Die Präsentation von Eric Lynn, Coach für integrierte Führung, von seinem Workshop "Integration von Teams" auf dem Entrepreneurship Summit 2015 in Berlin.
Guide to action to be a changemaker - based on TakingItGlobal guidelines. Presented during the roadshow on School of Volunteers project in 2010 to >500 students.
http://imanusman.com
http://indonesianfutureleaders.org
Building High Impact Corporate DNA Across CultureADGES Consulting
This presentation was prepared and presented to an international group of senior executives and CEOs by Dr. Nattavut Kulnides, Managing Director - ADGES. The hosted organization was Danish-Thai Chamber of Commerce (DTCC) and the venue was at Sheraton Grande Sukhumvit on Jun, 2015.
The topic is: Building High Impact Corporate DNA across cultures. What do Google, BMW, Disney and Pandora share in common?
Description
Find out how to create an aspired corporate culture – cultures that customers and employees are falling in love with and, thereby, helping drive business success.
Our topics will cover ‘what are the latest thinking and practices on building a high impact corporate DNA across cultures, what leading organizations have done differently from the rest, and how to overcome culture stereotyping’.
During the session, we will simply focus on three themes; 1. Culture platform – focus on ‘me’, ‘them’, and ‘us’, 2) In search of culture DNA, and 3. How to make cultures stick. We also have a privilege of having the real case study of PANDORA on their culture initiation and execution journey across cultures. There is a well-balanced of contents of concepts and lesson learn.
Agenda:
07: 30 – 08:45 hrs: How to build high impact corporate DNA across cultures by Dr. Nattavut Kulnides
08: 45 – 09:30 hrs: Case Study – PANDORA, the journey of unforgettable stories
09:30 hrs onward: Q&A
About Guest Speaker
Dr. Nattavut has been working across cultures with the world leading multi-national organizations such as Accenture, Maersk, and BMW. Prior to setting up his own consulting firm, his last position was a Deputy Managing Director and Business Leader in Human Capital Consulting for Mercer (Thailand). He is a founder and managing director of ADGES, a consulting and learning provider specialized in strategy, leadership, culture integration, and change management. ADGES is now serving leading international and Thai organizations across industries.
He is an adjunct faculty member on the topics of corporate strategy and strategic human resource management for College of Management, Mahidol University (CMMU). He is also an advisor to Thailand Listed Companies Association (TLCA), an association under the Stock Exchange of Thailand (SET), for Human Capital Management Committee. He received his doctorate degree in Innovation Management from Manchester Business School. He also attended an executive program at INSEAD and IMD.
Catalysing Change through Dialogic Conversations with cultureQsEric Lynn
Everybody talks about change. Nevertheless, change is never about the change – it's always about the business. And one key challenge is inevitably, catalysing people to align and engage with the new direction. This is the focus of cultureQs which forms the core of this workshop. Organisations are about people. People have the (respons-)ability to Shape their Organisations.
I began developing cultureQs in 2002 following a client challenge at the initial strategy workshop following a corporate acquisition in the transportation sector: "How can we accelerate the process of connecting at a meaningful level to enable us to focus on our business more effectively?"
In this workshop you will …
• experience the power and potential of dialogic conversation
• explore essential Questions that are rarely asked
• learn simple strategies that impact group focus
Guide to action to be a changemaker - based on TakingItGlobal guidelines. Presented during the roadshow on School of Volunteers project in 2010 to >500 students.
http://imanusman.com
http://indonesianfutureleaders.org
Building High Impact Corporate DNA Across CultureADGES Consulting
This presentation was prepared and presented to an international group of senior executives and CEOs by Dr. Nattavut Kulnides, Managing Director - ADGES. The hosted organization was Danish-Thai Chamber of Commerce (DTCC) and the venue was at Sheraton Grande Sukhumvit on Jun, 2015.
The topic is: Building High Impact Corporate DNA across cultures. What do Google, BMW, Disney and Pandora share in common?
Description
Find out how to create an aspired corporate culture – cultures that customers and employees are falling in love with and, thereby, helping drive business success.
Our topics will cover ‘what are the latest thinking and practices on building a high impact corporate DNA across cultures, what leading organizations have done differently from the rest, and how to overcome culture stereotyping’.
During the session, we will simply focus on three themes; 1. Culture platform – focus on ‘me’, ‘them’, and ‘us’, 2) In search of culture DNA, and 3. How to make cultures stick. We also have a privilege of having the real case study of PANDORA on their culture initiation and execution journey across cultures. There is a well-balanced of contents of concepts and lesson learn.
