2. • Know that this is a safe space
What is said in this room, stays in this room
• Ensure that airtime is shared
• Listen to understand
• Share your own unique perspectives
• Expect to be surprised
• Ask “what’s possible?”, not “what’s wrong?”
• Have fun!
3. What is the Our Museum
initiative?
It is a about facilitating a
process of organisational
change within museums and
galleries across the UK that are
committed to active
partnership with their
communities.
Three year change process
funded by Paul Hamlyn
Foundation
Live Adventurously (1998) Ron Waddams
4. Working towards four key
outcomes
• Understanding local
need
• Community agency
• Capacity building
• Reflection
The Artist’s Studio, Rue Saint-Georges (1876)
Auguste Renoir
5. “How do we change the ways we
work together?”
“How can we better share our
information, knowledge and skills?”
8. Staff Ambassadors Programme
• Learn new information
• Gain new knowledge to apply to the workplace
• Gain new skills
• Achieve a better understanding of colleagues
• Gain a new sense of personal accomplishment
• Become inspired to test out new ideas and ways of working
9.
10.
11. “The programme has allowed me to have meaningful
conversations with people I wouldn’t ordinarily make contact
with and the learning I have gained from this is very helpful for
my role within Museums.”
“I have learnt the importance of listening to make
communication an active, two way process that leads to
equality in decision making and problem solving.”
“It has been really liberating to work with colleagues who
have different learning styles than my own. It has been a good
leveller for me and has allowed me to learn how to approach
things from different angles.”
12. Community Advisory Panel
The Panel will allow space for regular
dialogue, exchange and collaboration
between GM staff and representatives of the
communities that make up our city.
It will provide an opportunity for members to
share skills, knowledge and experience in a
supported and safe environment.
13. • To discuss, debate and consider current museum practice
and process and how they can better reflect and respond to
local need
• To provide information and advice based on the knowledge
and experience of its members to inform the activities and
development of GM
• To create a network of support, trust and collaboration
between GM staff and communities
• To help to reduce real and perceived barriers between the
public and museums in general
• To help to establish links and partnerships between Glasgow
Museums and community based organisations operating within
the city
14. “Our discussions are
highlighting not only the
different experience but the
different ways of thinking
that can come together in
one room.”
15.
16. Artist in
Residence
“It took people out of
their comfort zone. It
cut through the
negativity.”
“It allowed staff to think
and act differently with
each other.”
19. THANK YOU
Keep in touch!
laura.gutierrez@glasgowlife.org.uk
0141 276 9345
Editor's Notes
{"12":"In the first year of this initiative, we looked at Glasgow Museums’ staff team as a community of museum practitioners, what skills we have and the ways in which we work together. We questioned the ways in which we could develop new mechanisms for more effective collaborative working internally. From this, a Staff Ambassadors programme has been developed for museum staff which will work with a changing group of 12 staff every six months. The object of the Staff Ambassadors Programme is to share skills and learn new ones that can be applied to their work, develop greater understanding of working with different communities and providing a positive forum for exchange, dialogue and debate. \nThe programme has coaching and mentoring at its heart, with staff taking part being offered coaching training by the Learning and Development team, with the aim being that a greater coaching culture is developed within the staff team. Current ambassadors will act as coaches to the next cohort of staff joining the programme and will bring this ability to the work they may undertake with members of the public or groups they make work with. \nThe programme is self-directed – that means that staff taking part can put together their own programme of activity that meets the learning needs they identify through their personal development plan. A selection of field visits and peer learning projects are on offer for the staff ambassadors to take part in so that they can build their learning and share skills with each other on live/current projects. \nThis programme has been designed to create safe spaces for staff to reflect on their practice and to develop greater understanding of other’s roles within the organisation. It will also provide opportunities for staff to explore different contexts – within as well as outwith – the organisation. \nThere are team meetings each month which provide a forum for discussion and also the opportunity to learn new skills related to effective workplace communication, in particular, regularly taking part in action learning sets to develop their coaching and listening skills. \n","8":"In the first year of this initiative, we looked at Glasgow Museums’ staff team as a community of museum practitioners, what skills we have and the ways in which we work together. We questioned the ways in which we could develop new mechanisms for more effective collaborative working internally. From this, a Staff Ambassadors programme has been developed for museum staff which will work with a changing group of 12 staff every six months. The object of the Staff Ambassadors Programme is to share skills and learn new ones that can be applied to their work, develop greater understanding of working with different communities and providing a positive forum for exchange, dialogue and debate. \nThe programme has coaching and mentoring at its heart, with staff taking part being offered coaching training by the Learning and Development team, with the aim being that a greater coaching culture is developed within the staff team. Current ambassadors will act as coaches to the next cohort of staff joining the programme and will bring this ability to the work they may undertake with members of the public or groups they make work with. \nThe programme is self-directed – that means that staff taking part can put together their own programme of activity that meets the learning needs they identify through their personal development plan. A selection of field visits and peer learning projects are on offer for the staff ambassadors to take part in so that they can build their learning and share skills with each other on live/current projects. \nThis programme has been designed to create safe spaces for staff to reflect on their practice and to develop greater understanding of other’s roles within the organisation. It will also provide opportunities for staff to explore different contexts – within as well as outwith – the organisation. \nThere are team meetings each month which provide a forum for discussion and also the opportunity to learn new skills related to effective workplace communication, in particular, regularly taking part in action learning sets to develop their coaching and listening skills. \n","14":"Series of discussion sessions put in place as a direct response to staff feedback that indicated there was a lack of opportunities to come together to discuss practice and to exchange ideas. \nOpportunity for the service to put in place one internal mechanism that helps us to develop staff skills and a greater understanding across the service of community engagement and what this looks like within different contexts \nInsight Cafes: a discussion series started recently that will provide a forum for discussion around participatory practice and organisational and cultural change. \nFirst Café was held in May in Scotland Street School Museum and hosted by Gerri Moriarty, a community artist and consultant who has worked in the UK and internationally\n","4":"Support and develop museums and galleries to place community needs, values, aspirations and active collaboration at the core of their work\nInvolve communities and individuals in core decision-making processes and to implement the decisions taken\nEnsure that museums and galleries play an effective role in developing community skills\n"}