Reflections on a Transformative Year: The 2024 Walk Together System Navigators Programme
Reflections on a Transformative Year: Walk Together System Navigators Programme
Why This Programme Was Needed
Leadership in Aotearoa is evolving, and the Walk Together System Navigators Programme was and is designed to support that transformation over the next decade. Our programme has been about illuminating and elevating the cultural and intercultural leadership capabilities and capacities that participants already carried. It was a space where leaders could develop systemic change facilitation, deepen their leadership practice, and enhance their ability to work across diverse communities and systems.
Through a co-created journey, leaders engaged with the Walk Together philosophy and systemic change frameworks, applying them to their own projects, leadership, and organisations. By facilitating individual and collective learning, we walked alongside them as they refined their skills, tested new ways of working, and strengthened their impact.
Unlike traditional leadership training, this was not about passing or failing—it was about meeting each person where they were on their leadership journey. Whether a participant was stepping into leadership for the first time or had years of experience, this programme was designed to support the continuous journey towards mastery in intercultural leadership, facilitation, and culturally responsive systemic change.
As one participant put it:
“I used to think leadership was about having the answers, but now I see it as facilitating others and supporting collective thinking. That’s a big shift for me.”
How We Walked Together
Our 10-month programme is delivered through a combination of teaching, and a Learning by Doing approach, combining weekly training, one-on-one mentorship, and real-world application of the Walk Together framework. Participants were not just learning about systemic change—they were implementing it in their own leadership, projects and/or organisations/communities in real time.
Two key pathways emerged:
- Developing Intercultural Leadership: Strengthening the ability to work across cultures and worldviews while navigating complexity and difference.
- Training Towards Mastery in Facilitation: Supporting leaders to apply Walk Together methodologies in their specific areas of influence—whether in decision making, brining people together, or in community development endeavours.
One of the most powerful aspects of the programme was its real-time, hands-on nature. Instead of theoretical discussions, participants applied Walk Together frameworks directly to live projects and leadership contexts. This dynamic, iterative process allowed us to walk alongside them as they tested new ideas, navigated challenges, and refined their practice in real-time.
At the heart of this was whānau—we co-created shared values, determined the programme's delivery together, and walked side by side through the inevitable uncertainties of leadership. Mid-year, we gathered for the Te Kore Leadership Retreat, a pivotal moment where we deepened our connections, reflected on our growth, and redefined our goals moving forward.
The journey over 12 months has been a powerful example of culturally responsive practice—participants were experiencing Walk Together ways firsthand through watching, facilitating, practicing, and reflecting. Immersing ourselves in our own cultural values, sharing perspectives, and co-creating the goals of the programme were all integral to the learning experience. This cycle of action and reflection allowed participants to build confidence and refine their leadership practice at their own pace.
“I was terrified at first. I thought, ‘Who am I to facilitate?’ But Walk Together changed that. Having real-time support meant that I wasn’t just thrown in the deep end—I had guidance, reflections, and people to walk alongside me. That made all the difference.”
The Transformations: Leadership Shifts in Action
Case Study: From Avoiding Conflict to Facilitating Resolution
One of our participants initially struggled with addressing difficult conversations, often opting to avoid tension rather than engage with it. Through the programme, they built confidence in navigating conflict, shifting from a fight-or-flight response to skilled conflict facilitation.
Before: “I used to do everything to steer clear of awkward conversations. I thought leadership meant keeping things smooth, even if it meant ignoring deeper issues.”
After: “Now, I see conflict as an opportunity for connection and deeper understanding. I have the tools to hold space for difficult conversations, ensuring everyone feels heard and valued.”
Case Study: From Siloed Work to Collective Leadership
A leader working in Māori health came into the programme accustomed to working independently, often making key decisions alone. Through Walk Together, they embraced a more collaborative approach, engaging their team in co-designing solutions.
Before: “I used to instruct my Māori health team on actions, leaving little room for their innovation.”