Agenda:
07: 30 – 08:45 hrs: How to build high impact corporate DNA across cultures by Dr. Nattavut Kulnides
08: 45 – 09:30 hrs: Case Study – PANDORA, the journey of unforgettable stories
09:30 hrs onward: Q&A
About Guest Speaker
Dr. Nattavut has been working across cultures with the world leading multi-national organizations such as Accenture, Maersk, and BMW. Prior to setting up his own consulting firm, his last position was a Deputy Managing Director and Business Leader in Human Capital Consulting for Mercer (Thailand). He is a founder and managing director of ADGES, a consulting and learning provider specialized in strategy, leadership, culture integration, and change management. ADGES is now serving leading international and Thai organizations across industries.
He is an adjunct faculty member on the topics of corporate strategy and strategic human resource management for College of Management, Mahidol University (CMMU). He is also an advisor to Thailand Listed Companies Association (TLCA), an association under the Stock Exchange of Thailand (SET), for Human Capital Management Committee. He received his doctorate degree in Innovation Management from Manchester Business School. He also attended an executive program at INSEAD and IMD.
Catalysing Change through Dialogic Conversations with cultureQsEric Lynn
Everybody talks about change. Nevertheless, change is never about the change – it's always about the business. And one key challenge is inevitably, catalysing people to align and engage with the new direction. This is the focus of cultureQs which forms the core of this workshop. Organisations are about people. People have the (respons-)ability to Shape their Organisations.
I began developing cultureQs in 2002 following a client challenge at the initial strategy workshop following a corporate acquisition in the transportation sector: "How can we accelerate the process of connecting at a meaningful level to enable us to focus on our business more effectively?"
In this workshop you will …
• experience the power and potential of dialogic conversation
• explore essential Questions that are rarely asked
• learn simple strategies that impact group focus
Finally, perhaps the most important quality of a leader is his or her ability to inspire and motivate others. In some ways all of the above serve to do this, but the most inspiring quality of all is to practise what you preach. Leading by example is the most effective way to convey integrity, commitment, and vision – and to transmit enthusiasm and loyalty to others.
The Future Of Leadership Development – The EvolutionSonny Navaratnam
Where goes Leadership Development? What is the next wave? At this critical phase for humanity engage in an thoughtful exploration that will open your mind to new paradigms.
An arduous pilgrimage towards Agile Learning Organisations of the Future and the vital role of HR. Considerations from Digital HR Innovation Week 2020. Full transcript on Linkedin.
- From Profit to Purpose
- From Efficiency to Learning
- From Control to Co-creation
- From Pyramids to Self-organizing Networks
- From Fear to Love
- From Hero to Alchemist
- From Machines to Living Organisms
Save The World And Still Be Home For DinnerOtti Vogt
A Strenuous Voyage of Responsible Leadership to Reshape Our Future
This is the evolving transcript of a presentation offered at the global RESHAPE20 Virtual Summit, building on my previous article on Agile Learning Organisations.
Talking About a Fifth Revolution - Teal Around The World Global ConferenceOtti Vogt
Agile 2.0: Uniting Responsible Leaders to Reshape Our Future (by Otti Vogt)
Could we imagine a new normal where we all make a difference to people and planet through our daily work? Could we liberate our organisations to bring forth a more sustainable future? And indeed, could we unite to spark a fifth revolution of virtuous, passionate and unselfish leadership to make it happen? Join me on a momentous adventure to give it a try!
This presentation was offered as a keynote during the global Teal Around The World #TATW Conference in July 2020
https://www.tealaroundtheworld.com/
Finally, perhaps the most important quality of a leader is his or her ability to inspire and motivate others. In some ways all of the above serve to do this, but the most inspiring quality of all is to practise what you preach. Leading by example is the most effective way to convey integrity, commitment, and vision – and to transmit enthusiasm and loyalty to others.
The Future Of Leadership Development – The EvolutionSonny Navaratnam
Where goes Leadership Development? What is the next wave? At this critical phase for humanity engage in an thoughtful exploration that will open your mind to new paradigms.
An arduous pilgrimage towards Agile Learning Organisations of the Future and the vital role of HR. Considerations from Digital HR Innovation Week 2020. Full transcript on Linkedin.
