1. Module 2 – Mind Shifts
Purpose: To begin the process of personal change, setting up a desired future state at the personal level.
Output: The identification of a set of shifts that represent the fundamental changes we seek in the way we work with CCF.

2. Module 2 – Mind Shifts
Introduction to “archetypes”
Generate some of our own.
Small groups by archetype.
Role play – a meeting of WCI staff with their Regional Director!
Reflections:

3. Definition
An archetype is “an original model of a person, object, or concept from which similar instances are derived, copied, patterned, or emulated. In psychology, an archetype is a model of a person, personality, or behavior.”

4. Some Hypothetical Examples…

5. Archetypes – The Community Organizer
“For me, development is a process. I strongly disagree with those who see development as just a series of projects – how can people develop that way if they still lack the capacity to build their own futures?
The people in the community know what they need so we should totally listen to their priorities. They know what’s best for them. As NGO, our role is to fully provide the support and resources that they need.”

6. Archetypes - The Technocrat
“Communities may have their own ideas of programs that they want but these may not necessarily be the most effective way of overcoming poverty. As technical professionals, we should know better.”
“We should focus on delivering quality programs based on sound and viable designs. More than a process, development work should be about tangible outputs.”

7. Archetypes – For Power
“My heart goes out to the poor people we work with. I’m dedicated to helping them, and I feel fortunate that I have been able to obtain the education and understanding that they lack. It breaks my heart to see them living in ignorance and filth. So when I go out to the field, I am overjoyed to see their gratitude and enthusiasm – it shows me that we are on the right track.
My life is dedicated to serving these people, and if this dedication takes me to higher levels in our organization, if people demand that I contribute at higher levels, I will do my very best to rise to the challenge.”

8. Archetypes – “It’s A Job”
“Sometimes I resent it when people talk about our work as a ‘calling’ or something fancy like that. That’s fine for them, but I don’t think they should impose their fancy motivations on the rest of us – if we do our jobs, to a high standard, that’s enough for me. That’s what I get paid for, and I’m proud of the work I do.
It’s a job – a good one, with good pay. As long as I do my job, I’ll listen to all the talk about personal transformation and commitment and so forth. It’s the price I pay.”

9. Let’s Identify Our Own…
In pairs, take a few minutes to identify and describe an archetype that you have known and “loved” … (or not loved!)

10. Reflections
What are the key mind shifts we need to make in CCF and CCF/Asia? (Identify five or six.)
What are the major factors helping us make these shifts nowadays?
What are the major obstacles impeding us making these shifts nowadays?

11. Core Program Principles and CCF Values – 1
We value
promoting positive outcomes for children.
Demonstrating integrity, openness and honesty, including stewardship of all resources
Upholding the respect and value of the individual
Championing diversity of thought and experience
Fostering innovation and challenge
Proactively connecting and collaborating

12. Core Program Principles and CCF Values - 2
Deprived, excluded and vulnerable children are the primary focus of CCF programs.
CCF builds holistically on the natural stages of child development.
CCF supports programs that are evidence based, and consistently demonstrate an effective, judicious use of resources.
CCF builds authentic partnerships with communities.