Action Research

I am adopting a form of action research known as co-operative inquiry. This form of the action research brings people together as they seek to co-solve complex problems and act together to improve the situation. The range of interests can be as wide and important as ecological planetary sustainability, or more discrete like a work-group seeking to improve their working environment.

One of the most interesting ideas that has caught my imagination is the idea of radical inclusion. Stated simply, this means attempting to bring the widest range of stakeholders. This would often mean making renewed attempts to include voices from those groups that have traditionally been marginalised, or for whatever reasons, their voice is taken to be less important or not even necessary.

As a concrete example: imagine that we are looking to improve/reduce the rate of reoffence for young males. We would be as interested to bring together as part of the co-operative inquiry group both young male offenders as the victims of their crimes. Whilst in the early stages this will require some careful and skilful facilitation, we would see the conversational conflict or differences of opinion as an essential ingredient for dialogue that can rise to genuine new insights, co-learning and co-action.

Levels of Intervention

LevelFocus
First-Person

My focus is on my own praxis or the ways by which I authentically live-out or indeed negate my embodied values. I am interested in asking questions of the type: How can I improve what I am doing?

I am interested in the extent to which I can improve living authentically across my different life worlds, space or contexts. These contexts include being a Father, working as a change coach in digital transformation, bodybuilding at my local gym, being a reliable friend, a trustworthy husband, and participating in my local church community, as examples.

I am also interested in how I ‘show-up’ at different work contexts as I coach different tiers of management and IT teams, as well as the extended management team, and so-on. Lastly, I am also an active member of different communities of practice. Currently, I am interested why it is that I find being my ‘full self’ when I meet with others from my professional background and training than at my local Church community, for example. Why is this? Is my inquiry question.

Second-Person

This level is at the team or group. Therefore, questions are often framed by: How can we improve what we are doing?I coach around 20+ teams and groups. One tradition that has helped me working at this level has been the insights from the Tavistock school.

You can find a link in here if you are interested: https://www.tavistick.org

Third-Person

This is at the level of the whole system or the organisation. This best summarised by helping the system to see itself. To help me at this level I will draw-on my training and experiences with systemic constellations and coaching. Stated simply, I will bring the systemic lens across the organisation to ensure that any systemic patterns are acknowledged and understand and helping movement and resolution. You can find a link in here if you are interested: https://www.wholepartnership.com