- From Profit to Purpose
- From Efficiency to Learning
- From Control to Co-creation
- From Pyramids to Self-organizing Networks
- From Fear to Love
- From Hero to Alchemist
- From Machines to Living Organisms
Save The World And Still Be Home For DinnerOtti Vogt
A Strenuous Voyage of Responsible Leadership to Reshape Our Future
This is the evolving transcript of a presentation offered at the global RESHAPE20 Virtual Summit, building on my previous article on Agile Learning Organisations.
Talking About a Fifth Revolution - Teal Around The World Global ConferenceOtti Vogt
Agile 2.0: Uniting Responsible Leaders to Reshape Our Future (by Otti Vogt)
Could we imagine a new normal where we all make a difference to people and planet through our daily work? Could we liberate our organisations to bring forth a more sustainable future? And indeed, could we unite to spark a fifth revolution of virtuous, passionate and unselfish leadership to make it happen? Join me on a momentous adventure to give it a try!
This presentation was offered as a keynote during the global Teal Around The World #TATW Conference in July 2020
https://www.tealaroundtheworld.com/
Auf dem Entrepreneurship Summit 2016 hielt Prof. Günter Faltin eine interessante Keynote zum Thema konzept-kreativem Entrepreneurship und den Aufbruch in eine intelligentere Ökonomie.
Entrepreneurship Summit 2015: Keynote von Prof. Dr. Günter FaltinWir sind das Kapital
Die Keynote Präsentation "Wir sind das Kapital - Aufruf zu einer intelligenteren Ökonomie" von Prof. Dr. Günter Faltin auf dem Entrepreneurship Summit 2015 in Berlin.
cultureQs - Accelerating Change/Building your Borderless WorldEric Lynn
cultureQs® is a Change Accelerator that uses powerful questions to inspire players to reflect on the foundations of their beliefs, attitudes and behaviours. They engage in deep meaningful conversations, and connect ... quickly. The invisible borders that hinder collaboration fall away; entropy with its wasteful conflict is reduced; people (re-)focus on the professional questions that matter; innovative potential is released and performance is enhanced.
Designed primarily, but not exclusively, to accelerate the integration process of management and project teams, people answer provocative questions on basic drivers and beliefs, behavior patterns, case studies of challenging situations, personal preferences, alternative perspectives on life. The simple yet profound rules encourage an environment in which players listen to each other and engage. Questions challenge concepts of "the norm", including ... leadership style, communication patterns, decision-making processes, the role of the individual, responsibility, hierarchies, authority, power, time, space, regulations, individual motivators, and more. Players very quickly discover that value judgements of differences being "right"/"wrong", "good"/"bad", "better"/"worse", etc, which are so common in societies everywhere, simply fall away as irrelevant. Their biggest challenge is to build an integrated team in a very short time. Changes in attitude occur automatically.
We play cultureQs in sub-groups of 4-6 people per table. There is no limit to group size.
Reframing Intercultural Education - The cultureQs ApproachEric Lynn
From a static to a dynamic generative approach to Culture and Intercultural Education. Conventional approaches are based on a fundamental misunderstanding of the concept of culture. Here, I suggest an alternative which takes into account what "culture" really is.
A presentation by the APM Women in Project Management (WiPM) Specific Interest Group (SIG) and Sobitha Sashikumar for the APM South Wales & West of England branch on 3rd July 2014 at Atkins/Faithful+Gould in Bristol.
In this interactive session, Sobitha Sashikumar brought a wealth of knowledge and appreciation on the subject of change and diversity. She explored this subject, drawing on her experience of living and working in teams and organisations across three continents, assisting delegates to enhance their effectiveness in managing change and diversity.
A joint event between South Wales & West of England branch and Women in Project Management (WiPM) SIG, this served as an introduction for the branch membership to the WiPM SIG; its activities, volunteering opportunities and the 21st anniversary celebrations, as well as diversity initiatives. The WiPM chair Teri Okoro, introduced this session.
This session helped delegates to:
- Understand the positive benefits of diversity
- Identify how and why diversity may impact on change and PM3 outcome
- Explore tools and techniques to help you be smarter in the use of diversity to achieve balanced teams and improved outcomes.
The presentation focussed on reviewing your own experiences in teams and organisations, assessing strengths and gaps.
Discussions helped delegates to understand where they needed to improve awareness, pay attention or plan changes.
