Identify ways to create more robust conversations amongst your team – develop conversations that support the emergence of new ideas.
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.
When languishing, solution-focus will help you see the path, identify you’ve gone several steps, and that you have the resources to flourish.
For learning and development to last the connection of lessons learned and the work needs to be explicit. Questions to make training stick.
Communication is interpersonal, changes with interactions, & room for discourse and disagreement are clear valuable attractors for innovation.
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.
Company culture queries – discuss the boundaries and connections to know the work plus the work culture for feedback and change to happen.