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.
Novelty and innovation emerge through people acting and sharing. Starting with local interactions, it spreads & takes on a pattern of change.
In leadership observe others, take time to reflect on the language, decisions, and strategy to best understand where your practice works
For learning and development to last the connection of lessons learned and the work needs to be explicit. Questions to make training stick.
Coherence to who you are in the story you tell yourself and your interactions with that voice inside your head.
Communication is interpersonal, changes with interactions, & room for discourse and disagreement are clear valuable attractors for innovation.
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.
Company culture queries – discuss the boundaries and connections to know the work plus the work culture for feedback and change to happen.