Mille Lacs Band of Ojibwe

Tribal Climate Adaptation Menu

Year

Climate change has impacted and will continue to impact indigenous peoples, their lifeways and culture,
and the natural world upon which they rely, in unpredictable and potentially devastating ways. Many climate
adaptation planning tools fail to address the unique needs, values and cultures of indigenous communities.
This Tribal Climate Adaptation Menu, which was developed by a diverse group of collaborators
representing tribal, academic, intertribal and government entities in Minnesota, Wisconsin and Michigan,
provides a framework to integrate indigenous and traditional knowledge, culture, language and history into
the climate adaptation planning process. Developed as part of the Climate Change Response Framework,
the Tribal Climate Adaptation Menu is designed to work with the Northern Institute of Applied Climate
Science (NIACS) Adaptation Workbook, and as a stand-alone resource. The Menu is an extensive collection
of climate change adaptation actions for natural resource management, organized into tiers of general and
more specific ideas. It also includes a companion Guiding Principles document, which describes detailed
considerations for working with tribal communities. While this first version of the Menu was created based
on Ojibwe and Menominee perspectives, languages, concepts and values, it was intentionally designed to
be adaptable to other indigenous communities, allowing for the incorporation of their language, knowledge
and culture. Primarily developed for the use of indigenous communities, tribal natural resource agencies
and their non-indigenous partners, this Tribal Climate Adaptation Menu may be useful in bridging
communication barriers for non-tribal persons or organizations interested in indigenous approaches to
climate adaptation and the needs and values of tribal communities.

Resource Type
Citation

Tribal Adaptation Menu Team. 2019. Dibaginjigaadeg Anishinaabe Ezhitwaad: A Tribal Climate Adaptation Menu. Great Lakes Indian Fish and Wildlife Commission, Odanah, Wisconsin.

Sovereign Nations: Giving Visibility

Producer
Produced in partnership with TPT-Twin Cities PBS and producer/director Missy Whiteman
Year

Tribal nations have always had formal ways of self-governing. Take a closer look at local Tribes exercising their inherent rights to land, culture, and self-governance in a contemporary context. Produced in partnership with TPT-Twin Cities PBS and producer/director Missy Whiteman. Special thanks to Bradley Harrington, Byron Ninham, Levi Brown, and Peri Pourier.

Resource Type
Topics
Citation

Native Governance Center. 2018. "Sovereign Nations: Giving Visibility." Produced in partnership with TPT-Twin Cities PBS and producer/director Missy Whiteman. St. Paul, Minnesota. Video. (https://www.youtube.com/watch?v=ZG9AVnIA5O0, accessed November 30, 2023)

The Ojibwe Language Program: Teaching Mille Lacs Band Youth the Ojibwe Language to Foster a Stronger Sense of Cultural Identity and Sovereignty

Year

As part of its effort to assimilate American Indians into mainstream society, the federal government launched an assault on Native languages. For example, in the 1890s the government built twenty-five off-reservation boarding schools to which many Indian children were forcibly removed and where they were prevented from speaking their Native languages. The result of this decades-long policy was a devastating loss of Native languages. Many tribes struggled to preserve their languages even as the number of fluent speakers dwindled. Among these tribes was the Mille Lacs Band of Ojibwe. By the 1990s, Native language use among the Mille Lacs Band had clearly declined while estimates indicated that, by 1994, only ten percent of Mille Lacs Band members could speak the Ojibwe language fluently. The youngest Native speaker was thirty-seven years old. Mille Lacs leaders, educators, and citizens feared that the loss of the Ojibwe language would bring about the demise of tribal traditions and Ojibwe identity among their band members. To avert this crisis, the faculty of the Nay Ah Shing School, a school owned and operated by the Mille Lacs Band, formed an Elders Advisory Board comprised of five traditionalists for the purpose of establishing an intensive Ojibwe language and culture program. Their hope was that this program would foster the Mille Lacs Band members’ fluency and pride in using the Ojibwe language. They believed that restoring the Band’s language would foster a long-term process of cultural renaissance and lay the foundation for stronger self-governance. 

Native Nations
Citation

Janine Ja no's Bowen. "The Ojibwe Language Program: Teaching Mille Lacs Band Youth the Ojibwe Language to Foster a Stronger Sense of Cultural Identity and Sovereignty." Honoring Nations. Harvard Project on American Indian Economic Development, John F. Kennedy School of Government, Harvard University. Cambridge, Massachusetts. December 2004. Case Study.

Permissions

This Honoring Nations case study is featured on the Indigenous Governance Database with the permission of the Harvard Project on American Indian Economic Development. 

Mille Lacs' Small Business Development Program

Year

The Small Business Development Program assists Band members in developing the private sector economy by providing low-interest loans up to $75,000 to businesses that are at least 60 percent owned and operated by Band members located on or near the Reservation. The Program offers both "micro" loans to serve as seed money for business development and "macro" loans for more extensive business start-up or expansion needs. Additionally, it offers assistance with business plan development, marketing, accounting, and management. Since its inception in 1996, the Program has provided loans and training to more than 30 businesses, including construction companies, coffee houses, a septic service, lawn care and snow removal businesses, a karate studio, a horse breeding operation, a hair salon, and an art gallery. Together, the Mille Lacs Corporate Commission and the Small Business Development Program help diversify the tribal economy by providing economic development opportunities that span beyond government jobs and the gaming industry.

Native Nations
Resource Type
Citation

"Small Business Development Program". Honoring Nations: 2000 Honoree. Harvard Project on American Indian Economic Development, John F. Kennedy School of Government, Harvard University. Cambridge, Massachusetts. 2001. Report.

Permissions

This Honoring Nations report is featured on the Indigenous Governance Database with the permission of the Harvard Project on American Indian Economic Development.

Mille Lacs Ojibwe Language Program

Year

Created in 1995, this tribally funded program serves 350 students (from toddlers to teenagers) and uses elder-youth interaction, song books, and comic books to teach the Ojibwe language. In addition, the Program broadcasts language classes to local public schools in an effort to teach the Ojibwe language, history, and culture to non-Indian children. Teaching the Band's children their traditional language has allowed Mille Lacs Band members to pass on tribal values more effectively. At the same time, it has served as an important tool in both preserving the Band's culture and strengthening bonds between Band members.

 

Native Nations
Resource Type
Citation

"Ojibwe Language Program". Honoring Nations: 1999 Honoree. The Harvard Project on American Indian Economic Development, John F. Kennedy School of Government, Harvard University. Cambridge, Massachusetts. 2000. Report. 

Permissions

This Honoring Nations report is featured on the Indigenous Governance Database with the permission of the Harvard Project on American Indian Economic Development. 

Minnesota 1837 Ceded Territory Conservation Code (Mille Lacs)

Year

In 1997, the Band successfully developed a conservation code that enables the Tribe to exercise its treaty rights to hunt, fish, and gather. The Code sets out detailed hunting and fishing regulations for Band members that protect the natural resources while allowing for the continuation of traditional practices. The Conservation Code has endured challenges in district courts, appeals courts, and the Supreme Court, which ruled in March 1999 that Band citizens retain their rights to hunt, fish, and gather in east-central Minnesota under Band regulations. Crucially, good will between Band members and non-Indians has grown. The Code demonstrates that tribes can successfully develop, implement, and monitor important natural resource programs in cooperation with non-Indian governments.

Native Nations
Resource Type
Citation

"Minnesota 1837 Ceded Territory Conservation Code". Honoring Nations: 1999 Honoree.  The Harvard Project on American Indian Economic Development, John F. Kennedy School of Government, Harvard University. Cambridge, Massachusetts. 2000. Report. 

Permissions

This Honoring Nations report is featured on the Indigenous Governance Database with the permission of the Harvard Project on American Indian Economic Development. 

Honoring Nations: Using Partnerships to Achieve Governing Goals

Producer
Harvard Project on American Indian Economic Development
Year

Heather Kendall-Miller moderates this panel of Native leaders for a discussion on building and maintaining intergovernmental relationships.

Resource Type
Citation

Anderson, Neily, Theresa Clark, Lori Gutierrez, Heather Kendall-Miller, Mark Lewis, Justin Martin, Mark Sherman, Miranda Warburton, Don Wedll, Cheryl Weixel and Nicholas Zaferatos, "Using Partnerships to Achieve Governing Goals," Honoring Nations symposium. Harvard Project on American Indian Economic Development, John F. Kennedy School of Government, Harvard University. Sante Fe, New Mexico. February 7, 2002. Presentation.

Heather Kendall-Miller:

"It's my pleasure first of all to be an advisory board member. Coming from Alaska, oftentimes, we have our focus on our specific issues. And it's been so wonderful and so educational for me to be on the advisory board and to learn about all the wonderful things that are happening throughout Indian Country. The first advisory board meeting that I participated in I just walked away totally stunned and wowed because there is incredible stuff happening in Indian Country, as you've been learning these past several days and you've been sharing. So I'm really excited to be here and participate in this because as usual it's been eye-opening in many, many respects. Maybe what we'll do, while Andrew is passing out the name tags, is to offer our panelists an opportunity to introduce themselves and also to talk a little bit about the award-winning program of which they are here representing. And once we each have a chance to introduce ourselves then I'll begin to pose some questions. So why don't we begin over here with you, Justin."

Justin Martin:

"All right. Sorry I was late. Good afternoon, everybody. My name is Justin Martin and I'm with the Confederated Tribes of Grand Ronde where I'm the Intergovernmental Affairs Director, as well as a tribal member. I have a background in public policy and public administration, as well as working as a legislative assistant within the Oregon State legislature. Our program, Enhancing Government-to-Government Relationships deals exactly with that. We have, basically, a five-pronged strategy or approach to that that includes communication, education, cooperation, contributions, political as well as community contributions, and presence. All topics that we all have been sharing over the past couple days and I look forward, again, to sharing some more of that with you and this panel. So thank you very much."

Don Wedll:

"My name is Don Wedll. I'm with the Mille Lacs Band of Ojibwe. I've served as the Commissioner of Natural Resources for 18 years and also Commissioner of Education. I'm talking about today partnerships in regards to natural resource activities."

Theresa Clark:

"My name is Theresa Clark. I'm from Galena, Alaska, the Louden Tribe, which is a federally recognized tribe for Galena. Every village in Alaska is a tribe. I run Yukaana Development Corporation, which is a tribally owned business of the Louden Tribe and we've used partnerships extensively in developing our business."

Mark Sherman:

"[Native language] My name is Mark Sherman and I'm the Director of Planning and Development for the Grand Traverse Band of Ottawa [and] Chippewa Indians. I was really glad that I was chosen to participate in this particular panel discussion because I really believe in partnerships in achieving governing goals. In our department we knew what our mandate was and what our governing goal was. When we got started, we didn't know who our partners were. But the important thing that I wanted to say about our process and how it relates to partnering is that number one, when you have partners you have to start using the word ‘we' instead of ‘I' or singular uses of pronouns. And so it's been a great privilege of mine to develop these partnerships and accomplish our goals. I took inventory last week about some of the things we've accomplished over the last several years and who our partners were. I spent a lot of time analyzing it, categorizing it and listing it in different ways. Finally I came to the realization that there were too many to list, too many to talk about. And so what I wanted to stress today, as we get going further along here and get a chance to talk about our process a little bit, you'll come to understand that what's important is that we developed effective partnerships, not only externally with contractors and consultants and government officials and various other entities, but more importantly we developed an internal partnership with our own membership, with our own government. And these things really set the course and made my job much more fun. Thank you."

Nicholas Zaferatos:

"Hi. I'm Nick Zaferatos and I have the pleasure of working for 20 years with the Swinomish tribal community in Washington State and with Chairman Brian Cladoosby, who asked me to speak today because he had to catch a flight back home because general elections are being held tomorrow. The Swinomish have been involved for about 20 years, almost 20 years now in Principle #4 that was outlined today, which states that a strategic orientation matters. It was concerned with addressing chronic problems on the reservation dealing with the loss of control over the reservation territory that hadn't occurred since allotment days and brought about a lot of interest from outside governments that were making decisions about how the reservation ought to develop and a realization that none of that was benefiting directly the tribal government. So employing, developing a strategy, it looked like it had several ways of approaching that including and primarily regionalism, one of opening up dialogue and relations with a broader region, county, local government, state and us reasserting tribal interests in matters relating to land use control and development. The centerpiece for the project was a land use planning program that was begun in mid 1980s, but it also included all aspects of reservation development, water supply, sewer control, public works and the web of cooperation between the Swinomish Tribe that's been employed through this cooperative program really affects just about every jurisdiction that has an interest in operations in Skagit county. So it's a regionalism approach, it's one that's been tested for about 15 years now and it's still operating."

