Tensions in the evolving workspace, organisational responses, and implications for continued engagement
| Tension | Tensions experienced by employees and volunteers | Organisational responses: Working with the tension | Implications for continued engagement |
|---|---|---|---|
| Confusion versus clarity | Ambiguous workspace name; development-oriented language; uncertainty about the workspace's purpose and participants' role in strategy work | Reframing invitations around purpose; simplifying language; repeated explanations in workshops | Improved alignment of expectations; more recognisable direction for participation |
| Inclusion versus exclusion | Expert terminology; educational differences; platform and facilitation demands privileging some participants | Slowing facilitation tempo; rephrasing language; simplifying platforms; creating multiple entry points and visible traces of participation | Broader participation; improved accessibility, though inclusiveness remained fragile and required continuous attention |
| Fragmented versus shared goals | Limited prior interaction between employees and volunteers; unclear understanding of each other's roles; fragmented perspectives among employee groups | Making the process visible before, during and after workshops; enabling continued dialogue; inviting co-facilitation | Gradual development of shared purpose; increased coordination across stakeholder groups |
| Tension | Tensions experienced by employees and volunteers | Organisational responses: Working with the tension | Implications for continued engagement |
|---|---|---|---|
| Confusion versus clarity | Ambiguous workspace name; development-oriented language; uncertainty about the workspace's purpose and participants' role in strategy work | Reframing invitations around purpose; simplifying language; repeated explanations in workshops | Improved alignment of expectations; more recognisable direction for participation |
| Inclusion versus exclusion | Expert terminology; educational differences; platform and facilitation demands privileging some participants | Slowing facilitation tempo; rephrasing language; simplifying platforms; creating multiple entry points and visible traces of participation | Broader participation; improved accessibility, though inclusiveness remained fragile and required continuous attention |
| Fragmented versus shared goals | Limited prior interaction between employees and volunteers; unclear understanding of each other's roles; fragmented perspectives among employee groups | Making the process visible before, during and after workshops; enabling continued dialogue; inviting co-facilitation | Gradual development of shared purpose; increased coordination across stakeholder groups |
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