WORKSHOPS

The leitmotiv of the workshop focuses on the value of working in groups, collective intelligence, and social participation in the development of professionals and their organizations, doing different creative works.

- Paint your business card: a warm-up exercise, to express what represents us.

- We paint how we feel in our department: on a canvas, we will express via abstraction, how we see ourselves in our workplace.

- We work on mural painting: what future do we want? The workshop ends with an explanation of the ideas that we have said and painted and a summary of the work.

When we make decisions, we are continually operating on the first level of thinking. That is, we look for immediate reactions to our actions. Systems thinking can help us make better decisions and understand how other, seemingly unrelated, effects can appear when a change is introduced into a system.

In this workshop we will introduce systems thinking using non-technical language and examples. We will conduct an activity to help you practice with a real case how systems thinking works. After the practical example, we will focus on practicing with causal diagrams as a base tool to continue learning about systems thinking. By creating these diagrams, participants will have a tool that is easy to use and apply immediately, thus helping them in their decision making.

They will be able to identify possible levers to facilitate the changes they are seeking, as well as possible hard-to-predict effects that could arise from implementing changes within the system.

The Internal Development Goals (IDGs) model proposes the set of skills and qualities needed to successfully address complex social problems, particularly those identified in the United Nations 2030 Agenda and the Sustainable Development Goals. People, organizations and territories must look inward to connect and mobilize internal resources, promoting well-being.

This proposal, was born in Sweden in 2019 with the "Growth That Matters Manifesto" and has since involved public, private and academia actors from different continents to make this model extensive. Top researchers such as Peter Senge, Otto Scharmer or Roger Keenan support this initiative. This model is the result of a global consultation with researchers, consultants and development agents from all over the world who have made an exercise of collective intelligence in the identification, selection and agreement on what should be the qualities and skills of internal development: There are 23 and they are structured in 5 pillars: Being, thinking, relating, collaborating and acting.

In this workshop, we will present the model and make a brief practical tour through each of these pillars, using different perspectives and tools.

Leadership is a widely conceptualized and used concept. There are many theories that speak to us, from situational leadership to humanistic leadership, all imaginable theories contribute elements of value.

Calidoscopi works with a model in 4 dimensions in which each facet is approached from the challenge it poses:

- Charisma and uniqueness. Offer to obtain.

- Pragmatism. Legitimize to preserve.

- Vision. Renounce to evolve.

- Emotion. Confront to relate.

The model works as a system.

The workshop will work on these 4 dimensions with a participatory approach, in which, from the needs raised by each of the attendees, they are questioned, it provides them with focus and enables changes quickly. You don't leave the same way you came in.

The objective of the workshop is to understand the dimensions that make up the learning culture of an organization in order to define the values to be promoted and their translation into behaviors, symbols and systems. This will allow participants to translate the often abstract concept of learning culture into a small roadmap for the transformation of the organization. To this end, participants will actively work on three points.
- Knowing the dimensions of the learning culture in a learning organization: culture, and specifically the learning culture in organizations, is characterized by a series of dimensions that influence it. In the workshop they will be described in order to reflect on the situation of each of them in the organization itself.
- Defining behaviors, symbols and systems: the values of an organization, that which defines one type of culture or another, is marked by the organization's values. In turn, these values are marked by behaviors (what people in the organization do), symbols (what is given importance, rewarded or punished) and systems (mainly processes and technology). The workshop will work on how to act on these aspects to generate the values that each organization wants to promote in pursuit of one type of learning culture or another.
- Generate the roadmap: based on the work done in the first two parts of the workshop, a small roadmap will be defined to show how to make the change from the current culture to the desired one.

The aim is to facilitate a debate on the implementation of the Professional Codevelopment model in organizations, through testimony and experimentation.

The workshop has two focuses: testimonial and practical.
• A testimonial focus, through the success case at the Museu d'Art Contemporani de Barcelona (MACBA).
• A practical focus: through an exercise of collective intelligence, with the participants of the workshop.

The VASIS CONSEIL team together with Macba's HR manager will share their experience in the implementation of co-development groups in the organization. In the framework of a project to implement a talent management policy in a public environment.

In the second part of the workshop, the co-development model will be experimented by the participants of the group.

How to apply the systemic view: to obtain the "unconscious" information that exists in the organization? What cannot be felt or shown in a data analysis.

Because if you explain to me what you already know I will only be able to advise you on what you already know, but systemic work does the opposite, it gives you the hidden information, which is key to the organization.

The systemic vision allows to uncover and observe the patterns of operation in the structure of a company / organization, and in turn, is a key tool for decision-making, offering the opportunity to understand, correct them and detect needs and movements, which are in the field of unconscious information of the system, establishing possible ways of solution. In this way, access to knowledge of the different dimensions of an organization makes it possible to make complex decisions in a short period of time, avoiding long and onerous processes.

Educators are considered the “backbone” to successfully prepare citizens to take advantage of a globalized and interconnected world. When the lock-down was established on university campuses and the change from face-to-face to digital evaluation became essential, teachers faced a series of challenges and had to adapt their practices immediately. Given this scenario, it has become essential to change the pedagogical approach towards a more authentic, sustainable and effective one.

Through the D-Eva project " Practical skills evaluation with digital technologies in teacher education", different products have been developed to help all trainers to propose assessment practices that include activities that take advantage of emerging technologies such as simulations, gamification and virtual reality. These solutions are designed to make a formative assessment of different skills or practical skills, how to act in cases of bullying, self-assessment of body language or how to manage time effectively.

In this workshop, the participants will test the digital solutions created in the project and learn the key points necessary to develop their own solutions with tools that are easy to access and use.

We live in a context of cultural transformation that focuses on the progress of people who, with their talent, contribute to the evolution of the entire community.

But this capacity for growth, the DNA of the human being, runs into more than one stumbling block: work ecosystems make co-creative work difficult, curiosity is not attractive, we live in fear of uncertainty and chaos...

In this workshop we will learn to challenge the status quo to explore possibilities that connect with the growth mindset; we will activate the curiosity to navigate uncertainty and respond brilliantly to the scarcity of the fixed mindset, and acquire skills such as flexibility, which enables us to incorporate different perspectives, and creativity, in the service of improving relationships and the organization at work.

We will be evolution at the service of the community.

There's been a lot of buzz around ChatGPT lately, and you might be curious about what it is and how it can benefit you. With this activity, you will discover how ChatGPT, one of the most advanced AI developed by
OpenAI is revolutionizing the way of working. In this activity we will explore the story behind the launch of ChatGPT, including how tech giants such as Google, Meta and Baidu responded. We'll explore the technologies behind ChatGPT, to better understand why it responds the way it does and its capabilities and limitations. We will start interacting with ChatGPT, asking questions and interpreting its answers. Finally we will discuss the ethical and practical issues that have arisen with this new technology, as ChatGPT responses can be incorrect.