10 November 2009

Policy Training Workshop on Pasifika Perspectives


About the Workshop

Public sector agencies face increasing calls to maximise the impact of their policy interventions, especially for hard to reach groups. Pasifika peoples make up a significant segment of that target group and are an increasingly important proportion of New Zealand’s younger population.

The best way of lifting the quality and effectiveness of policy outcomes is to ensure Pasifika perspectives are incorporated in the thinking and analysis phases of the public policy process. This workshop provides the knowledge and frameworks for exactly that.

The course begins with the important historical and constitutional features of Pasifika peoples and their transition to New Zealand. It identifies the important Pasifika values and concepts that underpin their communities. And it offers a practical step by step guide to incorporate these values and concepts into the policy process. Throughout the day insights and practical tips are offered in understanding Pasifika values and practices. The workshop will be highly interactive with a blend of presentations, case studies and practical application.

The Presenters, Sai Lealea and Holona Lui, collectively bring more than 20 years experience in public sector policy development, consultation and engagement with Pasifika peoples. They are knowledgeable about the Pasifika community and both are experienced in facilitating and delivering training workshops.

  • Public Sector staff [incl managers, analysts and policy advisers] with an active role in public policy development
Workshop Objectives

On completion of this course participants will understand important Pasifika values and concepts and how these impact on:
  • defining policy problems
  • setting relevant goals and objectives
  • developing effective solutions
  • engaging effectively with Pasifika peoples, and
  • how Pasifika social structures might impact on service delivery.
  • The benefits of incorporating Pasifika perspectives in Policy Analysis
  • Historical and Constitutional context
  • Demographic drivers and key outcome indicators for Pasifika peoples
  • Understanding important Pasifika values and concepts
  • Incorporating Pasifika perspectives in the step-by-step policy analysis process
  • Engaging Pasifika peoples in the policy process
  • Practical applications through case studies

For Enquiries contact:

Sai Lealea: Tel: +64 27 2490 472 ; Email: sai.lealea@sdlconsultancy.com

Holona Lui: Tel: +64 27 4439 345 ; Email: holona.lui@catalystpacific.co.nz


06 November 2009

Focusing on Strengths not Problems

posted on: myriam-musing.blogspot.com

Whether facilitating a group or developing a learning program, where should we focus the bulk of our attention - areas of strength or areas that fall short of the ideal? Most of us are well conditioned to believe that if we focus on problems and areas requiring improvement, this will actually help us perform better.

The sad truth is that only 32% of workers have the opportunity to do their best. 
(Gallup, US Survey, circa 2007). Research by Professor Emeritus Ron Lippitt (Univ. of Michigan) showed that when work groups focus on problems, two things occur. First they become more depressed, and secondly, they focus their energy on how to avoid pain rather than how to creatively move towards what they desire. As facilitators and instructors, we would do well to heed these learnings and adopt strategies that build on strengths and what's working.

Focusing on the Positive Core

  1. Would you ask people to focus the bulk of their energy and effort on what they do worst as a strategy for highest return on investment? Rather, use Appreciative Inquiry to discover what works and areas of strength, and find ways to transfer these learnings to areas requiring improvement, in order to move towards the desired future.
  2. When we operate from our strengths, we are often in the 'flow' (or for atheletes, the 'zone'). We become more confident, focused, and creative; we lose track of time and are generally inspired to produce better results, faster.
  3. We're happier when we can operate from our strengths, yet according to Gallup only 32% of employees have the opportunity to do so. Imagine the latent potential that can be tapped with more inspired, confident, and powerfully effective people on your team! ,
  4. Focusing on people's strengths benefits the organization and the people who work there. Leverage this power by focusing your facilitation and learning programs so that people can refine and expand their inherent talents and abilities, rather than on the Training painful ‘areas of improvement’.