The Dream Dynasty

The Dream Dynasty – Focusing on the Dream in Education
In 2001 Arthie and I met the wonderful Principal of a Charter School in the USA, his name is Ralph Taylor. He called himself the Dean of Dreams. This wonderful man inspired us with his vision to build the dreams of learners, in his school – Times Squared Academy – Providence, RI.
Charter schools are private public partnerships to build schools that fit between private and public schools.  Interested role-players   are asked to create a model of a school that will ensure excellent education opportunities for learners   who cannot afford a private education.
The Times² Academy started off as a middle school, which focused on engineering, sciences and technology and at risk (under-privileged inner city) children. Very few such youngsters find themselves working in these fields. 

(The student body attending TIMES² Academy is comprised of the following demographics – 48% Latino, 37% African American, 11% white, 2% Native American and 2% Asian.  Additionally, 78% of our students and their families are at or below the poverty level and receive free or reduced lunch.)
The United States Department of Education – pays charter schools the normal national fee per child. In 2001 it was US$ 7000. They then monitor the schools to see if they live up to their promises.
Ralph Taylor invited us to work and stay with him, when we were in the USA attending an Accelerated Learning course during early 2001.
We then created this model and structure for the Dream Dynasty for his school.

This is a huge opportunity for schools around the world to completely transform the way in which learning, teachers and learners are focused, and to create safe, future-focused learning environments for all role-players.

Aims of the Dream Dynasty
To build highly-prepared, well-supported, values-based and mentored dream-focused school leavers – who know what they want from life, know to get want they want and are determined to get it.
To create a safe and empowering learning environment in which learners, educators, support team and parents can grow and develop.
Some of the challenges for learners, who live without dreams or a vision.
—  School is often something learners just have to do.
—  Average or below average performance.
—  They are focused on a “pass.” Anything above a failure will do just fine!
—  They have low morale; little enthusiasm and commitment.
—  Absenteeism, disrespect, bad attitudes are the norm.
—  There is excessive bullying/ vandalism.
—  Bored learners become fun seekers – often leading to chemical abuse, vandalism and mischief.
Resultant challenges for these school leavers
—  They have no focus or direction.
—  They will study anything that comes up. Whatever will keep their parents from complaining.
—  Have no idea of what they want when job seeking, “Give me a job – any job.”
—  Find themselves in dead-end jobs. (Something they just have to do, for money.)
—  They become bored, demoralised and quarrelsome.
—  The natural joy of life, power and creativity, that many of these young people have – becomes crushed. 
10 steps towards creating a Dynasty of Dreamers and success stories
Step 1 – Get buy-in at all levels, starting with the Principal and the Department of Education. Create the structure.
Step 2 – Re-focus  all role-players on the Dream.
Step 3 – Involve Educators and support team.
Step 4 – Involve Learners and Parents.
Step 5 – Create a safe, professional, respectful, caring and nurturing learning environment.
Step 6 – Build skills, values, trust and self esteem of role players.
Step 7 – Build their dreams supported by Dream Circles, sponsors, and voluntary mentors.
Step 8 – Maintain the Dream focus.
Step 9 – Monitor, assess, guide and motivate.
Step 10 – Bring back successful dreamers to share with the new dreamers.
Focusing on the Dream

When we focus on the dreams we focus an amazing and positive energy everyone on the futures of learners, parents, teachers, support staff and the Dean of Dreams.
Our principle focus is on the learners, yet as we go along suddenly people who had fallen into day-to-day survival or success – realize that they too have opportunities and they too have dreams and desires.
Dream Role-players, their Titles and Roles
The Dean of Dreams

The Principal. In addition to her normal roles and responsibilities, it is this leader’s role to keep the dreams alive and ensure that the learning environment is safe and uplifting.
Then Dean of Dreams will catalyse parents, teachers, the private and public sectors and society at large, to support the experiences and teaching of dream possibilities to all role-players.

Without values and experience of possibilities dreams cannot be formed. When we were in RI we asked a group of youngsters what the understood by values – one youngster stood and said, “Wal-Mart, has great value.” There was no idea whatsoever of family or personal values.

We asked them to build a model of a mountain. Their creation was a very small hill. Because they had never seen a mountain – they could not create one. Similarly dreams without some prior experience have no foundations, at all.
The Dream Keepers
These are the educators/ teachers. They are named as the Dream Keepers of Science/ Geography etc. It is up to them to facilitate learning in such a way that it always points to the value added to the visions of the learners. They too need to deeply know and understand the background to the futures of their learners.
They have to act in a manner that is in keeping with the values of the school and the role players.