Miranda Warburton:

"Good afternoon, I'm Miranda Warburton. I work for the Navajo Nation Archaeology Department. I'm the Director of the Flagstaff, Arizona Branch Office of the Navajo Nation Archaeology Department. And I started that little office up in Flagstaff some 15 years ago and I would like to say that first of all it's been a tremendous honor and privilege to work for the Navajo Nation for the past 15 years. And the goal of doing this was to really set up a program to train Navajo students who were interested in cultural preservation, to give them the opportunity to do practical work on the reservation, and to learn more through interviews with Navajo elders, with knowledgeable people, to really be out in the field while they were working on their academic degrees. So our partnership was really between the Navajo Nation and Northern Arizona University. And I would say that the greatest example I can give you of the success of our program is that after 15 years, I'm quitting in October and a woman who is with our program, a Navajo woman, Davina Begay-Two Bears will be taking over. And as I speak, the reason that she's not here is that she's supposed to be turning in her Master's thesis this afternoon. So Davina is a great example of our program and I'm thrilled that I'll be turning it over to her and I'd also like to acknowledge someone else who's here, Reynelda Grant, who is the San Carlos Apache Archaeologist, tribal archaeologist. And Reynelda was part of our program too and that just like is a great feeling to be able to sit here and see Reynelda doing such a great job and speaking so well and setting such a great example. So again another example of what this partnership has done."

Lori Gutierrez:

"Good afternoon. My name is Lori Gutierrez. I'm from Pojoaque Pueblo and I'm the Assistant Director for Pojoaque Pueblo Construction Service Corporation. Our project that was awarded by the Harvard Project was the unique collaboration and partnership between Pojoaque Pueblo Construction Service Corporation, which is a for-profit tribal corporation and the Poeh Center Cultural Center Museum, which is a nonprofit arm of the Pueblo of Pojoaque. And the unique collaboration being that the corporation was first established to not only build the Poeh Center at cost but to, reduce the construction cost, but would do work both on and off the reservation as generating revenues to go back to build the Poeh Center as well as to sustain it through its long term goals. Thank you."

Cheryl Weixel:

"Good afternoon. My name is Cheryl Weixel. I'm the Wellness Center Director for the Coeur d'Alene Tribe and it's an honor to be here and it's also an honor to work with the Coeur d'Alene Tribe. 10 years ago the Coeur d'Alene area, or the Plummer and Worley area, didn't even have healthcare, hardly any. And even with the non-Indians and the Indians in the area, we had to go 40 miles to get healthcare. So the Coeur d'Alene Tribe partnered up with the city of Plummer and built a medical center and from there they decided to start changing lifestyles and the only way they could do that was to help people with exercise in Spokane, which is 40 miles away. So they saved money from third-party billing, grants, just partnering up with the city of Plummer again, got a HUD grant and built a $5 million debt-free wellness center and hopefully...we've been there four years now and we're changing lifestyles one person at a time and it's a great opportunity to be there and it's just very rewarding."

Neily Anderson:

"Good afternoon. My name is Neily Anderson and I'm here as the chairperson for the White Earth Suicide Intervention Team. I know...when I...I was so honored that we had gotten honors and I went around and was telling my friends and family that we received high honors from Harvard from the Governing Honor of Nations and they're like, ‘But you're a suicide prevention team, what does that have anything to do with Harvard?' And so it was kind of like we had to go through in depth and explain that the team was started by grassroots community members in 1990 and it was developed because there was a very high rash of suicide completions and attempts that year. So what they did was they formed...they did some forums and let the people talk and the tribal council really kind of hung themselves up and sat and listened to what the people had to say. Not just about the suicide attempts or completions, about everything else that was going on as well. And what they did recognize was that something needed to be done and so they signed a resolution stating that we needed a team and developed the team. And the team, like I said, is grassroots and it is community members. So it's not social workers coming in, saying, ‘Well, I'm a social worker and I'm here to help you'. It's, ‘I'm a community member and I care'. And that makes all the difference in a crisis situation and for Native American people. We just recently got a...received a grant and are working on getting some more funding because the team...the WESIT team, the suicide intervention team is a nonprofit organization. There's nobody paid to be on the team. There is 26 on-call volunteers that go every two weeks; there's a different set of three people on call. They go out all hours of the night and volunteer their time. And again, when you're talking about people in crisis or Native American people, knowing that these people are here because they care, not because it's their job to be there, not because they're being paid to be there and they have to be there to maybe please their grant makers or whatever. They're there because they want to be there and that makes the big difference. So as a grassroots organization the people volunteer their time, whether it's night or day, whether it's during work or out of work, and with the tribal R2C behind us 100 percent, we're allowed to leave work. If we get a call and we're on call, we're allowed to leave work and go wherever we have to go to respond to that call. The partnership that we have is mostly with the counties, the police department, the hospitals, facilities subject to our home facilities, things like that. We have partnered up with them basically. They have finally recognized us as a value to them, something...someone that they can use to actually lessen their job. We get a call through the dispatch system just like the police department does; we carry radios and get our call. And when we respond to a call, we basically get the information from the police officer; they make sure the scene is safe when we get there and they kind of turn it over to us. We're not allowed to sign 72 hour holds if that is needed, but the police officers are. And so our doctors as... but they're more willing now to go ahead and sign a 72 hour hold or what has been happening most recently is, they have the information, they know that this person needs a 72 hour hold, but they're calling us to see what our opinion is and same with the hospitals. We get more calls from the hospital where a family member has brought an attempter into the hospital; it's not done through the police department or the ambulance service. The family member brings them into the hospital and the hospital's calling us, they're calling our dispatch. We have a tribal dispatch, they'll call our dispatch and we'll be dispatched out. So it's a real grassroots...it's people who care and that's what I've seen a lot while I've been here is these may be our jobs that we do but they're just an added benefit. We do what we do because we care and that's what I've seen here. You people...the people that I've been surrounded by for the last two days are here because they care, they want to help their people expand, grow and accomplish things that they may not accomplish on their own and that's the job that they have. It's not that they're politicians, it's not that they're a tribal council member, they're there because they care and that's how I see you people here and the people that we have on call on our team."

Mark Lewis:

"Good afternoon. My name is Mark Lewis. I'm from the Hopi Tribe and I'm from the Third Mesa area, Hotevilla Village on the Third Mesa area. I am pleased to see a couple Hopis. [Native language] I'm an eagle clan so I wanted to say that since there's a couple Hopis in the audience. My mind's really spinning now because I had an introduction that I was going to do but I'm kind of worried about how it may come out after listening to Neily. I'm really concerned so if you bear with me I'm kind of going to tinker with it and I'm not meaning to offend anybody, but this is really how I was thinking I was going to introduce this. I was going to just make a remark that I'm in a rather unique situation here today because I've been asked to be on this panel as the...representing the Hopi High School. And as I was introduced they have Mark Lewis, the Hopi Guidance Center, and that is my job; I'm the Director of Behavioral Health and Social Services. And so given that I was going to make kind of a quick joke that I was relieved that I was introduced as representing the Hopi Guidance Center because I would feel much more comfortable speaking about the Hopi Guidance Center, but I'm not here to speak about that. I'm here to speak about Hopi Junior/Senior High School. The problem with that is I've only been...I've been elected to school board and I'm only on my third week and the reason I'm up here is because some of our more senior veteran board members were just unable to make it to Santa Fe today. And so what I'm a little nervous with my new friend here is I was just going to kind of make a remark that I am a professional social worker, I have my undergraduate and master's both in social work. I'm very proud of that and I was going to also say that I was thinking of the lady from Minnesota who I know very well, some of the negative perceptions of social workers throughout history. I was going to say I'm very proud to be a social worker and so should you and we should never not feel proud about being a social worker. But also I'm nervous too because I've just been elected to school board and that's very political in Hopi and I've been accused of being a politician. So I'm both now a politician and a social worker, but I'm also a community member and I do really care. So anyhow, the good thing going, my strategy was to...I was really relieved. I was excited coming here; this is my very first school board trip. I was really excited to come and meet new people, new professionals in other disciplines such as yourselves and then...but I got a call this morning around 8:00 from Mr. Glenn Gilman who you'll be hearing from shortly. He's our junior high principal, a very good, wonderful junior high principal. And he says, ‘Hey, just want to let you know that you're on a panel this afternoon and you're going to talk about 2+2+2'. And I says, ‘Well, that's because our board member called in late and was not able to make it', so that just kind of added to the excitement and nervousness I had about meeting a new flock of people. But as soon as I came in I saw Dr. Stephen Cornell and my colleague and friend Cecelia Belone of the Navajo Nation, my colleague, counterpart, and friend from the Navajo Nation, who I work a lot with in social services area. I also work with Dr. Stephen Cornell in the areas around TANF reauthorization, nation building etc. So I'll focus on you so I'm not as nervous talking about 2+2+2 at Hopi Junior/Senior High School. So I'm glad that you sat right there. I feel much more comfortable. I'll just pretend I'm talking about social services issues and maybe I won't sweat so much on my folder. 2+2+2 essentially it is partnership, it is partnership between three academic institutions, Hopi High, community college, Northland Pioneer College and Northern Arizona University and it was a partnership from the get go and I can talk more about that as we move on but it was genuinely a partnership from the get go in an effort to achieve one governing goal, one of the many governing goals that I know that we are working on. I'm learning more about the board and that was to try and do what we can to improve and prepare young students for academia beyond high school by giving them a boost while they're still in high school. And I can talk more about that but I don't need to get in too much detail because Mr. Glenn Gilman will be telling you more about that true partnership between community college, university and Hopi High. So again, thank you very much for allowing or asking me to be up here and allowing me to be up here."

Heather Kendall-Miller:

"Thank you, panelists for those introductions. Partnerships; each of you have given us examples of the partnerships that your tribal governments have formed in the process of implementing your vision. What interests me is, in some cases, some of you have been forced to develop effective partnerships and relationships with state and county governments, even federal government, and as Lance so articulately told us, we all as tribal people have experienced the hostility that is oftentimes focused on tribal governments by state and county governments. Given that history of hostility, how do you begin to build an effective relationship with an agency or another government? Justin, you want to begin again?"

Justin Martin:

"Sure. Well, I think that there are several layers to partnerships and as we heard from the panel, there are many wonderful partnerships on many different levels. When starting to work with what can sometimes be seen as hostile governments or governments that one, do not have an understanding of Native peoples or even tribal governments, I think it's very important and very critical to first of all understand their government, understand where the government that you're looking to work with is coming from. Whereas, we want folks to understand and respect tribal government and to learn how we elect our officials, how we operate our communities and governments, we should also make an effort to one, understand where they are coming from. And then I think it steps back even further and it looks to the personal level. Let's start to build some personal relationships while we are educating them to how our tribal government and how our people operate and conduct themselves. And that can be handled in many, many ways, but I think once you do that, once you get to know people, once you put your face with your name that's on your business card or the name that is seen in the newspaper or even your tribal newspapers, people start to understand where you're coming from. So it's basically a very basic relationship, find out who the people are, what makes them tick, even if it's outside of what you're both working towards. If you can find some common ground or a common goal, you can start to nurture that relationship. One other important point, I was talking to some folks earlier in the day, I think is, don't expect to make those top level relationships the ones that really get the job done at the end of the day. And I want to say this without offending tribal leadership and I've been very blessed to work with Kathryn Harrison and our tribal council who gets this. Those top level relationships need to happen out of mutual respect for a tribal government or a state government or a federal government, but at the same time, the ones doing the ground work, the ones trying to understand the tribal issues, and the ones that are going to be dealing with you on a day-to-day basis are the staff. And I think it's critical to involve staff at all levels. And from my own personal experience in working at the state legislature, I can't tell you how many times my state representative, who was new at the time, outside of his expertise area would call me as a staffer into his office and say, ‘Justin, what are we going to do?' Those are the people with the vote. So if you get to that staff member, create that relationship at those lower levels, then you begin to work up into the upper levels. Again, those are the solid foundation relationships. And who knows? I think in a lot of time within the tribal system and within state government and federal government, a lot of time that staff moves on to be that elected official or that leader. So to begin to lay that ground work in educating people to your government and also learning and being able to understand their government and where they're coming from is certainly an excellent tool that I feel needs to be utilized in every day relationships."

Don Wedll:

"Maybe to follow on that a little bit, one of the things that we saw that was very effective in negotiations and partnerships is that if you eat with someone, have lunch with them, it makes it much harder to fight with them a little bit later. You actually get to see them in a little different light than if you're in trying to negotiate and ultimately where you want to, after you've settled negotiations and you start building that partnership, a meal, that type of thing, is a very effective way to bring about a good partnership, get to know people on a very personal level and be able to discuss things and have trust in people that what they're committing to and the partnership that you're developing will grow and create a good forum for the types of things that you are working on. So that's my suggestions."

Theresa Clark:

"Yukaana itself does not have inter-government relationships. Our owner, Louden Tribal Council does. We separated government, politics and business so our partnerships, Yukaana's partnerships are business partnerships, whereas the government, inter-governmental relationships are left to the tribe or the politics are left to the tribe. I can go further on that, but I'd much rather let Louden tribal council do that because that's politics.

