification.” This kind of strategy will ensure that all Cardano partners operate with a shared baseline commitment to communication tools that build foundations for respectful relationships that enable innovation.
The feedback and proposed plan envisioned by the Restorative Champions will inform modifications to future RP training courses to meet the Cardano community’s unique needs. From there, interested groups and individuals will have the option to enroll in a paid membership program to the Restorative Practices for Innovation Training customized for Cardano. This could include a standard set of required courses as well as supplemental courses, coaching, and facilitation determined by the members’ specific challenges and goals.
Long-term sustainability will rely upon Cardano’s commitment to bring Restorative Practices training in-house. To this end, our team can design and deliver train-the-trainer modules so that the Restorative Champions and other interested individuals can become Cardano’s in-house restorative trainers. This Cardano RP training team can continue to receive coaching and consultation support to ensure that the restorative tools are being taught and practiced with fidelity to restorative values.
Potential Training to Expand on Skills & Restorative Interventions
(Completing the Continuum)
This proposal describes a structure for a pilot training project, to accomplish the goal of delivering training to a select number of Cardano teams and community members. To fully integrate and sustain restorative practices and see continued impact to innovation will require a culture shift. Culture shift necessitates sustained commitment to training and practice with restorative tools at all levels of the project.
At the top of the pyramid pictured in the “Continuum of Restorative Practices” graphic pictured in the “Solution” field are restorative interventions that require a greater depth of training and skillfulness, including Restorative Dialogues and Conflict Transformation processes. These processes typically involve more complexity because in addition to the directly harmed and responsible parties, indirectly impacted community representatives also participate. They are also typically used for incidents with more severe harm. Facilitator training in these modalities is not included in this proposal, but will be an offering for those who complete the initial 3 courses in this pilot. During the pilot period, participants are welcome to inquire about additional training opportunities that can be arranged through contractual agreements.
This is an entirely new proposal.
This proposal corresponds with SDG #10 Reduced Inequalities, #16 Peace, Justice, and Strong Institutions and #17 Partnerships for the Goals.
While obtaining her Master's degree in International Peace and Conflict Studies in Innsbruck, Austria, Kathleen McGoey, (Lead Facilitator on this project), studied the UN SDGs in depth. As well-intended and aspirational as the SDGs may be, one of the primary competencies lacking in the arena of International Aid and Development-- which results in a lack of meaningful change-- is the capacity for effective cross-cultural communication and facilitation. Training in Restorative Practices responds to this need by providing practical skills tied to universal concepts for effective communication and building more trusting, respectful communities. These skills are applicable across diverse contexts-- at their best, they are truly skills for life, as much as skills for innovation in the workplace. To that end, the most successful training participants will internalize these skills and concepts and use them in their lives beyond their involvement in the Cardano community. Specific correlations can be made via the following:
Our team has combined experience of 70 years in leadership, training, and consultation with professional communities. As published authors and data analysts, we have consulted with cities and companies throughout the US to implement restorative environments.