The following findings about how this work affected individuals were generated from follow-on questionnaires completed in October 2019, plus other workshop feedback from 2018.  Drawing on some leadership ideas that focus on certain aspects of working in this ‘relational’ way, the group reflected further on their experiences.

The group described their experience of  specific organizational ways of working or 'practices', which reflect the culture of this Housing Association well and which have influenced the groups' particular approach to working collaboratively on this strategy.

See previous accounts, on influencing organizational decision-making: under the heading, SHARED LEADERSHIP- SUB HEADING- KEY STEPS TAKEN  " Mission Possible and Functional Reviews".

In addition to these organizational 'practices' which have informed this undertaking, the following quote provides a rich summary of the space and freedom group they experienced during this period, co-creating strategy.

“Trust, Honesty. Creating a safe environment where you can be yourself and speak openly-Building time in to think differently, creatively and having a space where you just focus on how you work together- (agreeing) the expectations,.. specific ways of working together, allowing everyone the opportunity to offer opinions, checking in on progress, getting rid of hierarchy and everyone working on one level”.

The group also referred to this way of working as being very “creative”, with no “ rigid direction- “ “given the freedom to go where we wanted to go-we talked to people; we interrogated data; we challenged perceptions and ideas”.

Some of the disadvantages of this way of working were also raised, including it being “very time consuming, perfecting the resolution, word smithing, gaining consensus voting etc.”. This organic approach also created pressure on some to complete their normal duties, given staff absence, new job roles etc.

THE FOLLOWING FEEDBACK DESCRIBES THE SIGNIFICANTLY DIFFERENT WAYS STAFF NOW WORK AS A RESULT OF THIS EXPERIENCE.

Their approach to working seems much more 'considered', thinking issues through with others, until more creative, or innovative solutions are found.

They typically operate in a much more interdependent way, as opposed to working on their own.

On-going feedback from peers influences how they work and the decisions they make.

" Work practices have evolved.  Where you work on the whole in isolation, now it is about group/team working,sharing your practice within your team, joint problem solving".

" A big part of (continuing to work in this way) has been giving and receiving feedback".

' I continue to ask for input from everyone and reinforce this with positive feedback". 

"I challenge externally all the time to influence a change".

" I am able to think outside the box.. and have been given some freedom to make decisions, which can ..filter into changing work practices".

"Team meetings are held differently.  Instead of being talked to and told what was going to happen etc., information is shared and questions/opinions are asked, the quest to find an outcome.. both understood by all but that works".

" Our (technical) team have become much more efficient and we all look for smarter ways of working".

" I develop people internally through making them feel more empowered".