Mark Sherman:

"In our planning department we have forged a number of partnerships with county and township governments, worked a little bit with some state officials. We'd like to do a little bit more in that respect. Our relationship with our state government needs some improving. We've reached out to them on a number of times for a number of different reasons and for some reason, we have a situation where they prefer to minimize or should I say minimize that acceptance or recognition of the fact that we do exist. I think as the future goes forward that this will improve. It's got to come to a place where both sides have some common goals to work on. It's not always an adversarial situation and if it is an adversarial situation, you can usually accomplish more by searching for things that are...that you have in common rather than focusing on those points that are controversial. I found from my own experience in dealing with non-tribal government officials it's always better to listen than to talk. And if you hear something you don't like, you're better off rather than to argue the point, rather just to repeat the point, let them hear how ridiculous it sounds. It's not all give and take. Sometimes tribal governments have to draw a line in the sand and say, ‘This is our position'. And we've had to do that a few times too. Once they understand your position, whether they agree or disagree, they come away from the experience with a lot more respect for your organization having a clear understanding of why you made your position and why there's no room for compromise. And so you have to use every arrow in your quiver, you can't just go with one standard approach."

Nick Zaferatos:

"I think for Swinomish cooperation was a result that began by using confrontative tactics. That is, with the tribe being in business, as usual that was carried out for a really long time by county or other governments in making decisions on the reservation and where the tribe asserted its interest. And when that occurred there was a reaction and the reaction was the status quo was being disrupted and there were kind of two paths to consider. One was a path of conflict, litigation, problems, costs. And the other was a better understanding of what's the root of the change in course, talking, education, lots of education and a need for some kind of mutual benefit because cooperation does require a commitment of resources of time and money and people to engage in that. And when there's a perception that there is something to gain, I think that's almost always necessary in order to get the commitment both on the tribe's part as well as the government. The tribe entered into about a dozen separate agreements over the course of about 15 or 16 years with almost all of them the same kind of situation was presented where the tribe saw to disrupt business as usual and assert some kind of an interest and a receptiveness on the part of the other governments to at least begin discussing ways of cooperation, mutual gain. With all of them, it was formalized politically in terms of entering into some kind of an agreement, which then allowed the business of government to take place, which is almost always on a staff level on a day-to-day basis. And that's when the culture of cooperation really starts to take place. When you start dealing with lots of little itty bitty issues on a regular basis and you solve problems, it leads towards developing a more positive culture or at least more faith in working together to resolve problems. Sometimes political meetings are necessary, sometimes even litigation is necessary, and Swinomish has been more recently involved with some litigation, which the tribe views as okay because after you've exhausted the time of talking and trying to work things together through things at the staff level or even at the policy level, some things just really can't be agreed to and that's after all what the courts are all about. But even despite litigation from time to time, most issues with respect to land use development affecting the reservation do take place on a day-to-day basis, mostly in an administrative bubble, sometimes at a policy level. But there is an overall perception that there's a mutual gain in the long term by investing and keeping the doors of communication open, and in the process of doing that there's an awful lot of learning when the tribe understands the culture of the county or local governments and those governments understand a lot more about what the interests of the tribes are. And what we found is that the visions between those two governments were really not that far off and in fact, we were able to be brought together into like a unified land use policy. So there really wasn't a difference in terms of the vision."

Miranda Warburton:

"In our program we're really talking about a partnership between the Navajo Nation and Northern Arizona University and so there are some differences, it's not city or state governments. But I wanted to say a couple of things in that regard and first of all, to my colleague from Hopi, that if there's anything worse than a social worker politician, it's an Anglo anthropologist working for a tribe. So I kind of felt like I had this real uphill battle, but I think that there are a lot of people within the Navajo Nation who would like to see people like me replaced and I wanted to see people like me replaced as well. So in order to do that, in order to have an effective program, I felt that there really had to be a tremendous amount of cooperation between the Navajo Nation and Northern Arizona University. And I would just sort of reiterate some of the things that other people have already said. One, the long haul; people have to know you're there for the long haul. It's taken 15 years I think for me to feel like this program is really a success. I have three students who are getting master's degrees this year who I think all are going to go on to great things, but people have to know both within the tribe and at Northern Arizona University that you are there for the long haul and that there is a real commitment, that you really do care, and that if things get rough you're ‘not just going to sort of run away and abandon the whole thing; that you really are there and you really care about it and you really mean it. And I think what you just said about something to gain. I mean, NAU doesn't really care about our program, and this is like being the most sort of practical reality based statement but it brings in Native American students. So if I can convince them that it's worth having this program to recruit Native American students for their head count, they'll realize they have something to gain. The Navajo Nation definitely has something to gain because Navajo students are getting degrees, undergraduate and graduate degrees and anthropology or other social sciences and in many cases are returning to the tribe or to work for them or if they're not coming back to work for the tribe, they're going off into other places and setting a really good example. So the whole idea of something to gain and I think a personal commitment to being there for the long haul makes all the difference in effective partnerships."

Lori Gutierrez:

"We at Pojoaque Pueblo Construction, we have agreements with large business for outside business opportunities and I remember when we first started negotiations, there was extensive negotiations when dealing with sovereign immunity. Large business did not know structures especially dealing with small entities like Pojoaque Pueblo, with tribal enrollment of 320. It was really difficult to explain to them how you go about it. It turned out that they ended up hiring an Indian attorney so that they could get a better grasp about a tribal nation. But I think in order for a partnership to flourish or even to have longevity and continuity, it's important that during this time that there's mutual benefit because without that mutual benefit it doesn't exist. But I think it's important that during these negotiations that you keep in mind what that mutual benefit is and use that as your focus because I know that during these extensive negotiations we would get off on that and it was always a constant reminder to keep going back to what it is that we were doing this partnership for."

Chery Weixel:

"I think what was an important aspect to the medical center, Benewah Medical Center, and also the Coeur d'Alene Tribal Wellness Center came afterwards, was the fact that both there was a need out there and then there's a common vision. Everybody needed healthcare in the area so they brought the partners in, they utilized each other's strengths and built from there and then they took the weaknesses and built them up. And in that they had a vision and that is a better healthcare for the whole area and also a chance to change the future generations and provide fitness and exercise for the young kids so that they'll want to be healthy and they'll hopefully one day rid diabetes and heart disease from that area or at least control it. So I think if I go back, I think this strikes on the weaknesses and a common vision and a common goal is really what we needed. And today I can say that just from people telling me stories from the past that when they decided to build the medical center, they had the Indians and the non-Indians saying, ‘No way will I go in that building with an Indian', or ‘No way will I be in there with a White person'. And I can honestly say today that side-by-side there's Indians and non-Indians working together, playing together, sitting side-by-side in the waiting room together and actually talking and communicating for the first time, which I think is a tremendous accomplishment, especially in that area."

Neily Anderson:

"First off I've got to get some things straight here. Being the chairperson on the team isn't my job. I'm also a social worker. But the team...when the team started, we started out with a goal. We weren't quite sure how to get to that goal. We knew what we wanted to do, we knew we had to do something and we knew that we had to do it now and that was kind of what we looked at. And so going in we...the only thing that we had that could link us to any attempts that maybe the police department had or any calls that the police department had about attempts or completions or whatever the case may be was our tribal dispatch. That was our only link at the time when we started. And we're going on 12 years now and we used to meet in the back of a restaurant, a local little restaurant and talk about what we were going to do and how we were going to do it. And it was there that we realized that we needed to partner up with some people. We need to start going out and doing some in services and letting some people know what we were going to do. So we started going out to the hospitals and letting them know that, ‘this is where we're at, this is where we want to be in a year, can you help us get there? These are the people that we have on board. These are the caring people that we feel the community members will react to.' So it was the hospitals that we went to first and it was...it took years, it took years. And we're going on 12 years now and I would say in the last four years we've finally got...we still don't have 100 percent backing from other specific agencies, but in the last four years we've got...our policy is to, if Menominee County Police Department has a call, they call the tribal dispatch. Well, they know where I work so they were kind of skipping around things and calling me right at work. And the reason we had that policy was so that when we went out on a call it was the same for them. I have a radio, they have a radio. Our radios are our lifeline and if something was to happen to me, my dispatcher knows where I was, what I was doing. So next it took the police department. We were showing up at calls, the police department was looking at us like, ‘What are you doing here? You're interfering with the law.' We got a lot of that and so it took a lot of in services with the police department to say, ‘We can help you. We can work side-by-side. I'm not here to do your job. I'm here to help you make the situation better for a family', because with a police officer coming in and saying, ‘Okay, we're taking these people, we're putting them on a 72 hour hold', they never really took a look at how that affected the people that were left behind. So the next thing that we did was we went to other agencies, tribal and non-tribal, our tribal mental health programs and the non-tribal mental health programs, because we figured, ‘okay, we've got this person that's attempted suicide.' Now if they were to call and try and get an appointment, a lot of times the mental health field, to get an appointment it's really backed up. So what we would do then is, ‘Okay, I can get you an appointment tomorrow. I can make sure that you have transportation to get there. Is this what you want?' And so it got...now it's to the point where all I have to do is to make a phone call or another team member...all we have to do is to make a phone call and we can get that client some services immediately instead of having to wait two or three weeks down the road. The schools, we also work with because when, with the adolescence and the rate of suicide that we had at the time... In 1990 when we started, we were 50 percent lower, 10 percent, excuse me; we were 10 percent higher than the national suicide rate nationally but we were also 8.5 percent higher than the Native American rate normally was. So on our reservation we had a big problem. So in the schools when we had adolescents attempting or being placed on 72 hour hold, the parents not wanting to give up information when the school calls and says, ‘Where's your kid? Your kid isn't in school. Your child isn't in school. They're truant, they're tardy. What's the situation?' Then the parents really having a problem telling the school system that, ‘My child is on a 72 hour hold,' without the school system or without the family members feeling that the school system is looking down on them. ‘Oh, you must be bad parents if this is what's happening to your children.' So those were some other partners. The main partner that we have that we rely on is the tribal council backing us 100 percent in whatever direction we go, whether it be...like with the grant, we just applied for a grant. We just, before I left, we just got word that we had received the grant. We have received the grant, now we have to go forward with that. So it's the tribal council that has backed us and said, ‘run with it'. They have opened their arms and realized the fact that this is something that they cannot fix as a tribal council member. This is something that the community has to help themselves to do and with a little bit of organization. So with those things, those partners we would not be able to be a team, we would not be able to work as a team and that's why we come up with the name Suicide Intervention Team because it takes more than one person to fix the things that are going wrong with our people. It's a team effort whether it be...when I say the Suicide Intervention Team, I mean not just the people that are on call that go out there in the middle of the night, not the people that have to leave their jobs or get up from the table during dinner because they've got a call from dispatch, I also mean the police department, the mental health services, the hospitals, the tribal council, the schools. They're our team and we all have to work together as a team or else we will not exist. That's plain a simple. It took us a lot of years to establish that team but it was something that we realized right away that needed to be done. That was one of the things that we worked on right away and with our patients and I think what really kicked it off was we were there. When there was a call, we were there, somebody showed up. Whoever was on call took the call and that's what I feel really made the difference. It wasn't, ‘Well, I'm eating dinner right now', or ‘I'm sleeping and I've only been sleeping for a half hour and I don't want to get out of bed to go on this call', ‘I don't want to get up from dinner and skip dinner because I have a call. We got a call, we went out. It didn't matter what we were doing, who we were with. We took that responsibility when it was our turn to be on call, that was the responsibility that we took and not because that's our job. It was because we care about the people, about our people and what they are doing with their lives."