The Dream Support Team
These are the admin team, management team, the canteen staff, security staff and the janitors. Each one has to show their focus on the school, learners and must also to act in a manner that is in keeping with the values of the school and the role players.
Dream Nurturers
The parents and care-givers. Building a dream and educating young people requires incredible commitment from them. It is critical that the values of the learners and the school become a part of the home environment.
Dream Nurturers need to know and understand the learning styles, personality types and dreams of their children. It is up to them to believe in the youngsters and their dreams. Even when the dream focus is suddenly changed in mid-stream, as it normally will.
Their powerful belief and support will ensure their children’s futures.
Dream Guides
Dream Guides are successful role-players – in the many areas of human endeavour who are willing to commit time and energy to building dreams and guiding youngsters to achieve
The Dream Path
The dream path will vary, as time goes by. The foundations must be laid as early as possible, in the learners’ lives.
Grades 1/3 – Dream Starters
It is these formative years where simple values need to be built. In our home, we use two. Good and Kind. “Was that good and kind?” is our response to positive or negative behaviour. Through that the child begins to make decisions about his behaviour. This lays the grounding for choice in behaviour, at an early stage.
Teachers and parents are responsible of keep them and the learning environment safe and nurturing.
The children must experience dream possibilities through stories, parables, videos, plays, site visits and speakers – drawn from parents, business, sports people, community and government.
Grades 4/6 – Dream Seers
It is at this point where the understandings of good and kind are further developed. These young learners begin to take more responsibility for their behaviour with some support from teachers and parents.
The learners, parents and teachers get to know each others’ learning and communication styles.
The parents and teachers are taught how to teach through the various styles with particular focus on the learners.
The learners are slowly taught to take ownership for how they learn and to develop their own particular and effective learning methodologies.
The children continue to experience possibilities through stories, parables, videos, plays, site visits and speakers – drawn from parents, sports people, business, community and government.
They begin to make possible choices – without any pressure from parents or teachers.
Grades 7/8/9 – Dream Weavers
Dream Weavers are given the opportunity to form their own safe values circles, where they decide how the will interact with each other. This enables them to determine how they will and will not behave with each other. The class teacher is party to the agreement and is expected to behave within the same behavioural agreements as the youngsters.
Some of the learners will already be developing and idea of their dreams – and will be able to join dream circles, that focus on their particular area of interests.
The learners still have ongoing experience of dream possibilities through stories, parables, videos, plays, site visits and speakers – drawn from parents, business, sports people, community and government. At this point they are involved in projects – such as model building, experiments, robot building, computer program design etc. And they use their skills and the knowledge they have gained on team expeditions, where their dream keepers expose them to the relevance of their lessons.
Grades 10/11/12 – Dream Catchers
The Dream Catchers, kept safe and interacting through their own peer created and managed values circles, are in now focused Dream Circles. Through the Dream Circles they interact with people with common ideas and purpose, they are mentored by teachers, selected parents, local business people, sports people, community members and government officials.

They form shared study groups focusing on their mutual dreams, discoveries and ideas.
Past learners, successful business people, sports people and public figures are invited to share their start and how they attained success.
They work, play and actually experience their dreams – at the very places that they dream of achieving.
Dedicated Dream Circles.
Learners with similar dreams joining Dream circles that fit their visions of the future. For example those who focus on becoming medical professionals, may follow the processes defined in this graphic.
A safe, nurturing environment
In order to succeed, the dreamers need a nurturing environment which:-
—  Removes stress
—  Removes bullying
—  Builds self esteem
—  Shows possibility
—  Builds confidence
—  Builds ownership, responsibility, motivation and accountability.
—  Gives them a reason
—  Focuses the learning on them and their dreams.
—  Build generations of happy, professional and successful people who live their dreams and values.
Dream Dynasty Values Circle
The Dream Dynasty Values Circle is a peer created and peer managed values structure which allows all role-players to build the environment required.
Creating a Safe Learning Environment

Step 1 – Create an identity, for the class/ grade or Dream Circle that is developing the Values Circle Agreement.
Step 2 – Mutually determine how the group will behave and which behaviours are not acceptable.
Step 3- Manage through the 5 Pillars
Step 4 – Understand that all role-players are guided and must live by, the rules of the values circle.
Step 6 – Clear past interpersonal challenges – face to face.
Step 7 – Commit to the agreement and start afresh.
Step 8. Peer-manage the behaviours and actions of those who break the rules or who behave in a way that deserves to be honoured – through monthly meetings.
Step 9. Refer anyone who continuously breaks the agreements or performs above normal to the Council of Dream Keepers for guidance, discipline or inclusion on the Honours Board.