After: “Through Walk Together, I facilitated each team member in carrying out passion projects. This led to system-wide improvements, such as iwi-based clinics and the appointment of Māori leaders to decision-making roles.”
Case Study: From Transactional Leadership to Relational Leadership
Another participant, working in community development, realised that their leadership had been largely transactional—focused on getting things done rather than building deep relationships. The programme helped them shift towards leading with connection at the core.
Before: “I thought leadership was about getting the job done, meeting targets, and moving on.”
After: “Now, I understand that relationships are the foundation. By taking time to build trust and connection, we achieve outcomes that are more meaningful and sustainable.”
Measuring Leadership and Facilitation Growth
The impact of the programme was captured through a continuum-based self-assessment, where participants measured their development before and after the programme. The results highlight significant growth in key areas of intercultural leadership, facilitation, and systemic change.
Leadership & Facilitation Area | Before (Avg.) | After (Avg.) | Shift |
|---|---|---|---|
From Mono-cultural Awareness → Intercultural Competence | 2.0 | 4.3 | +2.3 |
From Avoiding Conflict → Facilitating Resolution | 1.3 | 4.3 | +3.0 |
From Siloed Leadership → Connected Leadership | 2.0 | 5.0 | +3.0 |
From Hierarchical Leadership → Collaborative Leadership | 2.0 | 4.7 | +2.7 |
From Transactional Leadership → Relational Leadership | 2.0 | 4.3 | +2.3 |
From Change Management → Systemic Change Facilitation | 1.7 | 4.7 | +3.0 |
From Fight-or-Flight Reactions → Navigating Complexity | 1.5 | 4.5 | +3.0 |
From Resistance to Authority → Shared Decision-Making | 1.8 | 4.6 | +2.8 |
From Cultural Dominance → Cultural Equity | 1.9 | 4.8 | +2.9 |
These shifts demonstrate the depth of transformation that occurred—moving from traditional or reactive leadership styles towards more connected, relational, and systemic approaches. More than just personal growth, these changes ripple out into organisations, communities, and systems—strengthening the capacity to enhance and grow momentum around collective impact.
Thought-Provoking Patai
- How often do we mistake authority for leadership? What shifts when we embrace facilitation instead of control?
- What does it mean to truly ‘walk together’ in leadership? Are we making space for shared decision-making, or are we defaulting to familiar power structures?
- Are we actively cultivating intercultural leadership, or do we unintentionally reinforce mono-cultural ways of working?
What’s Next? Walking Towards 2025
2024 year was a prototype—a proof of concept that our program can support leaders to step into their roles as system navigators. As we look to 2025, we are preparing to scale the programme, officially launching during Matariki. We will continue to:
- Grow our network of facilitators across all backgrounds who are committed to intercultural leadership.
- Offer shorter-term professional development through our Connect & Collaborate Pathways.
- Strengthen shared decision-making and co-governance as standard leadership practice.
Our 2024 System Navigators have now taken up the role as Kaitiaki (guardians) ensuring the kaupapa remains alive for future generations. As we seek long-term funding to deliver our 2025 scale strategy, we invite partners and supporters to join us on this journey.
To our System Navigators Whānau—thank you. Your courage, wisdom, and commitment have laid the foundation for what’s to come. Mauri ora!
🔗 Learn more about our journey: walktogether.co.nz 🔗 Connect with some of our inspiring and incredible leaders doing amazing mahi in their respective pathways:
- Jahvaya Wheki | LinkedIn
- Evalesi Tu'inukuafe | LinkedIn
- Emma Webb | LinkedIn
- Tracey Pirini | LinkedIn
- Dr Jo Diamond | LinkedIn
Are you interested in co-creating a leadership journey for your group or organisation, or interested in the System Navigators Program, use this link to book a Zoom cuppa with Arama.
#WalkTogether #SystemNavigators #InterculturalLeadership #MāoriLeadership #PasifikaLeadership #LeadershipTransformation