Mark Lewis:

"As for the Hopi High 2+2+2 program, you're going to learn that it is a partnership between a community college and Northern Arizona University. It involves interactive television; it involves a new satellite campus being built on the Hopi High school grounds and facilities. And what that really means is that...that meant that the Hopi High took the initiative to work with the state systems and other systems in order to be able to develop this program for the future needs of our kids and for the current development of those kids so that they can achieve success academic-wise in the math and sciences after they leave high school. And what I've observed and what I've noticed and in talking with my colleagues that I've worked with, I think that approaching a hostile government if you want to call it that, there's a lot of leadership that's involved with that, approaching that kind of a situation. I think in the case of Hopi High I think you had some real important dynamics that happened there. One of them, the board was made up of very experienced leaders within the Hopi Tribe in a variety of areas and it was also headed by former chairman of the Hopi Tribe, Ivan Sidney. So I think already Hopi High was in an advantageous position because there was already influences and relationships that had been established by that board. And so that leadership didn't think twice about worrying about government. They had already experienced working with these people, had already relationships established with these people and all they really did is capitalize on that, but that takes leadership and initiative. And so I think that that's one of the ways that Hopi High was successful in developing this 2+2+2 program, and as well from the former governing board, I think a lot of credit goes to them for being very proactive and for being very interested in taking the initiative to do things to improve upon Hopi High. One of the main things they did there is to get away from the Bureau and move into a grant school. And after that it was by rather than just, as somebody mentioned earlier today, by just kind of continuing to operate things as usual as the way the Bureau and as the way IHS has taught us, they weren't going to...they weren't satisfied with that. So they were very proactive and they went and developed an administration. Glenn Gilman is a wonderful example of somebody who had many years teaching and worked on his own principal-ship and those things were allowed to be developed because of the leadership of that board and being proactive and outreaching and going to get good administrators rather than just doing things as usual, doing an advertisement and selecting from whoever shows up at the door. So I think those are the kinds of things that are under...the underpinnings of the ability of the high school to be able to successfully develop partnerships with the state system. In my own experience, as an administrator, we are involved in a number of intergovernmental agreements with the State of Arizona, with entities that are regulated by the State of Arizona and without a doubt we have to work with the federal government as contractors of the federal government. And so my view about that is that...and part of it's probably just being a young administrator. You're allowed to be kind of stupid and risky and my view is to kind of approach these situations as not even thinking that I'm dealing with a hostile government or a resistant other entity, but rather expending more energy and time thinking about how can I best establish the rapport with these people because we need to get something accomplished. So that's been one of my experiences as far as developing partnerships is expending more energy on finding creative ways and skillfully and thinking strategically like the gentleman from Winnebago about how I'm going to make this thing happen, what can I do to make the relationship develop but also too having a little...enough savvy to say, ‘Well, what do I do if they're not resistant', and that's just a matter of holding people accountable. And so those are some of the ways that I think that you develop good partnerships with people is you're going in knowing that your mission is to produce a result, not to be expending so much energy on worrying about how hostile they are or how much they may not want to work with you or whatever. And the lady...the presentation at lunch brings up a very good point because I think that if we continue to see governments as hostile or if we continue to see states as ‘us vs. them,' if we continue to see and feel and believe that we're not respected, then that's how we're going to approach these situations. And oftentimes what happens is we just simply do not approach that situation, but if we're more proactive, if we feel and believe ourselves as equal partners, if we truly believe in and embrace sovereignty, I think that's how you're going to be successful in developing the kinds of partnerships that we're talking about here today."

Heather Kendall-Miller:

"Thanks. Well, listening to you I'm struck by the similarity of things that each of you have shared with us. It's obvious that in the work that goes into building relationships and building partnerships. There's obviously some core characteristics. I hear building personal relationships and the importance of those personal relationships. Communication, open communication both ways; communicating to others about tribes, tribal governments and then being open and listening to being educated about the needs and concerns of other agencies, state governments, counties or whatever. There was also lots of emphasis on common goals and finding ways of building upon what are going to be mutual benefits. That seemed to be fairly critical in establishing relationships and partnerships. Joint problem-solving; that was interesting that once those relationships are made that it takes an evolution of actually sharing in partnering in solving problems; education, respect, common goals, personal relationships. We've only got about five to 10 minutes left and so I'm going to ask you to keep your final comments fairly short but I'm intrigued about now that you have built these relationships, now that you've worked at establishing these partnerships, how do you maintain them? Do they become institutionalized? Do they become static or are they fluid? Do the relationships change as the tribal council changes? How does the continuity of these relationships continue? Again, I'm sorry to suggest that maybe you keep your comments within two to three minutes each and then we can quickly wrap this up, thanks. Go ahead, Justin."

Justin Martin:

"I think you kind of hit the key concept right on the head when you said institutionalize. And I think everybody here has worked very hard to institutionalize their program, especially once you find that vision or that clearly defined objective and you're able to go out and in a grassroots type of method start to educate staff, general public, your own membership as to what good governance is all about, then you start to institutionalize that. So then it becomes Grand Ronde, not Justin Marin. And then five years from now, what if Justin Martin or what if Neily Anderson isn't in that role? Well, the program has been built over time by grassroots through education, through communication, through cooperation and it becomes an entity in and of itself and I think the key is institutionalizing these programs so they do co-exist with that long term vision the tribal council can provide.

Don Wedll:

"In Mille Lacs's particular case with...ultimately our agreement with the state Department of Natural Resources was institutionalized through a number of things, court rulings and ultimately the setting up of schedules of annual meetings usually in January and July to re-discuss where things are at, set limits, and then there's actually some physical things that are happening as to what are safe harvesting of particular resources, those types of things then drive the partnership because neither side can arbitrarily make a decision on their own, they have to do it jointly. And so those are some examples in our particular case and how that partnership gets institutionalized and because of the physical harvesting of resources, there needs to be joint decisions about the amount of those resources that can be harvested and that I think binds that partnership and will bind it for as long as people are harvesting those resources."

Theresa Clark:

"Our partnerships are a little different because they're business partnerships and our business partnerships are through like joint venture relationships or teaming relationships and other businesses that have gotten us to where we are today. So I think ours are probably more short term. We partner on projects, completed the projects, and then the joint ventures are terminated or dissolved because the contracts have been completed. But we do maintain relationships with them, personal contacts or whatever for future projects. We may not be capable of doing a project or may not have the financial resources or whatever and we may be able to partner again in the future so we do...I do keep in contact with all our business partners that we have terminated joint ventures with."

Mark Sherman:

"Maintaining our relationships? The simple answer is we have to sort out our relationships and keep them differently. We do a lot of our work through contracting sources when it comes time to actually implementing the plan and one thing that has worked very well for us in our department is that when a contractor knows that we're releasing a plan for bid, they know that they'll be treated the same way they were the last time and the process is consistent in its fairness and that it's de-politicized and that all players in the process have equal opportunity at the table and that's essential in dealing with outside business entities because they will only play the political game one time and then you get a reputation in the neighborhood so to speak and so it's a good idea to maintain a sense of consistency and fairness. And then we try to reinforce our relationships, the ones that really matter as we go along you have certain partners that become more essential to your process and maintaining a frequent relationship and just not taking day-to-day matters for granted or assuming that everything is going to be smooth. Don't be afraid to just pick up the phone and call them even on problems that require simple answers because when you're calling them and they're calling you, that reinforces the relationship and makes them feel like there's a good reason to maintain an ongoing relationship in the future."

Nicholas Zaferatos:

"The agreement-making and relationship-building activities are part of this first generation experience for changing a hostile environment into a cooperative environment. I think that our honorable speaker from Hopi really expressed it very well by saying that the next generation should just simply come to expect that we operate in a cooperative environment and that's an ideal state that all of this work that we're mining right now will take us to, that this is the preferred status quo, this is the way people behave and nations behave and governments behave."

Miranda Warburton:

‘I agree. I guess in our case what I would like to say is that it was a long struggle to become "institutionalized," to develop some kind of institutional standing so that now we actually have a place, a space, physical space, at Northern Arizona University and we actually have funding from the Navajo Nation for our students. But once that's in place, as I see myself stepping down on October 31st and Davina [Begay-] Two Bears taking over, there's a certain amount of training for her that she needs to do but way beyond that, I just hope that whatever my vision was is done and that her vision, whatever she chooses to have happen, to make it become a truly Navajo program that that really happens and that that just really evolves in a wonderful way and I have every confidence that it will. So while the structure and framework is there in an institutional sense, whatever she chooses to have happen and whatever the next person who takes over after her chooses to have happen and how that evolves and I hope that none of us can envision what that's going to be. I hope that it just exceeds all of our expectations."

Lori Gutierrez:

"Maintaining our relationships, our established partnerships; we have concrete contracts in place. However, times change, our business changes, our needs change and I think it requires a constant evaluation of the partnership, evolving the partnership, making modifications, if necessary, to adapt to new needs and concerns."

Cheryl Weixel:

"Well, it's like any relationship with the special businesses that we keep the lines of communication open. I think that's very important for us and then also, not assuming something that we don't know from the other person. Ask those questions, get the facts and then make decisions based on that."

Neily Anderson:

"Well, with us and the team, to talk about suicide on our reservation was something that was thrown in our face, it was something that was chronic there, something we couldn't get away from. On other reservations, I've talked to several different reservations who want to start up a team on their reservation, and on other reservations this is something that is hush-hush, this is something that you don't talk about. Well, on our reservation, with the attempts and everybody being open about the attempts, about the completions, about the ideations, everybody who sits on the tribal council or sits on the team is or is in some way affected by somebody either completing suicide or attempting suicide. So everybody has been affected by it in one way or another. Even if the WESIT team or if WESIT was gone, I don't think that the people would settle with that. I think if I was gone, if the people who are on the team as on call members were gone, I think that the community would pick it up and run with it. We do have a resolution in place stating that this is the team and this is...we're going to keep this running one way or another, but even if we didn't have that, I don't think the people on our reservation would self-manage."

Heather Kendall-Miller:

"Mark, the last word?"

Mark Lewis:

"That's a tough one. I just started these relationships. I haven't had enough experience yet to maintain them. No. As a social worker and as a social work administrator but I actually began my career as a mental health provider for Hopi. And so one thing that I've learned, and also as a member of the Hopi Tribe, one thing I've learned is that collaboration, which is needed, a prerequisite for partnerships, it's a very profound word, it's a very strong word, it's embedded in our Hopi values that we teach. But as a mental health provider I've learned something that it's...the word is profound but to actually apply it and practice it is very difficult. It's not an easy thing; it doesn't just come natural for everybody to collaborate successfully. And what I mean as a mental health provider, I think that there's a mindset that goes with that. I think there's a condition that goes with collaboration, an ability to approach things to produce an outcome, ability to approach things healthy, healthy-minded and the skills necessary to collaborate successfully is a result of development, a fully or better, best developed kind of individual and people can be trained of course to be successful at collaboration. So I guess to maintain partnerships to me is to have...is to hopefully ensure you have good leadership that will continue to produce people that have that great unique skill of being successful collaborators and to ensure that those people are in those positions that make those decisions to maintain those partnerships. So that's the one thing I would say and as this conference notes here, leadership of course isn't something that is new, certainly not to Harvard, but I'm pleased that it's beginning to come in and infiltrate, if you will, Indian Country. Because I think that in this new world we have a lot of knowledgeable and intelligent people, but leadership skills, that's something that is...can require a lot of training and, at least for my tribe and I would bet for your tribe, is that we need to develop the leadership qualities in our tribal leaders because they're knowledgeable and intelligent, but to be an effective leader requires high level skills in practice. And so that's what needs to continue to happen and continue to develop in Indian Country. And I hopefully won't say anything more but as a tribal administrator, as a chairperson on several committees and now...I do this when I take my staff or a group or a team of Hopis to different meetings or symposiums but certainly without a doubt as a governing board member now it's very important that I support those people that do that work. And I do this with tribal administrators but I just wanted to be able to recognize the Hopi staff that really do 2+2+2 that have come along here; Glenn Gilman, you're going to see him in a moment, a wonderful speaker so he tells me, and Mr. Stan Bindell, one of the wonderful faculty you've seen around with a camera way in the back, he's...it's great to have a local reporter as well. He's a faculty member but also does a lot of work for the local newspapers and it's very important for Hopi for him to be able to come back and share this event with Hopi, the Hopi public and Stan's responsible for that. I'm very pleased also because what this is about is now you have these people like us jabbering but the people who actually do the work, that doesn't get enough attention. And Mr. David Logan who just walked in here, he's actually one of the teachers in the 2+2+2 program, if you can just kind of raise your hand. And we should be paying attention to these people so I just wanted to show my support as a governing board member. Thank you."

Heather Kendall-Miller:

"All right, thank you very much. Unfortunately, we do not have time for questions. We are out of time and we nee dto move on with the next speaker. So I want to thank all of our panelists very, very much for sharing with us your experiences and your insights. Thank you."

Honoring Nations: What is Good Tribal Governance and Why is it Important?: Tribal Leaders' Perspectives

Producer
Harvard Project on American Indian Economic Development
Year

Moderator Joseph P. Kalt facilitates a rich discussion by an impressive panel of Native nation leaders about the role leaders play in building and sustaining successful tribal programs.

Resource Type
Citation

Anderson, Marge, Jamie Barrientoz, Peter Captain, Brian Cladoosby, Justin Gould, Kathryn Harrison, and Claudia Vigil-Muniz. "What is Good Tribal Governance and Why is it Important?: Tribal Leaders' Perspectives." Honoring Nations symposium. Harvard Project on American Indian Economic Development, John F. Kennedy School of Government, Harvard University. Sante Fe, New Mexico. February 8, 2002. Presentation.

Joseph P. Kalt:

"This next session is dedicated to hearing from tribal leaders and former leaders, former chairs who have had Honoring Nations award-winners. In listening to the discussion of Honoring Nations programs, of course, you understand that those programs are programs. They are run by managers, directors, and so forth, and yet when we talk to the managers and directors, what they keep stressing is the need for support from senior leadership within the community, and so we thought it would be very useful to start by hearing from those senior leaders about their roles in building excellent programs in tribal government.

We're going to allow these individuals to just take some questions and talk about what they see as the role of senior tribal leadership in building successful programs in tribal governance. And we'll talk about...Justin Gould as well. Justin, like all tribal leaders, I know Justin's been on the phone this morning having some problem back home. Let me introduce our panel. After we go through questions and answers from your talk show host, throughout the audience we will be circulating some little 3x5 cards and any questions you have that you'd like to pose to the panel, just filter them up toward the front here and we'll give those questions to the panel. And if that doesn't work, we'll do it live from the audience.