Equipping the role-players with skills.

It is of utmost importance to equip learners and teachers, with new and relevant skills – thereby enhancing their long-term ability to learn and share. Thus creating a strong ability to dream and envision great possibilities and focuses.
The sooner learners have control over their future, through understanding, skills, ability and their own behaviour management agreement – the sooner they see their own value and become self motivated.
Thus teaching them easy-to-learn relationship, learning skills, negotiation skills the better for them in the pursuit of their dreams. The motivation of their teachers and their parents and the future of our nation depend upon us creating a Dream Dynasty.
Together we can do it.
For more on Learning Styles, please go to http://wayswelearn.blogspot.com.
By Brian V Moore – Managing Director
Celebrating Humanity International
Diversity Management, Team Building and Team Conflict Resolution Specialists.

Arthie and Brian V Moore

Celebrating Humanity International – Copyright
South Africa.
Email: info@africa-dreams.com
Website: www.africa-dreams.com
Mobile: +27 79 643 4457

Team Conflict Resolution Options

The well-known Celebrating Humanity Team Conflict Resolution program has been designed to accommodate teams that are pressed for time and large organisations.
The Harvest program, with an initial 2.5 to 3 days session,  gives participants extra time to develop leadership, solutions to challenges and advanced communications skills.
The Mini Harvest program, with an initial 1.5 to 2 day session, is tightly adjusted to build the team in as short a time possible.
Both programs have the Values Circle Process to clear the past, get commitment and a peer-developed code of conduct – to guide the team into the future.
The follow-up processes and programs ensure long lasting and powerfully inclusive change.
Check out our website for more information. Or email Brian V Moore.
Request a Team Building, Diversity Training
or Team Conflict Resolution proposal
on http://www.celebrating-humanity-projects.com
or email: brian@africa-dreams.com
or call +27 79 643 4457

Celebrating Humanity – Team Conflict Resolution©

Celebrating Humanity – Team Conflict Resolution©
24 May 2011 – Brian V Moore

Celebrating Humanity International has over 20 years experience in diversity training, team building and team conflict resolution.

“Put people together in a way that will have them bouncing ideas off each other, befriending each other, and taking care of each other, and suddenly they are coming to you, not with gripes and problems, but with solutions and great ideas.”
- Richard Branson, in his book, Business Stripped Bare

The focus of this enjoyable, inclusive, participative, non-threatening and effective team unity building© programme is to develop professionalism, trust, motivation, understanding, communication, relationships, unity, accountability and respect within your client’s team.

From challenges – to unified and professional teams

The programme is a combination of diversity management, team building, leadership development, relationship building, communication skills development – ending with a solid long-term team agreement which guides the team to work together into the future. After the intervention all team members start afresh – with a clean slate – clear of all past challenges.

This is not a talk, a negotiation – or a traditional team building – this fun and exciting programme is an interactive, transformational and sustainable experience with wonderful lessons learnt and skills developed!

The Celebrating Humanity Mini Harvest© programme has 3 separate stages, with support and follow-up, to ensure long term success.
Team Conflict Resolution Process


Stage 1 – Initial 2 day programme.

EYE Opener Day 1

Designed to Celebrate the Humanity within your team and develop skills in an Exhilarating Learning© environment and thereby:
Create an environment of respect in the team.
Develop an understanding of communication styles and personalities and how to communicate with respect and effectiveness.
Develop an understanding of team members.
Develop interpersonal communication and respect
Create an environment of communication, solution-finding and praise.
Develop understanding of attitudes and their effect on relationships
Bring the team closer together as colleagues.

Values Circle – Day 2
 
Develops understanding of how the team should and should not behave and puts the team in charge of its own actions and behaviours.
1.The team creates and commits to a formalised peer-managed Code of Conduct, thereafter all team members clear past interpersonal challenges and commit to the team, and to manage their own actions.
The code of conduct ensures that all team members are committed to work together in a respectful way and commits the team to very brief monthly meetings to:
a.Praise and Honour those who deserve it.
b.Develop understanding
c.Give guidance to values breakers
d.Offer support to those with challenges and send those who will not be guided by the team and who break the agreed rules, for the normal company discipline processes.

Monthly meetings and follow-up +- 1 month after the initial programme.

Sets up the team to maintain the programme, through 1 hour 6 weekly meetings. The first meeting, 2 – 4 hours, is facilitated by a CHI lead facilitator, on site.

The team will receive:-
1.A fully explanatory copy of the Code of Conduct.
2.A copy of their signed commitment to the team.
3.An agenda for the management of the ongoing monthly meetings.
4.Photographs on CD or DVD.
5.Free access to telephonic or e-mail support.