Changing Cultures for Fast Changing Times .pptxAndrea Simon
This presentation is about how to change your culture during fast-changing times. I detail the power of the Organizational Culture Assessment Instrument (ocai-online.com)
There are three key themes:
1. How to make change your "friend."
2. Stop the pain of change by creating processes people can embrace.
3. How to rethink your business model for new business environments.
Learn how anthropologists view cultural shifts and how this can help you prepare for future uncertainties.
The Path for Effectively Managing Community Wealth December 17 & 18, 2013 Vancouver, BC Ismo Heikkila National Director, Financial Education & Communication Aboriginal Services First Nations Economic Success – Links to Learning for Economic Development and Land Managers 2013
Speaker Ismo Heikkila, CFP National Director, Financial Education & Communication, Aboriginal Services
Language, Spirituality, the Body and LeadershipPaul Gibbons
A brief talk on holistic leadership development. First, linguistic ontology - how does language shape reality for leaders and followers. Second, spirituality - how does meaning-making, and the search "outside oneself" affect leaders and followers. Third, what role does the body play in leadership.
A talk given at the International Leadership Association - with two appended case studies.
Developing professional learning communities through Appreciative InquiryChris Jansen
Appreciative Inquiry as a powerful tool for positive change in organisations, networks and communities - INTASE Leadership Conference Singapore April 2014
Human Flourishing + Aligned Human Capital Strategy + InventionPeopleLead
Are you interested in creating a healthy, vibrant and inclusive workplace culture? Does your organization have an aligned human capital strategy? How might we co-create conditions for human flourishing and invention so your organization thrives?
ELF14 Leading positive and sustainable change Chris Jansen UCSmartNet
Education Leaders Forum - Enhancing Learning Culture, 21&22 August 2014 Christchurch
Leading positive and sustainable change
From cynicism and disillusionment to optimism and hope.
Experiencing Appreciative Inquiry tools and processes.
Do you dream of building a better organization?
* Where core values run through every part of the organization?
* Where people feel energized and inspired by work, and seek to solve challenges and own the results?
* Where innovation emerges organically from customer and stakeholder engagement?
* Where human beings are not just numbers on a balance sheet but the driving force of your success?
You need a live culture.
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Stiftung Entrepreneurship - Labor für Entrepreneurship 17. Juli 2014Wir sind das Kapital
Erfolgreich zu gründen braucht gute und intensive Vorbereitung. Das Labor für Entrepreneurship zeigt Wege auf, wie wir systematisch aus einer Anfangsidee ausgereifte und in allen notwendigen, auch betriebswirtschaftlichen Aspekten durchdachte Business Modelle entwickeln können.
Entrepreneurship Summit 2013 in Berlin: Präsentation der Impulsgruppe "Konzep...Wir sind das Kapital
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Entrepreneurship Summit 2013:
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#1 LEADS Don’t Book
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Entrepreneurship Summit 2015 - Workshop: "Integration von Teams"
1. 1
Eric Lynn ● www.cultureQs.com
Accelerating Change
cultureQs
Accelerating Change
through
Stakeholder Engagement
Eric Lynn
2. 2
Eric Lynn ● www.cultureQs.com
Accelerating Change
• What is Change … really?
• How do we encounter the new situation?
• How do we encourage Stakeholder
Engagement?
• How can we design a change process to
significantly increase its chances of success?
Initial Questions …
Change
3. 3
Eric Lynn ● www.cultureQs.com
Accelerating Change
• Change is ubiquitous.
We live in a dynamic world:
we have always done so and always will.
We need to learn to accept and embrace
change as a natural part of life …
… Embrace the opportunities it offers
… Take the fear out of it
Change …
4. 4
Eric Lynn ● www.cultureQs.com
Accelerating Change
• Problems in organisation change initiatives arise
when we forget/ignore the basics.
People drive change. People need purpose,
orientation, space to make own decisions
… and honesty.
… We can only initiate successful change
TOGETHER WITH people
… We cannot do it TO them
Invite people to work with you!
Change …
5. 5
Eric Lynn ● www.cultureQs.com
Accelerating Change
• Successful change focuses on the business,
not on the change.
- What are we trying to achieve together?
- How are we going to do it? … Focus of cultureQs
- Why is this important?
cultureQs invites and enables generative conversations
about core personal and group motivators.
The people then very quickly are able to begin
Shaping their new Workplace … together.
Change …
6. 6
Eric Lynn ● www.cultureQs.com
Accelerating Change
• Engagement is intrinsic … an inner conviction.