Let me begin on the far end with Jamie Barrientoz. Jamie is the vice-chair of the Grand Traverse Band of Ottawa and Chippewa Indians. Grand Traverse is actually a three-time honoree in the Honoring Nations program, only a two-year old program. They must be doing something right. The tribal court, the planning efforts, and the land use claim trust fund from Grand Traverse are outstanding examples of tribal governance. Kathryn Harrison is the retired chair of the Confederated Tribes of Grand Ronde. Grand Ronde was a winner of an Honoring Nations award for their enhancing intergovernmental relations programs. Next, Brian Cladoosby is the chair of the Swinomish Indian Tribal Community. Swinomish was a winner of an Honoring Nations award for its efforts in cooperative land-use planning. Marge Anderson is a past chair of the Mille Lacs Band of Chippewa Indians and also Mille Lacs has been a three-time honoree for their conservation code for the 1837 ceded territory, for small business development, and for their outstanding language development programs. Next, Peter Captain is First Chief of the Louden Tribal Council, and the Louden Tribal Council's Yukaana Development Corporation was an honoree for its outstanding work in the development of environmental cleanup mechanisms that have dramatically changed the face of their part of Alaska. Next, Claudia Vigil-Muniz is the president of the Jicarilla Apache. Jicarilla was a winner of an Honoring Nations award for the wildlife and fisheries department, a world-renowned program in wildlife conservation. And lastly, Justin Gould from the tribal council of Nez Perce; Nez Perce was a winner of an Honoring Nations award for its work on the Idaho Gray Wolf Recovery Program where Nez Perce has been a leader not only in its own community, but in the region in the preservation and introduction of the gray wolf. With those introductions, it's now your turn to talk and I'd like to begin with what I suggested a moment ago.

The honorees, your programs, are directed by on-the-ground managers and directors who are in their offices today or some of them are here, but we keep hearing from them that they couldn't do it without senior leadership that saw what they were doing and supported it. And so I'd like to just put a general question to you and get your comments on the way you look at the do's and don'ts of building successful programs like the programs of your own communities that have been honorees, but you don't have to talk just about those programs. I'd like to just hear what you say -- as senior tribal leadership -- about the role of that leadership in building these programs. I'll actually take a volunteer for the first time. Who has any thoughts on that? Kathryn.

Kathryn Harrison:

"It's really an honor to be here. As a past chair of a tribe that had faced termination for 29 years, I'm just astounded that I'm here, that we have taken our place in the family of Indian nations where there's a lot of hard work and, what I see as, a way for councils -- and I mean all tribal councils -- to work, to build their tribal government and their community and their nation is to be a team player.

What I saw on our council, each one had their place and each one had their duty. We had loggers, we had past loggers, past truck drivers, construction workers and they were left to get the young people, but they were already I guess mid-life I would say. They already had their life skills and to me that was a plus. There was no time to get out and say, ‘Well, I want to be somebody so I want to talk first.' Everybody had their role and knew they were valuable. So in our newsletters when I was chair, you would never see a report by me. I wasn't the one, and any chairman says they did it all there's something wrong. It's a team effort. And we heard over and over yesterday, ‘We're families.' As a tribe, one nation to another, we're a big family, so that team effort goes in there, too. You heard today, ‘Watch your back. I'm watching your back.' That brings to mind Sue Shaffer who, every time she goes on the [Capitol] Hill, you know she's going to protect every one of us and she is the chair of a past-terminated tribe.

I think maybe one thing we've learned is having lost our federal recognition for 29 years, we appreciated what it was that we had and it took everybody working together to gain back...for 11 years we were...to gain back that recognition in the eyes of our federal government. One of the things that inspired me each time we were discouraged, we had the good vision to hire former Congressman Elizabeth Furse. Of course, she had not been a congresswoman yet. But she guided us through our restoration effort and every time we went to our little one-room office we had to pass by our tribal tombstones of all those people that had gone on before us and had sacrificed and that always inspired us. If they could do it, if they could walk to where we were today and not even understand languages because there were so many different languages, then we could do it for what they had suffered for. And to me it's teamwork."

Marge Anderson:

"I'm really honored to be asked to sit on this panel and I don't know where to start. It's a long story, but if you bear with me, we'll get a history on where we were and where we are today. We were a very poor tribe. In fact, we had probably about 50 employees to what we have now; we have a total of about 3,000 employees. Not all of our...there is enough tribal members to fill all those positions so we have both Indian and non-Indians working for us. Early on, we had one form of government that the tribal council did the hiring, the firing, hearing appeals on the same board. And we took a look at that and we didn't think that was...we knew that wasn't a good way of doing government, tribal business. And we created a system of government based on the United States system, separation of powers not, that was based on the Iroquois Nation separation of powers. And through trial and error and everything else we had growing pains and through that system we created the executive branch, judicial branch and legislative branch and the executive branch was the chief executive and I had eight commissioners. You have to delegate, they have authority so they can do their jobs and through Band law, the duties and responsibilities were through Band law and we followed those and only answered to me. That's how we got this going. We had a lot of issues.

One, I guess I'll be talking about sovereignty. We had some conflict with the State of Minnesota that required us to waive our sovereign immunity in order to get the services from the state, which were by the way, passed through from the feds. We refused to sign the contract so we went...our people went on without service for about two years and our tribal government went without pay for a long period of time. But we stood our ground. We would not waiver and finally the state legislature passed a law that says they would not require tribes to waive their sovereign immunity in order to get programs, food on dollars.

But there was a lot of, like I said, fights along the way. One of them was treaty rights, 1837 treaty rights that we tried to resolve through mediation and we took it to the state legislature and they turned us down. And we told them, ‘We're going to win this,' and thought they would settle peacefully but they refused to do that so we went to court, into the federal court to the court of appeals and to the Supreme Court of the United States, which was a 5-4 decision at that time. At least it was a win."

Claudia Vigil-Muniz:

"I'll be the youngest of the women and let the elders go first. Good morning, everyone. My name is Claudia Vigil-Muniz. I'm the current President for the Jicarilla Apache Nation. I've only been in office for about a year and a half, so the program, the model program that has been referenced to was many years ago.

I believe that that program was successful because it was allowed to be developed. The managers and the people involved were allowed to create the program for what it has become. It's still in place today and mostly because we rely on that as a resource, a financial resource -- two of our primary resources are oil and gas and the game, not in terms of gaming but the real game -- the operation had to make some changes, but we have two biologists on staff who are non-tribal members who have contributed to the program and to the management of that particular game park that has allowed it to grow and develop and I think that's what's key in the does and don'ts. I really couldn't make any recommendations, but this is how it worked for us and this is how it continues to work for us.

We also currently have a ranch or a...we refer to it as Chama Lodge. We were successful in outbidding the State of New Mexico a couple years ago for the piece of property. At that time, the tribal council thought it was important that we get that piece of land back because that was original territory to the Jicarillas and it also plays a significant role in our traditional beliefs. We've taken that under a private...it's more of a chartership. We have a corporation that monitors that program and we let them operate on their own. And it's a package hunt and it's a private facility that's located on what we refer to as Chama land and it's an exclusive facility that brings in trophy hunters. And so we have that entity. And in one end, if we ever get this land successfully into trust, those two programs will most likely be combined and monitored by the same...in the same method that we have done in the past. And because of that role that we've taken, the government has basically stepped to the backside and allowed the managers to handle it. It's been working for us because they're the expertise, they know how to handle the animals and they know what to do with them. So in that particular issue, I think it's been very good for us."

Brian Cladoosby:

"Good morning. My name is Brian Cladoosby. I'm Chairman of the Swinomish Tribe. We're about 70 miles north of Seattle. I'm finishing my 17th year on the council and I'm finishing my fifth year as Chairman. And as I think about this question, the do's and don'ts of building good programs, I think the do's are, you need good strong leadership in order for these programs to work. You need to be inclusive and you need to know your past, you need to know your tribe's history, you need to know your history with the state, with the county, you need to know the federal policies that have affected your tribes, you need to know what you want today and you need to know what you want for the future.

And some of the don'ts, I think, is, number one, don't think you can do it all by yourself. That's where I say, be inclusive, don't micromanage. We're a small tribe of about 750 members to 800 members and I've got around 200 employees underneath. An elder once told me to always surround yourself with people smarter than you and I have no problem doing that. He said, ‘When you do that, you can take credit for their accomplishments and point your finger at them when they screw up.' But I think one thing you can't do is micromanage the people underneath you. You've got to let them do their job. And maybe some of you staffers at other tribes know what I'm talking about when you have strong councils who like to think they have to run every single program. But I'm a firm believer in not micromanaging. So my ‘don't' is, don't micromanage. Of course, don't make stupid mistakes. Some of you may have known leaders in the Indian and non-Indian communities that have made stupid mistakes. And so, don't make stupid mistakes or you're not going to be able to build good programs.

And don't think you're an island. We as tribes cannot think that we're an island. I cannot say, ‘Okay, Swinomish, I don't need you Tulalip' or ‘Swinomish, I don't need you Yakama' or ‘Swinomish, I don't need you Lummi.' We can't think of ourselves, don't think as an island. And reach out. And that includes the non-Indian communities. We need to reach out to those non-Indian communities. We are continually educating them, so don't ever stop educating those non-Indian communities, because their leadership changes all the time but the people in the communities are always there. So we not only need to educate the leadership, but we need to educate the people in our communities. And so I'm going to keep my comments brief because there's others up here also, and ditto to the ladies that have spoke also before me. Good remarks."

Peter Captain:

"Hi. I'm Peter Captain of the Louden Tribe from Galena, Alaska. It's in the Yukon in Alaska. First, I want to squelch a couple myths. For one, we don't live in igloos, although that's been around for years.' And we also are inclusive. In starting out, we have 229 tribes in Alaska and we're just one of them, and just about every village in Alaska is a tribe. And each village has two forms of government. You have the state government and you have the tribal government, and of course the federal government. But one of the first things we did was to be inclusive is we held many town meetings and invited the various entities into our meetings. And we had a five-year plan for a village and our portion of the plan was to take care of the economic...I mean the environmental portion of the plan. The city took care of the sewer and water and what not and the fish and wildlife and other entities took care of their federal... One of the things you hear is be all-inclusive and doing that, we found that we could function better in our endeavors. I'm always one for passing on knowledge. We have one of the more aggressive tribes in Alaska in all aspects of education, environmental cleanup and what not. And we don't limit that to ourselves. We try to pass it around.

We have what we call a Yukon Consortium. It's a consortium of about six villages right in the vicinity and we include all those villages within our group to pass on our knowledge, not to hold it in. This -- as you'll hear other people repeat this -- is passed down generations upon generations and my hope is...I'm not doing things for myself. I've never been one to do things like that. I do it for my people, of course, but ultimately I do it for my children and grandchildren and seven generations down. They're the ones that's going to be benefit from it. That's where we come from. Thank you."

Justin Gould:

"Thank you, Joe. It's a pleasure to be here this morning up here with this panel. My comments are somewhat similar to those expressed so far. I'm realizing now I really don't want to be in Jamie's shoes because I think I'm probably going to cover everything else that hasn't been said. I'm just kidding. Like the person sitting here to my right, it's an honor and a privilege to become a tribal leader in Nez Perce country and inherit some of the hard work of previous leadership. I was not on the tribal council when the Nez Perce Tribe got involved with gray wolf recovery as has been expressed by Joe here. Just to kind of shed some light as to...before gray wolf management, the Nez Perce Tribe was involved very heavily with many natural resource issues, primarily the fish management issues. And I believe it was from the record established in the direction that the Nez Perce Tribe had taken that naturally prompted the tribe in becoming involved with other natural resource management issues.

There is a long history in Indian Country of tribes striving to better their communities, striving to better themselves, and the common theme that the Nez Perce see in Indian Country is the direct relationship to the natural resources. It's evidenced everywhere you go in Indian Country, there's a story, there's a lesson to be learned in every part of our respective places.

Getting back to the Nez Perce story, it began in the late ‘60s with the tribe becoming federally recognized and having a formal government with constitution and by-laws, I believe it was around 1964. And at that time the fish runs were still alive and well in our country. The completion of the four lower Snake [River] dams had not even transpired yet. The Grand Coulee and Hell's Canyon dams were on the chalkboard and getting ready to go up. The Nez Perce Tribe learned early on that if these two dams were to go in it would drastically affect the future of the salmon in the interior northwest. Sadly these dams went in and consequently wiped out I would say 90 percent of the spawning beds of the Columbia River Basin salmon runs. And in the next 10 to 15 years, four or five other hydro systems were located in between these far-reaching projects toward the ocean, buttoning up the interior northwest for barging, irrigation, recreation. It was not until the late ‘70s, early ‘80s, that significant losses were recognized on the banks of the respective tributaries that our people used for thousands of years. And it was at that time a faction of our people recognized the need to create a level of awareness to bring about positive change to the situation the salmon were facing in Nez Perce country.

