Living the four constructive behaviours: How the “Hui Method” supports our desired organisational culture
Thinking of things cultural, this is a shout-out for engagement with the staff professional development opportunity Tangata Tū, Tangata Ora. I refreshed my knowledge last week – along with a group of nineteen engaged academic and general staff from across UC. This reminded me of the inclusive practices that are exemplified in the “Hui Method” (aka The Mihi Method) which is modelled in the programme.
This process developed out of research at the University of Otago contains four key elements:
1. Mihi – initial greeting and engagement
2. Whakawhanaungatanga – making a connection
3. Kaupapa – attending to the main purpose of the encounter and
4. Poroporoaki – concluding the encounter and ensuring clarity about the next steps.
The facilitators Ripeka and Abby encouraged us to consider the use of this method for a number of situations. Examples we discussed included: an inclusive way of teaching in both large and small group settings, use in other student interactions, and how this could positively change the format of meetings. The concept appeared to resonate for all of us there.
Using the Hui Process will reinforce the constructive behaviours described by Human Synergistics – from both the individual and organisational perspective. Mihi and Whakawhanaungatanga create an environment of participation, trust and commitment. In other words the Humanistic-Encouraging and Affiliative behaviours. Focusing on Kaupapa after the building of engagement and connection fosters Achievement characteristics. The articulation and clarification of agreed next steps reinforce that style. The entire process supports Self-Actualisation as this is about personal growth and development, about expanding experiences, and gaining fulfilment from doing a job well.
The Hui Method was developed in an educational health setting and seems to me to be a helpful way to support our bicultural aspirations, while helping us to model the operational culture we have described as desirable. See the Tangata tū, tangata ora website to register.
“The current consensus from Māori health leaders, student feedback and anecdotal Māori patient feedback indicates the ‘Hui Process’ is easily learnt, well received by patients and can enhance the doctor–patient relationship”.
Lacey, Cameron & Huria, Tania & Beckert, Lutz & Gilles, Matea & Pitama, Suzanne. (2011). The Hui Process: A framework to enhance the doctor-patient relationship with Māori. The New Zealand medical journal. 124. 72-8.
If you are an academic staff member and you want to further reflect on your own practice, make connections and identify potential opportunities to embed culturally responsive pedagogy see Culturally Responsive Pedagogy: From Theory to Practice.
Feature Articles – organisational culture in the news
I’ve been seeing and hearing a lot about Organisational Culture in the news (and I don’t believe it is just frequency illusion!) People seem to be more aware of the impact of workplace culture on their practices, services, staff wellbeing and organisational success. Below are some examples. I am keen for some that show impact from a more positive aspect – send me any you find.
1. Should we steer clear of the winner-takes-all approach? Researchers reflect on an initiative in New Zealand to make science more inclusive. (Nature, International Journal of Science)
“At a time of great global divisiveness, moves are afoot to make the research culture more welcoming, respectful and responsible …. The winner-takes-all model is not the only way to make big breakthroughs in research ….”.
2. Interview with Deloitte’s forensic director Lorinda Kelly (audio): “New Zealand least corrupt in the world” (Radio NZ The Panel)
“… sub-culture … it was OK to be doing the things they were doing and it was the way everybody was behaving in that small group … corrupt culture that enabled the behaviour to carry on…”
3. “EQC culture change is long overdue” (Stuff editorial)
“….EQC seemed increasingly like a throwback to the bad old days of tight-lipped, defensive organisations that did not always seem to have local interests at heart”.
Finding Out More
– See UC’s Culture Journey website for more information on the UC programme, tools, articles and whitepapers, FAQs and more.
– Share your good news stories about culture change. Snippet of news? Use the short format. More reflective story to tell? Use the slightly longer format (suitable for Culture Leaders).
– Previous blog – Blog #2.
Ngā mihi nui
Organisational Development Manager