Exhilarating Learning Methodologies


Exhilarating Learning© is non-threatening, effective, fun, lasting and unifying.
Exhilarating Learning© activates all of the human learning senses through group & team-focussed processes and exercises.
Learning is ensured through Inclusivity and the use of Intellectual, Visual, Audio & Kinesthetic sensors.
Inclusivity and Teamwork is ensured through Team reliance on each individuals’ Unique Talents, Skills and  Knowledge.
Knowledge and Understanding is developed though the Inclusivity processes.
Teamwork is developed through Group Achievement and the need for Total Participation of all delegates.
Mutual Respect is ensured through the Competition Points System.
Communication Awareness and Skills are developed practically.
Open Minds and Total Participation are ensured through the unique environment and processes.
Long-term Understanding is developed through introspection and the questioning environment.
Tools include the use of various languages, story-telling, music, video & competition.

Testimonials

“On behalf of Team US, from the U.S. Consulate General in Durban, I write to extend our appreciation for and unparalleled experience in cultural sensitisation and team-building!
The 2 day session made our diverse team stronger and more supportive of one another.  This (team building) was by far the most meaningful and effective in fostering good communication, mutual respect and a strong spirit of co operation amongst our multi-cultural staff. “
Jill Derderian – United States Consul General – Durban

“There were times when attitudes were so hard and fast that I thought it would be an impossible task to create teams within groups of people that we were working with but Brian and Arthie with incredible insight and genuine humanity were able to find the chink in the armour and break down barriers that had been built and protected for decades.
From those tenuous and fragile beginnings, many teams soared to great heights achieving outstanding results. I am forever indebted to their excellent work.”
- Sue Hall & Associates

 
Celebrating Humanity International
Diversity Management, Team Building and Team Conflict Resolution Specialists

079 643 4457/ 072 439 4220/ brian@africa-dreams.com

http://www.africa-dreams.com
http://www.celebrating-humanity-projects.com
http://transformdiverseteams.blogspot.com

Request a Team Building, Diversity Training
or Team Conflict Resolution proposal –
on http://www.celebrating-humanity-projects.com
or email: brian@africa-dreams.com
or call +27 79 643 4457

7 Steps to Resolving Team Conflict

The 7 Steps to Resolving Team Conflict – in the Celebrating Humanity© Way

From the book “Team Conflict Resolution Strategies – Fast and Effective ways to Remove and Reduce Stress in Teams”, by Brian V Moore.



Brian and Arthie Moore, of Celebrating Humanity International, have over 15 years experience in diversity management, transformational team building and team conflict resolution. 1000s of people have benefited and transformed through the Celebrating Humanity programme©, in South Africa, Namibia, Zambia and the USA.

1.   Step 1 – Know what you want to achieve, AND know where you and your team are, before you begin. “Begin with the end in mind” – Steven Covey. It is critical to know and record, what your challenges are at the outset of this amazing journey with your team/s. The team needs a joint vision of what they can achieve through unity, teamwork and harmony.

2.   Step 2 – Follow the 8 Principles of Team Conflict Resolution through the internationally proven Celebrating Humanity© methodology. Celebrating Humanity’s unique, transformational team building and conflict resolution techniques are founded in these 8 amazingly simple and stunningly effective principles.

         1. “At the level of respect, all people are equal.” – Brian V Moore – 2001.
         2. “No man is an island” (English Proverb.) “Umuntu ngumuntu ngabantu” (Nguni Proverb)
         3. We are perfect as we are.
         4. Life rewards action. Positive and negative.  
         5. It is simply impossible for any person to manage the behaviour of other people.
         6. People will manage their own behaviour, if they set the ground rules themselves.
         7. “People know and help those who speak up – not those who remain silent.” Oshiwambo proverb – Namibia.

3.   Step 3 – Build unified Teamwork across the entire team, company/ organisation. Apply a transformational team building process that will bring harmony, understanding, emotional and social maturity, communication skills, respect, ownership and accountability to your conflicted teams.

4.   Step 4 – Set the Peer-created, Peer-accepted and Peer-managed Team Code of Conduct. When your team makes these decisions, and all team members commit to follow an agreed and constituted process – you are well on your way to a conflict-free team, company/ organisation. This reduces stress on management and clients.

5.   Step 5 – Clear past interpersonal challenges – and open the way forward. Your team will no longer be dogged by its own conflicted history, the path will be clear for powerful and exciting results and successes.

6.   Step 6 – Place your team firmly in charge of their own behaviour. It is at this point that your team members commit to themselves, the company/ organization and immediately begin to operate in a new and safe working environment.