It is impossible to 'convince' or 'persuade' someone
to engage.
We can however enable people to engage by …
• Inviting
• Encouraging
• Inspiring
Stakeholder Engagement …
7. 7
Eric Lynn ● www.cultureQs.com
Accelerating Change
Culture is the Soul of the
Organisation
Culture
… We therefore need to nurture the soul
to ensure a healthy organisation.
Healthy intrinsically motivated people engage;
add value for themselves and the organisation;
results improve; the business benefits and grows;
new opportunities arise.
8. 8
Eric Lynn ● www.cultureQs.com
Accelerating Change
The continuously evolving
dynamic interaction of
mindsets and gutsets of actors
in the system(s).
Culture
9. 9
Seven Core Layers of Culture
A
Human Being
national
culture
ethnic
culture
organisation
culture
age /
generation
gender
belief
professional
culture
Accelerating Change
Eric Lynn ● www.cultureQs.com
We do not encounter
and engage with each
other as
representatives of a
specific cultural group.
We engage as
individual human
beings with our
personal intrinsic
motivators.
11. 11
Eric Lynn ● www.cultureQs.com
Accelerating Change
cultureQs is a Change and Integration Accelerator that uses
powerful questions to inspire participants to reflect on the
foundations of their beliefs, attitudes and behaviours.
While engaging in deep meaningful conversations, people
connect quickly, enabling the invisible borders that hinder
collaboration to fall away.
Wasteful conflict is reduced; people (re-)focus on the personal
and professional questions that matter; innovative potential is
released and performance is enhanced.
It provokes the mindset change
that results in behaviour change.
12. 12
Eric Lynn ● www.cultureQs.com
Accelerating Change
Foundations of …
AppreciativeInquiry
(FocusonPositivePotential)
Dialogue
(BohmianDialogue)
Story-Telling
Deep Meaningful Conversations that Connect … Quickly
13. 13
Eric Lynn ● www.cultureQs.com
Accelerating Change
Questions …
… that challenge and expand our perspective of the world
fundamental drivers and beliefs
behaviour patterns
real case studies of challenges
that inevitably occur in organisational life
personal preferences
thought-provoking quotes from traditional and
modern sources
impulses from everyday reflections on life
14. 14
Eric Lynn ● www.cultureQs.com
Accelerating Change
Select from 370 Questions …
… that challenge and expand our perspective of the world
while focusing on the Core Business Question
15. 15
Eric Lynn ● www.cultureQs.com
Accelerating Change
Embedding cultureQs
into a Change Process
Group Context
Core Question
Engaging,
Experiencing,
Developing Insights
The Debriefing:
Deepening, Clarifying,
Understanding Insights
Transfer to Group's
Business Challenges
via Core Question
16. 16
Eric Lynn ● www.cultureQs.com
Accelerating Change
Applications
Leadership
Development
Project Team
Integration
Mobilising
Large Groups
Management
Team Integration
Start-Ups
Personal
Development
Conflict
Resolution
Transforming
Your Organisation
Post-Merger
Integration
International Team
Integration
Shaping your
Working Culture
Diversity
Initiatives
Interactive Keynotes
for
Conferences & Events
Intercultural
Training
Collaborative
Innovation
17. 17
Eric Lynn ● www.cultureQs.com
Accelerating Change
In Dialogue, a group of people can explore the individual and collective
presuppositions, ideas, beliefs, and feelings that subtly control their interactions.
(David Bohm)
It is a collective observation. It is an arena for collective learning.
It is a space, an opportunity for a collective form – a culture – to emerge.
Dialogic Conversations
Uncovering Hidden Potential
Understanding Human Relationship
Appreciative Inquiry is the cooperative search for the best in people, their
organisations, and the world around them. It involves a systematic discovery into
what gives a system "life" when it is most effective and capable in economic,
ecological, and human terms. (David Cooperrider & Diana Whitney)
Relationship is a process of self-revelation, and without knowing oneself, the
ways of one's own mind and heart, merely to establish an outward order, a
system, has very little meaning. So what is important is to understand oneself in
relationship with one another. (J. Krishnamurti)
Enabling the Emergence of Collaboration that
Enables Organisations to Thrive in Change
18. 18
Eric Lynn ● www.cultureQs.com
Accelerating Change
Eric Lynn
Berlin, Germany
eric@cultureQs.com
Tel: +49 176 67889006
Twitter: @cultureQs
How can we support you?
Let's open a generative conversation …