Organization-development process using action-learning with entangled-trios – Gather, Engtangle, Empathy, Knowledge-Share GEEKS
We fill our pygmalion fantasies of being fortune-tellers or futurists — swallowing our confirmation bias, prognosticating our defecation.
In leadership observe others, take time to reflect on the language, decisions, and strategy to best understand where your practice works
Every interaction with others in your organization is an opportunity to increase or decrease support for your work and intended outcomes.
For learning and development to last the connection of lessons learned and the work needs to be explicit. Questions to make training stick.
SOLVED solution-focused problem solving and leadership. Interaction increases psychological safety—questions to increase participation.
Leadership through harmonious wholes of people “doing what is right,” we remove disruption, variation, and change. Ethics of leadership
Team performance comes from 3 measurement areas. High performing teams meet expectations, want to stay together, and learn new skills.
As a manager when to coach and when to tell depends on your context and the time plus work complexity of the task.
Using the NOISE analysis skill and talent development template will help you and your team improve performance and retention of talent