7.   Step 7 – Maintain – the new conflict-free status quo.
Properly constituted and maintained team agreements which will last for as long as you desire, and your and the team maintain the status quo.

8.   What we do NOT do.

         1. We never focus on the “problems”, or the “problem people”. If there is conflict in your team, there is far more going on than you will ever realise. And any direct focus on the particular individuals will empower them and ruin the process.
         2. We do not have mediation sessions with the “problem people” to clear the problems. This will isolate all of your team members, and the challenges will emerge again, in another form altogether.
         3. We do not judge, or work out of our own judgments.
         4. We do not send the “problem people” off for emotional, or diversity training, and ignore the rest of the team.
 

“Never doubt that a small, group of thoughtful, committed citizens can change the world. Indeed, it is the only thing that ever has.” Margaret Mead.

Brian V Moore Website

Diversity Training in South Africa

Africa Dreams Website – Celebrating Humanity International

Celebrating Humanity Projects

Team Building in South Africa

Celebrating Humanity Blog

Celebrating Humanity on Facebook

Contact

Mobile: +27 (0)79 643 4457

Fax: +27 866 746 310

 

 

Need Team Conflict Resolution? You are at a Crossroads.

Team Conflict Resolution Interventions.
Standing at a Crossroads.

Teams, businesses and organizations that are under pressure to transform their conflicted workplace teams, are often challenged by the wealth of “solutions” offered, by companies. Some of these solutions are great – and many are doomed to failure.

If your team is being forced to find a team conflict solution, your team is at a crossroads of danger and opportunity.

The danger lies in choosing the wrong “solution(s”) and yet, if you get your choice right, there are huge hidden opportunities to build individuals and teams, and thereby reap great rewards.

Self-defeating team conflict resolution programs will have strategies that:-
• try isolate to the “troublemakers”, and get them to resolve their differences.
• exclude any member/s of the team in the process.
• hand the management of the team’s behaviors, with agreements from “team agreed resolution”, to your managers/ supervisors.
• isolate, intimidate, or simply ignore certain team members.
• neglect the development of communication skills, team and individual personality skills, understanding of the carious diversities within the team.
• Go with a talk-down and divisive diversity training program.
• Use unsuitable and un-focused team building programs – that isolate even 1 member of your team..

If any of these factors form part of your attempts to resolve team conflict, the process, and your money, will be wasted. More so, it could negatively impact your team – in the long term..

The opportunity to build teams is found in the wisdom, uniqueness, talents and skills of your team. When we hire people, we hope that they are mature enough to manage their own behavior. After we sign the employment contracts, we then begin to control their every action. We put managers in charge of all decisions. Soon we have people who will not even go to the toilet without permission.

Our over-control has taken away their sense of value, ownership, accountability and responsibility. And this is where team conflict begins.

The methodologies included in Celebrating Humanity Diversity Training and Transformational team-building programs – outlined in our book – Team Conflict resolution Strategies – ensures that team transformation is non-threatening, unifying and inclusive. It ensures that we give the power back to your teams – to manage their own behavior – through their own agreements.

This takes incredible stress off managers and supervisors, and the business/organization. In turn, empowered people drive your business in a safe and respectful place created by themselves.

Our teams have been called in to resolve conflict when the psychologists, and conflict resolution specialists have been unsuccessful. The people that we meet are often disillusioned, angry and isolated. Management is stressed, backstabbing, gossiping and labor disputes are the order of the day. And all of this is after numerous “conflict resolution solutions.”

Our teams bring fun, communication, respect and understanding into the team – before we even look at developing team-based codes of conduct. And when we leave – we have put in place ongoing team-managed processes – supported by our follow-up processes. Our feed back is always taken at least a year after the initial program. And the results are always excellent – without fail!

Read the book – and use the lessons therein, or call in our teams. Whichever way your go – this will be the best decision you will ever make.

Brian V Moore – Copyright. October 2008

Request a Team Building quotation, Diversity Training quotation
or Team Conflict Resolution proposal

“Never doubt that a small, group of thoughtful, committed citizens can change the world. Indeed, it is the only thing that ever has.” Margaret Mead.

Brian V Moore Website

Diversity Training in South Africa

Africa Dreams Website – Celebrating Humanity International

Celebrating Humanity Projects

Team Building in South Africa

Celebrating Humanity Blog

Celebrating Humanity on Facebook

Contact

Mobile: +27 (0)79 643 4457

Fax: +27 866 746 310

Teambuilding in South Africa

There are many fun and excellent teambuilding programmes for teams that already work well together.

However when challenges arise, such as the following , then it is time to go for transformational teambuilding:-