It didn't happen overnight. I recall these long nights as a child with my tribal leaders as a boy every night, every season there was another issue to discuss and at that time I felt we were beginning to organize ourselves and our thoughts. And it's taken a generation or so to really impact the home front in terms of educating our own people to the significance of these losses and what it means to the value of our culture that's providing the support we needed as leaders now to continue on in this good work of the leadership that we've replaced in some cases. It was only recently when our tribe was asked if we wished to reintroduce a species to the Columbia Basin that had been extinct for 20 or 30 years -- example would be the Coho salmon, the fall Chinook, the summer steelhead, the sockeye, the eel, lamprey. It was opportunities to look at these species and become true leaders and really step away from the followers that inevitably got us to the gray wolf recovery table. But it's the example that I'm speaking of now that is the basis for the tribe's involvement with gray wolf recovery.

Once we successfully returned and extirpated stock from Columbia Basin to its homelands again, the Nez Perce Tribe learned a valuable lesson and did its best to share what we could with anybody that would listen to take advantage of these opportunities when they present themselves. So four years later we got adult returns from the first generation we transplanted and the concept the tribe has is not concrete to concrete like in some cases like hatchery operation, but from gravel to gravel. And so for the last 10 years now you could say we've been double planting all of the streams. We will take the hatchery surplus and take them out into the streams and let them spawn with the natural or be reared with the natural and the wild stocks that are out there thus providing the double...doubling the size of the small runs to the estuaries. And it was through a series of political moves by the tribe that we became party to the Pacific Salmon Treaty as an Upper Columbia River Tributary Tribe, and it was again from the efforts made by the faction of the Nez Perce 20 or 25 years ago recognizing that the fishery was being destroyed and something needed to be done.

All of the issues that are in Indian Country just take a little bit of organization and leadership in my opinion and many great things can and will happen if strong leadership avails itself to those specific issues. So that's kind of the basis for Idaho Gray Wolf Recovery and for the Nez Perce was getting management capabilities and being recognized in a field of science to be equal or greater than the experts in those fields and continuing in that fashion as being the only choice of the Nez Perce Tribe. Extinction is not an alternative for the Nez Perce Tribe so we will look to find every way possible to continue on with the work that we've begun. It's my hope personally that the work that I'm able to do the short time I'm on the tribal council will be another positive lesson in terms of legacy for those who are yet to replace me. Thank you."

Jamie Barrientoz:

"I'm Jamie Barrientoz and I agree with all the comments that were made. I just want to just highlight a few. For our tribe, we haven't got to where we are today -- like the others were saying -- we didn't get to where we are just because of the select few that stand out in the tribe. It's a collaboration of all the people in the tribe.

One of our awards from Honoring Nations is planning and development, and through our planning and development initiative we include throughout that part of our protocol is to hold public hearings and to include all of our members. And you'll see in the documents here that we held a series of planning meetings with our members where 400 tribal members turned out and they all gave input and very valuable input. That helped us to incorporate our culture into what we were doing. We accomplished that and the things that we've done are so beautiful and will be there for the long run because many minds put much thought into it and the council was very gracious and didn't stand in the way and didn't get bogged. We held our egos back, because oftentimes egos get in the way of the tribe and people think, ‘Well, I don't...' I'm just speaking for my tribe. ‘If it's not my idea then it's not going to happen at all.' We need to learn to set that aside before we can even move forward. We need to accept that we need to compromise and we need to agree and disagree on many issues and accept that Jaime Barrientos doesn't have all the answers, and I don't.

And we surround ourselves with many smart people, but also we surround ourselves with many practical-thinking people with common sense, because so often we can get caught up listening to just the lawyers and we can get into trouble sometimes just doing that. And so we've learned from many experiences like that that just having...surrounding ourselves with everyday people, people that are living in the community, the laws and the things that we are doing how it's going to impact them. Those are the people that we get the most valuable input from because those people are the ones that are living the day-to-day life on the reservation in the communities.

And so that's kind of where we come from, that's where we stand and all of our council meetings are open to the public and the majority of the time, the time that I've been on the council, I've spent most of my time on the roads. But I like that and I like to communicate. I'm corrected all the time but that's how I learn. I'm 30 years old and I have learned a great deal from many of my elders. And my mother and my grandfather and grandmother always told me, ‘Never forget the elders because that's truly where it comes from.' That's something that we need to work hard at doing, because oftentimes we think about if we're going to invest in something we need to get value back and we always think about the dollar and the returns that we invest in. Sometimes we forget about the culture and that's one thing that we're very strong on at Grand Traverse Band is our culture and our history and we will continue to be that way. Thank you. That's how we do it."

Joseph P. Kalt:

"Let me put a question to you about the following. It deals with continuity within these programs and with the directions you try to set. All of you are elected officials, you're politicians, and politicians sometimes is used like a bad word but in fact, it's an act of tremendous courage to step forward and say, ‘I'm going to try to serve my people and I'm going to put myself out there, they might turn me out.' And all of you, Claudia is relatively new, Kathryn's retired, all of you have been through transitions at some point. We know that these programs to succeed need continuity in them. Any thoughts that you have about what you do in your community to put that continuity in there, recognizing there's going to be turnover in the elected officials, or things you wish you could do because some of you have probably been burned. It's a politician's life. It's a tough thing to do. Do's and don'ts or what you wish you could do around this issue of continuity -- how do you do it? How do you get continuity in programs when you retire, when you're newly elected? Claudia, any comments? You're recent, you said you're recently in office."

Claudia Vigil-Muniz:

"One of the things I'd like to stress is that something I learned a long time ago. I was in the education field for a long time and I had the opportunity of hearing a gentleman speak who was a former governor of the one of the pueblos here in New Mexico. And he put things into real clear perspective and it affirmed my way of thought and how we as Native American people fit into this whole picture. He basically said that we walk, you've heard this story of how we walk two paths and we have to know where the fine line is.

In one hand, we live in a society that has a different way of thought and we've had to adopt a western way of thought and that's the way of our lives now today. In order for us to survive, we have to be able to walk both of them because in the other hand we go home and we step into a different role and what...I guess it really didn't hit me until just by chance it was during the holidays and we went to his particular village and there was this gentleman that had spoken the day before at one of the universities and there he was. He was the leader of the group that was singing and from what we were told in that particular village, it's an honor to be selected as the head singer. That brought things into clear perspective about the role we play; for me it did. And also it's kind of fitting in terms of my own upbringing. My father was the one individual that I really idolized and who taught me. These little conversations that we would have during our visits, little did I realize what he was preparing me for. And some days I sit there and I think, ‘This is what he was talking about'. And sometimes I wonder, ‘How could it be that he knew that he didn't know.' Everything that he has prepared me for is for what I'm doing now.

The other thing is I'd like to clarify I'm not a politician. I do not agree with that. The reason why I say that is because, to be real honest, I didn't put my name into the race so to speak because I wanted to. It was because I was asked to and I had to discuss this with my mother, with several people and they basically told me, ‘You know what the honorable thing is. You know what it is that you have to do.' So I thought, ‘Okay, we'll do it.' Just to throw the numbers off. Little did I know I was going to win. But I think that it's important that, as Native people, that guides us in our decision-making and how we fit into this whole picture. Unfortunately, we do have to become the politicians as you refer to it. In my culture and what my father taught me was that that is not a good word and it has a lot of bad meaning to it. And you have to take it and use it to your best-decision making, because when I step into that role coming down here to Santa Fe, I do have to become the politician and I have to learn how to play the role of the beggar, so to speak, and that's sad that we as Native people have to do that. We have to come and beg for everything that we think our people could benefit from. Unfortunately, I don't know about the other states, but in this particular state, in my presentations to the state legislatures, it's always been to literally remind them that we play a role and that we too are citizens of the state and that we too deserve to be treated fairly and equally. And unfortunately, we have to come to that role. But I think that I deserve that same mutual respect from my colleagues as well as from other leaders and from other entities, government entities. And until we get that same status, I don't know if we'll be able to function as expected because of the term that the white man uses, which is assimilation. Unfortunately, that process is almost completed for all of us.

The villages here in New Mexico still maintain their beliefs and they're very strong about it and they are to be admired for what they maintain. Their history goes back a long, long ways. Mine -- in particular with the economic development that's taken place -- you can see where we're losing our children and a lot of it has to do with that almighty dollar. Having to remind your own people where you come from is what's most important and knowing who you are and where you come from so that they can make the right decisions, reminding them about the mutual respect that should exist so that we can progress on some of these issues because there again, we have to play the role of...the same role as the rest of the world in order for us to survive. If we don't, we don't educate our children and if we don't point these issues out, we're not going to do it. Our children are the key to this whole thing and we keep hearing about the seventh generation. Where are we at in the midst of that? And it's up to us to decide and to guide our children in that direction."

Joseph P. Kalt:

"Claudia, if I could follow up with one question. You've been president for a year and a half approximately. As you came into your position, on this question of the continuity of programs, what specific steps did you take to review the personnel, the programs, assess their strengths and weaknesses? What's it like, in other words, to be in this new transition and how did you go about managing that process? What specific steps did you try to take?"

Claudia Vigil-Muniz:

"I came on and I've been assessing basically on my own and observing to see how things...because as any tribal entity, there are a lot of rumors that go flying left and right about how you're going to...their interpretation of how you're going to be leading. It's been difficult, because you have to play a role as a personnel director and as a leader, so to speak, because you're constantly...when you go home you deal with bad personnel issues, at least in my case I do. And so redefining that, a lot of the policies are in place, they've been created and they're there, but what I've been having to do is actually implement them. I refer many things back to the departments and to the directors, executive directors, and trying to maintain the continuity, so to speak, but there's a lot of resistance because the policies have never been really enforced. But it's important to me because, in order to move forward in the economic development portion, several things have to fall into place. The personnel matters cannot interfere with the role of the government.

Earlier we heard about the separation of powers. Well, in our particular situation, to a degree, it exists, but still it needs to be refined. And in this assessment process, we also have to update our own policies and our own procedures based on who we are. They've been developed for us and that's what we're doing right now, but the continuity portion of it has been assessed to the degree that they've been allowed to function. And then now we're going to back and we're going to say, ‘Wait a minute. These things are going to have to be refined,' and looking at it from the positive things of improvement rather than from the negative things and trying to encourage everybody's participation, because I don't believe in functioning only hearing one side of the story. For too long we've done that. And coming from a matriarchal society this has always been encouraged and allowed and for some reason we got caught up and we have a misinterpretation that has distracted us. But now I think we can get back to hopefully...my term is four years and I don't think I'll see that. If I'm elected again, if the people wish, then we'll continue it. But it's only striving for the achievement of what everybody would like to have and everybody's say so."

Joseph P. Kalt:

"Anybody else on this continuity question. Marge?"

Marge Anderson:

"I think first of all you have to have checks and balances and accountability and hire a team who has expertise in those areas of education, services and so on. I think it's...in Indian Country, you've got elections out there and we had continuity when I left office. And it's unfortunate the recent elections I was in Phoenix so I don't know what's happening there now. But you need to have long- and short-term goals and a strategic plan to see where you're going."

Brian Cladoosby:

"Continuity with programs. I'm going to be speaking on programs that we've set up with others outside of our communities in the non-Indian communities and I think of the in-stream flow that we have established. As many of you know, water's a big issue out there in Indian Country and our tribe was the first one in the state in the last 20 years to establish in stream flows and there's already attacks by politicians to try to undermine that. So it's, once again, educating, educating, educating.

We have been able to set up a program with the Department of Ecology, EPA [Environmental Protection Agency] to allow us to do NPDES permitting, that's the National Pollution Discharge something-something committee. That's why I hire those smart people, they know about those names. I think it's like poop and stuff...that's laymen's terms. But our tribe is able to issue those permits and programs like that need to continue. Our land-use planning, the award that we won through the Harvard Honoring Nations, a program like that needs to have continuity. Our police on our reservation, they carry...they're also sheriff's deputies in the county. Programs like that need to continue and our utilities. We recognized back in the ‘80s and ‘90s that when you control the utilities you control growth on your reservation. So we came to agreement with the other purveyors in the county and they recognize us as the only ones on our reservation that will be allowed to issue a permit.

Now these are programs that have been established...I can go on and on and on. We have a list of probably another dozen programs that we've established, but how do you continue continuity with those programs and make sure that they last and continue? For one, you have to have a foundation. You need to create a foundation; you have to have some kind of mechanism in place that people will recognize in perpetuity. Now there's no guarantee that that will take place because like I said, our in-stream flow...one of the county commissioners in our county who is running this year and his platform is going to be the anti-Indian crusader out there fighting the tribe on all issues and he's already got some lawyers from Seattle, downtown attorneys reviewing that to see if there's any cracks, any way that he can get his little finger in there. So I think educating, educating, educating.

We continue to have new politicians and we are politicians and...I finally...someone had told me what politics means. It's a Greek word. It's 'poli' meaning 'many,' and 'tics,' 'blood sucking insects.' I refer to those as the D.C. politicians. But I think just educating, to have continuity to those programs you need to continually educate these new officials that come into office. That's the only way you're going to have continuity. We've had two new county commissioners this year. I spent two hours with them just educating them on things that the tribe has done with them over the years, so I think that's the key, just educating these...and I'm just referring to outside programs, not internal programs."

Joseph P. Kalt:

"Thank you. Kathryn, yes."

Kathryn Harrison:

"Thank you. I think one of the things that has worked for us was reaching out to the communities but not only that, being role models as tribal council. It's not a 9-to-5 job. Once you're elected, no matter what you do, where you go, awake or asleep, you must be a role model for your people. That includes and inspires continuity among the next lot to come along.

The other thing is when we campaigned for our recognition, we told everyone, ‘We won't have any surprises.' That included our people, the people in Washington, D.C. and the local people, the county commissioners, the schools. So our meetings were open and that is why we established our intergovernmental program that was our winning program with the Honors for Harvard. I like to have Justin and Nicole, Justin Martin and Nicole stand and be recognized for the good work that they do in reaching out to our legislative people not only in the State of Oregon, but in Washington, D.C. They keep their finger on the pulse of what's going on in Indian Country, they advise us of bills we need to monitor, they tell us when to come to the state capitol, the attempts [unintelligible] on Indian services, which includes every representative from every tribe in Oregon that's recognized and [unintelligible] representative from [unintelligible] and also a state senator and a state representative.

I think the other thing is you include all our people. We've held a lot of meetings that we included the county commissioners and everyone around us to show what we were going to do and ask them, ‘What do you think of this? Where do you see us in five years, in 10 years?' That included them. You have to show your people what works and once it's in place it's going to take a lot of convincing from the other side that wants to try to change anything and that puts continuity in place. And the last thing I want to say is I think we all agree how important spirituality is. That's what's carrying all of us, no matter what trouble we face, no matter what obstacles we face and that's what's going to pass on from our ancestors. That's how they overcame the struggles, that's how they pass on things to us and that's something we must never forget.

One thing I learned to say to our council is, ‘If you want to be treated like a tribal government then you have to act like one.' And by the way, I had black hair when I started. Thank you."

Peter Captain:

"I remembered what the other myth was coming from Alaska, not all tribes are oil rich. Unfortunately, ours is one of those that's not oil rich. So we have to be innovative in the things we do to keep these programs running. Our state dollars and federal dollars are being depleted. So we need to come up with innovative ways to keep all our programs running. You hear people say, ‘Well, you've got to surround yourself with smart people,' and that's good. You also have to integrate within your school systems the teaching of the young children on the different pollutants and the different aspects of the worldly comings, otherwise they're not going to know what's coming down the path and when it does hit they're going to be caught off guard. So a good solid education, if you can incorporate those within your school system, great. Short of cloning that's one way of continuity."

Joseph P. Kalt:

"Something I think that Claudia said must have sparked...you mentioned about looking at these programs and maybe some of the systems you have in place may not be working as well. A number of people are asking questions that deal roughly with the same thing. People would like to hear you talk about the way you handle issues of hiring, having to fire and promoting the career development of your employees. What role do you as senior leadership play in that regard? Any comments on that? A number of people have actually sent me questions like that. I know people wonder about those relationships. Anybody? Marge."

Marge Anderson:

"In our system of tribal government, separation of powers, that's delegated to the [unintelligible] policy board, which consists of all the commissioners and they handle all the personnel issues. I didn't have to worry. So that's how we handle those issues. What was the other one?"

Joseph P. Kalt:

"Both the enterprises and the programs, are they handled in the same way?"

Marge Anderson:

"The enterprises, we have a general manager and we have a corporate commission. We did have anyway, and that's where the personnel issues were dealt with."

Joseph P. Kalt:

"Continuity, though I heard you say could be an issue here. Anybody else? Jaime."

Jamie Barrientoz:

"For us, many times, the tribal council went, particularly with just the Grand Traverse Band members, we have public forums where...at our council meetings we have an open forum where any member can say anything that they want of their choice and oftentimes those kind of issues are brought out there and then we give the direction to those members on what they need to do to get their issue resolved. We do have an administrative appeals board. That's not perfect. We're always continually having to refine that, because we're a small tribe and often family members get involved on the board and then they get involved in employee disputes and we have to sometimes separate that and sometimes if you're new to the community or whatever you don't know who's related to who and what kind of click is going on. But we have those and we do have dispute [resolution] mechanisms, but mainly for the Grand Traverse Band members they come to the council and the council points them in the direction that they go. There are some times where the situation is so gross that the council has to intervene and make a decision based upon the tribal manager or the CEO not taking charge because oftentimes the tribal manager or the CEO is unsure if he gets involved. Which segment of the tribe is going to be coming down on him? So it's a real touchy situation, it's continually being refined, but it seems to be working for us. For the most part it seems to be working for us. There are some cases that are so difficult that they have to go to the court system and that's how they resolve it."

Joseph P. Kalt:

"Marge."

Marge Anderson:

"I need to add if they go to the [unintelligible] policy board they're going to work with their supervisor. If they're not satisfied with that then you go to the [unintelligible]. If you're not satisfied there then you go to tribal court."

Joseph P. Kalt:

"Brian?"

Brian Cladoosby:

"Personnel issues are the toughest to deal with in Indian Country. I hate dealing with personnel issues. That's why I tell my directors, ‘If you can solve it, solve it.' But we have this thing in our policy called nepotism, but I think it needs to be defined differently in Indian Country. But it is tough to deal with personnel issues in a tribe, especially a small tribe. At Swinomish, where the vast majority of our people are located within a very small area so everybody knows everybody and everybody knows everybody's business and the casino, we have 300 employees down there and we started just gung ho with a lot of tribal members filling those jobs and slowly. And I'm speaking to the choir here for those that have casinos, slowly by slowly those numbers start to dwindle for various reasons and you get calls as the chairman. ‘My daughter just got fired.' And I said, ‘Well, what happened?' ‘Well, she...it's not fair. She's a tribal member, she should have that job.' So I call the casino. ‘Well, the last 21 days she had 21 either lates or no-shows or no-calls or tardies or something.' And so it's real hard to deal with because you're so...you know them, you grew up with a lot of them. There's just such a personal connection there and it's...but...you know what I'm talking about. Personnel issues are the toughest to deal with, but unfortunately as the chairman you're put into a position where maybe a tribal member needs to be let go because they've been accused of sexual assault or sexual harassment or something like that and that's when the director comes to you and says, ‘I can't deal with this, can you deal with this?' I think personnel issues are the toughest in Indian Country to deal with."

Claudia Vigil-Muniz:

"Yeah, ditto. I mentioned earlier that I've been trying to refer back to the policies and procedures that are in place and so I kick them back. We have what we refer to as the five meg-department structure where we have five executive directors, one in...[unintelligible] director and education, public safety, health and welfare, education and public works. I guess, in the past, no one's been using these executive directors and they didn't know where they fit into this whole picture.

So when a decision comes to my desk, and as you well know, everyone has a tendency to go directly to the council or to the leader, and it's like, ‘No, I'm sorry. I'm not going to...I won't deal with that.' I'll kick it back, I'll call the executive and then I tell them, ‘This is your problem, you need to handle it, come up with a solution. If we can't resolve it, we have a human resource program, let them set up a grievance hearing committee.' Council is the last resort, and I keep reminding them that if they come to the council, they've exhausted all the remedies. And so people are finally beginning to adapt and adjust to that method.

The other...for the enterprises what we...we have boards in place for a lot of the enterprises that we have because they're under federal statute corporation. So they have a five-panel board that makes all the...that will make the decisions for them so that it leaves us out of the picture and that's how I've been handling it. Like was mentioned, with the nepotism issue, trying to keep things in perspective and try to correct the behavior that was mentioned about people being tardy, coming in late and what I keep reminding them of is that what I was taught was that anything you do in this organization it's yours, the resources are yours, what it pays for is yours. So you have a say so in every decision that we make here, but you have to remember that if you're going to go crash that vehicle that was on loan to you from the motor pool, that comes out of your pocket. It may not be a direct impact, but the fact is that you have ownership in that vehicle because in the title it is Jicarilla Apache Nation. And by doing that they're like, ‘Oh, yeah.' And so trying to re-establish the ownership part of it because the ownership, somewhere we've lost it along the way because it also flies to such things as being involved with the public school system. You hear this all over Indian Country, ‘Well, the school district isn't doing this for us, they're not doing that for us.' Well, what are we doing about it? What are we saying about it? Those are our children that go to those schools, so it just doesn't make any sense constantly going back and reminding, ‘You do have a say so on any of these things.' So I think it goes back to the gentleman here from Swinomish where you play a role in all of this and I think that's important for our people to understand that."

Joseph P. Kalt:

"You touched on something there and I have a question related to this. I'll introduce it by way of a story. One of the tribes we work with at the Harvard Project, one of the tribal chairs says to me one time, ‘All this stuff is great, Honoring Nations, nation building. My daughter's the president of the student body of her high school and doesn't know what I do for a living.' I've got a question. What ways do you have in place and what are you doing to involve the youth in your community in tribal government? They are the future leaders. What steps are you taking, what concerns do you have in that area? Justin."

Justin Gould:

"Being relatively young, it's not hard to remember the days of youth. Ten years ago, I got involved with the United National Indian Tribal Youth Program. In 1991, I was the National Youth Coordinator for the 1992 Alliance, an Indian advocacy group on Capitol Hill. I was a person who made the second to the motion at the policy table right after I swore my oath to be an elected official of the tribe. The motion maker made a motion to create another subcommittee within the structure of the Nez Perce Tribe. That new subcommittee is called Youth Affairs Subcommittee and it's a culmination of various efforts of the different youth provider programs within our tribe. We have social services who has concerns with our tribal youth dedicate employees to that cause. We have education liaisons who are dedicated to the needs of the youth in terms of their education. We have various examples to draw from that are essentially the same path and direction and vision but with no true administrative support to enhance one another's abilities to provide that positive future for our youth.

So under discussion a lot of that came out and before I called for the question I just reminded them that by taking this serious stance toward youth initiatives and youth services that will make it better tomorrow for us when we become the elder and they become the leader and if we could keep this direction going. I looked at my elders and said, ‘I will take care of you tomorrow and through this youth affairs committee we can set that value strong within Nez Perce territory that these children coming up have an obligation as well to take care of us tomorrow.' And that was the basic theme behind the rationale to it, looking at the national statistics in Indian Country among other things prompted us to do that.

Currently, I work with...as a natural resources chairman for the Nez Perce Tribe. I work with the other subcommittee chairs on developing holistic initiatives that will represent unity among all the generations alive on my...in my country in setting up literal examples of week to week, month to month, seasonal activities that we can all enjoin and share together in the spirit of health prevention, education, cultural identity, pride, all the good things that our forefathers had set aside time to provide to us. So it's just a simple continuation in a formal contemporary sense of something that we've all had a little taste of in our lives."

Joseph P. Kalt:

"Just let me put a question to you real quick. Specifically with respect to tribal government, is this Youth Affairs Committee attempting to expose the children and the kids and the high school kids and so forth to the work of the tribal government or are you working more broadly on youth issues?"

Justin Gould:

"Both. We actually have three youth that serve at the tribal policy level on this committee representing the different communities on the reservation; the eastern side, the western side and the northern side. So it's new but it's...and it's having a lot of growing pains, I would guess, but it's working. We now have an agenda that recognizes every youth provider to come in and be accountable and for the first time it has a direct impact to tribal policy formulation development versus being some kind of a quarterly report in a little bulletin fashion format that is like page 156 of a 600-page quarterly report. So that's kind of where we'd been treating them administratively, our youth, and this is a way to really let them tell us as tribal leaders what those concerns are. So it works."

Joseph P. Kalt:

"Good, good. Anybody else involving youth? Jaime."

Jamie Barrientoz:

"We have a junior tribal council that we established. It's a seven-member board of youth that are elected by the youth and they have a budget and they have a chair, vice chair, treasurer, secretary and they do their own fundraisers. And we have a thing called a Youth in Government Day where these youth -- not necessarily just the Junior Tribal Council -- but any youth that is selected through a process can job-shadow a council member or a high executive official on a day. And sometimes these youth are taken out on the road with us and exposed to these kind of meetings. We need to do more of that, but we are trying and we make attempts and they have a board just like a mini-council and they make decisions that impact the kids and how they try to influence us into making things easier for them because they understand what it's like with the environment that they're in in school and in the neighborhood and stuff. So we have that vehicle for them to be able to hear us. And there's an administrative...school administers board where the deans and the superintendents of the schools all get together quarterly and that's hosted by the Junior Tribal Council. They can talk to the school superintendents directly and say, ‘These are our issues as Indian kids. These are what we're facing and this is how we think you can help.' And the council is there and we're all there listening to their concerns and I must say that these kids are very smart. Sometimes we might take that for granted thinking they're young and they've still got a lot to learn but, man, I went to the last Junior Tribal Council and superintendents meeting and I was blown away by how much they really could articulate their point of view and move these superintendents into making policies that are positive for them and it was great."

Joseph P. Kalt:

"We're going to have to bring this to a close, but I'm always struck by the tremendous combination of leaders such as yourselves, show both the vision and tremendous ability to manage and to make things happen and to lead in good, strong directions. We've joked a little bit about the word politician but if you all are the examples, then the word is on its way in Indian Country to being a term of honor and respect as it should be. So thank you to all of you. Thank you."

Honoring Nations: Miriam Jorgensen: Achieving Good Governance: Cross-Cutting Themes

Producer
Harvard Project on American Indian Economic Development
Year

Miriam Jorgensen, Director of Research for the Native Nations Institute and the Harvard Project on American Indian Economic Development, shares the cross-cutting themes of good governance that exist among the Honoring Nations award-winning programs.

Resource Type
Citation

Jorgensen, Miriam. "Achieving Good Governance: Cross-Cutting Themes." Honoring Nations symposium. Harvard Project on American Indian Economic Development, John F. Kennedy School of Government, Harvard University. Sante Fe, New Mexico. February 7, 2002. Presentation.

Andrew Lee:

"Now I'd like to introduce my colleague Miriam Jorgensen, who's going to talk about some cross cutting themes of Honoring Nations winners. I think one of the unique things that's happened in this room that I'm not sure if any of you have had the chance to afford to do is sit next to somebody who's work is just entirely different than yours but you share some things in common. And we want to use this opportunity to talk about some of those things that you do share in common and Miriam Jorgensen has thought quite a bit about this issue. She's actually so well liked, so well respected that she splits her time. She lives in St. Louis, Missouri. Harvard University is in Cambridge, Massachusetts, the University of Arizona is in Arizona, obviously, and she has an appointment with both of us. And we just think the world of her and I'm looking forward to hearing some of what these great Honoring Nations winners have in common. Miriam, the microphone is yours and after this we can go upstairs and there's a reception that we're going to end on."

Miriam Jorgensen:

"I appreciated getting to be a fly on the wall during the discussions that took place earlier today when you broke out into groups. And I think that most of you probably hit on a lot of the themes that I'm going to talk about today. And in fact, I probably won't get to all the different ways that these programs have themes in common. But what I wanted to talk about a little bit are, what are some of the underlying elements that show how winning programs have achieved their success? What are those cross-cutting elements? What approaches underlie their positive progress that are shared across programs? And turn that also into, what are some of the lessons that all of this universe of 32 winners from the two years of the program, so far? What are the lessons that they bring to Indian Country and really to the rest of the world, to governments around the world? And what are some of those lessons?

I think one of the first and really outstanding lessons to all this is that programs that have achieved good governance have an ability to measure and track their progress. I think it's certainly clear that we look, as an evaluating team and as the advisory board looks at things, they look for evidence of success and progress but it's... I want to take this farther and say it's not just evidence of your success but looking at measures of progress, looking at measures of success, assessing programs is part of what actually makes programs better. And I think as you think about the work that you do and the work that you've heard your colleagues in excellence do, you see that one of the things they're doing is figuring out how to see that they're meeting their goals and that they're using that information to become even better programs. Let me give you a couple of examples that come from the winners in this room and potentially from some who weren't able to be with us today.

On the purely numeric side -- and you can imagine that there are ways of tracking progress that are quantitative and qualitative and I'll try to give some examples of each -- but on the purely numeric side, I will give you the example of the White Earth Suicide Intervention Team. Now, they are very consciously a suicide intervention team. They don't put the goal out there to prevent suicide, even though they have managed probably to prevent quite a few, but they look for data that says, ‘How is it that we can measure how well we're moving toward this goal of suicide intervention,' and they look for something that would be appropriate that would say, ‘What is it that's really telling us that we're going out there, meeting that mark that we care about of suicide intervention?' Well, it turns out that one of the things they decided to track was 72-hour holds. In the early 1990s, as the team was just forming and beginning its work, about six percent of the individuals who had attempted suicide and they were rushed to emergency rooms or hospital, only six percent were held in the hospital for 72 hours for observation and holding. This is a common intervention procedure, a prevention procedure but only six percent of the members of the White Earth Tribe who had attempted suicide were being held. As the team began its work and tracked its innovations, it tracked its progress on trying to increase the number of 72-hour holds. This was really fantastic progress because you have to understand, White Earth doesn't have a hospital. All the hospitals that it's dealing with are non-native hospitals, off reservation or within the reservation but are not controlled by the tribe. So it's working with outside entities to make them live up to their responsibility to their native patients. By the late 1990s over 70 percent, up to about 77 percent of the individuals from White Earth who had attempted suicide and were then placed in emergency rooms in hospitals were on 72-hour holds. So they used this data as a tool, they said, ‘Here's something that's going to track our progress, that can measure our success, that shows us where we're going,' and they used it to set the bar and to set the mark and track their progress in that way. And their goal of course is to try to have 100 percent. So you can see how they used data to measure their success, move toward it and to challenge themselves to do even better.

Now it doesn't have to be that it's just numeric data that is the kind of assessment tool that you can use to measure progress. I think a number of the programs in this room are looking at what they do and they say, ‘Look, yeah, we also use information and data to assess our progress that's not necessarily quantitative. It can be more qualitative.' One example is the Grand Traverse Planning and Development Department. One of the things that they've done is say, ‘Hey, are we doing what we said we'd do? Are we making progress? Are we achieving our goals?' Let's create a list of very achievable goals, much of it generated from community input in a very innovative way, and they sit down and they deliberately track their progress toward meeting those goals. So that's a more qualitative approach of using information and data, of improving their programs. So those are just a couple of examples to show you that one of the cross-cutting themes, one of the things that we see all successful programs doing, all the winners sitting in this room is that they use assessment information to track their progress, measure their progress toward their goals and to challenge themselves to do better and I think that's something that all the programs do.

Another thing that I think all the programs do is that they've achieved good governance oftentimes by tackling really hard problems, and using those hard programs as motivators, and using their success with having tackled those programs or problems as further motivation. Now what do I mean by this? What are some examples we see out there? Think to yourself about all the situations you see in Indian Country and beyond where governments and citizens allow themselves to be sort of beat down by how hard the problems are that they face, whether or not it's like a White Earth suicide problem or the challenges of implementing technology that can help them or the negotiation kinds of problems that we've heard about. Those can be really difficult problems to face. They can be immobilizing in the face of that difficulty. But one thing we see across all the winning programs, a common strand, is a willingness to take up those challenges, to not see a hard problem as something to just bend over in front of but rather to say, ‘What can we do about this?' and then to use that as motivation.

One of the really exciting and incredible hard problems that one of our winners has tackled was the Louden Tribe of Alaska and their Yukaana Development Corporation. Now Yukaana doesn't have a lot of control over the land that the U.S. Air Force had polluted, but they decided that because it was their traditional territory they really wanted to do something about it and this was a mandate from the community that they try to do something about it. They said, ‘Look, this is a huge challenge. It's something that in a sense we don't even have authority and control over but we're going to use that as motivation to try to do something about it.' And they did, with the formation of YDC, the Yukaana Development Corporation, they were able to clean up over 12,000 50-gallon drums of petroleum waste and 3,200 barrels of tar out of that area. They trained hundreds of people in their workforce to solve problems in their area and beyond. They were able to take this really hard challenge and say, ‘We can do something about it.' And in fact, in reflecting on their success with that, it's also been a motivator to even greater work for that organization. So that's one of the things I mean about when you look across these programs, one of the things that they evidence is an ability to take up those hard challenges, to not just say, ‘We can't do something about it,' but to use the difficulty as a motivator to move forward and then also to use the success, once they've achieved that, as further motivation. So good government is achieved as leaders and program directors accept big challenges and use them for inspiration.

I think it's also clear again, as we look across the universe of programs, that programs that have achieved good governance as were spoken about in the presentations earlier as well, they create distinctly Native approaches for local solutions and by doing so this has distinct benefits. What do I mean? Well, I think that it's important to understand that, for instance, self-determination, that's just not about Indian people managing programs for other Indian people. It's about creating special programs that are uniquely native that have uniquely local approaches embedded in them and that definitely has benefits. One of the benefits that we see is that by creating programs of this sort, it's often the case that those solutions are much more workable, are better solutions than externally imposed style solutions.

One of the best examples of this I think from the universal winners is the Navajo Child Special Advocacy Project. This is a program that addresses again a really hard problem, child sexual abuse on the Navajo reservation and they've said, ‘We're not just going to do our therapy and our interventions in a western style. We're going to wholly integrate Navajo approaches into our treatment and into our program development.' And in so doing, they're able to create a more holistic program, a program that serves more of the child's needs to bring in both the western approaches and the Navajo approaches, to address it within the cultural context of harmony and critically they also then serve whole families which many programs of this sort do not do. So therefore they're able to be a more successful, better and improved program as a result of the fact that they've integrated these cultural approaches.

I think one of the other things that having a more cultural local approach does is that it actually generates positive results for Native culture as well. To me, one of the examples here is that it's frequent for us to hear, maybe it's not Indians, maybe it's even detractors within the Indian community saying, ‘Well, if you pursue that kind of highly high-tech solution or if you pursue that really highly institutionalized organized bureaucratic approach you're losing your 'Native-ness'; you're not going to be Indian anymore if you do it that way.' But I think there's strong evidence that says there are ways to do even really progressive, innovative, interesting modern programs that promote and preserve culture. A couple of examples of those are like the Mille Lacs and Ojibwe language programs, where they're using modern approaches like rap music and computer technology to promote and improve language learning within that culture. Here's a place where technology has been controlled by the tribe instead of having it denigrate culture it's building up culture.

Another thing is that it's also the case that it's possible to use highly organized, very capable institutions to promote culture and I think this is one of the examples that we see from one of the speakers this afternoon of the Poeh Culture Center. Here's a case where you've got this very technologically innovative advanced idea of saying, ‘Let's have our construction services firm support our artists and we're going to have a bureaucratic structure, which allows them to have a place to do their work and to sell their art.' Now that means we've got this highly capable institution, helping move forward the culture. It's not drawing the culture down. It's not eliminated the culture. It's moving it forward. So again, good government is achieved as tribal governments use and expand local and cultural knowledge as they carry out their programs because it makes the programs better and it also promotes the culture of that community.

I think the last thing I want to say, and this is really inspired. I thought about this one a little bit less but it's inspired by listening to the conversations this afternoon and talking to members of the advisory board who have been engaged on these issues as well. I think it's really clear that programs that have achieved good governance are administered in ways that promote sovereignty. I think that in a sense not enough can be said about this point. As we all reflect on the conversations of this afternoon and on the work that you've done, that you can see that the programs that you carry out have achieved good governance because they are promoting sovereignty. I think they do this in two different ways. One is through institutional capability. Charlie O'Hara mentioned this a little bit just a little bit ago where he talked about when you have the technical expertise, the institutional expertise, it's very hard for outsiders to look at you and say, ‘Hey, you can't do that. You're not capable of running that program.' So by having strong institutional capacity, as they do at the Swinomish Cooperative Land Use Program, as they do at the Jicarilla Fisheries and Wildlife Program at the White Mountain Outdoor Recreation Program. These have strong institutional capacity that prove to outsiders that native nations are highly capable of managing programs and taking control of that sovereignty.

I think one of the other ways they do it is that programs like yours have been very strategic in figuring out ways to promote sovereignty of the nation through programs operations. This is clear in the work that, say, Justin does at Grand Ronde through the Grand Ronde Intergovernmental Relations Department, strategically following paths that expand the sovereignty of the nation. So that would be the point on which I conclude, that I think as we look across the universal programs, one of the other things that's a common denominator and a common strand is that good governance is achieved as programs promote and underwrite the sovereignty of their nations.

So those are the reflections that I had as I thought about the work that you're doing. I didn't mention all 32 programs in the room, but I think these elements and strands are reflective of the work that you all do, which is commendable and I'm very pleased to have learned from you and I'm excited to share these lessons with other nations both Indian Country and beyond."

Mille Lacs Corporate Ventures Buys Oklahoma City Embassy Suites Hotel

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Year

Mille Lacs Corporate Ventures (MLCV) announced on Friday that it has purchased the 236 room Embassy Suites Oklahoma City hotel, located at 1815 South Meridian in Oklahoma City. The purchase represents a strategic expansion into a growing market for the company...

Native Nations
Resource Type
Citation

ICTMN Staff. "Mille Lacs Corporate Ventures Buys Oklahoma City Embassy Suites Hotel." Indian Country Today Media Network. November 24, 2014. Article. (https://indiancountrymedianetwork.com/news/business/mille-lacs..., accessed November 25, 2014)