The document discusses leadership concepts like the differences between management and leadership, systems thinking, and citizenship as a key value of leadership. It provides an overview of systems thinking tools like causal loop diagrams and reinforcing and balancing loops. The document also examines systems archetypes and provides examples of corruption and poverty as a system.
The document outlines the agenda for Day 1 of a leadership development program. The agenda includes sessions on leadership, social change, root cause analysis, citizenship, collaboration, and a JFK speech. It introduces the facilitators and expectations of participation, note-taking, thinking, and personal investment. There is a brainstorming session on leadership and social change. The document discusses current thinking on leadership, the vision and model for the program, and differences between management and leadership. [END SUMMARY]
This document discusses how some organizations build and maintain intrapreneurial and innovative capabilities over the long run. It presents case studies of 4 companies and analyzes how they institutionalized an entrepreneurial orientation through founding myths, repeated negotiations, leadership, and transmitting their culture to maintain innovative capabilities. A theoretical framework is proposed showing how entrepreneurship can become institutionalized through symbolic actions, socially accepted proofs, and categorization of experiences to cultivate these capabilities over time.
This document discusses regenerative organizations and leadership. It begins by contrasting linear models of operation with integrated systems approaches. It then presents a framework for regenerative leadership with 4 quadrants focusing on individual and collective behaviors and mindsets. The final sections discuss other frameworks for sustainability and the principles of sustainability put forth by the Brundtland Commission.
This document recaps discussions from Day 1 and Day 2 of an interactive leadership session. It discusses various concepts around trust, systems thinking, leadership, and commitment. The key points are:
1) Trust is built through consistent actions that align with one's values over time. Systems thinking looks at interrelationships rather than isolated parts. Leadership involves working on improving systems, not just within them.
2) Adaptive leadership requires identifying value mismatches and implementing changes to reduce discrepancies. It also involves collaboration, adapting one's own behavior, and facing incongruences head-on.
3) Commitment refers to a strong passion that stems from intrinsic motivation and congruence between actions and beliefs. It requires reflection
Transforming Businesses to Perform in the 21st CenturySandeep Gupta
1) The document discusses transforming businesses to perform effectively in the 21st century by shifting to a more conscious business model that incorporates spiritual wisdom and mindfulness.
2) It contrasts the 20th century unconscious business model, which excluded consciousness and treated employees as passive jobs holders, with the proposed 21st century conscious business model that includes consciousness and treats employees as active participants.
3) The transformation requires changing underlying thinking to appreciate new paradigms, and providing a comprehensive approach enabling organizations and members to thrive through inclusive, flexible, transparent, and socially equitable systems focused on sustainability.
Mdp 511 2012 organizations in development - session 1ANDREA_BEAR
The snail moves slowly through a wet night in the grass, leaving a bright trail behind. The narrator does not know what motivates the snail or what its emotions may be. If the narrator were to later see the thin broken white line across the ground left by the snail, they would never have imagined the slow and deliberate progress it took to create that trail.
Regenerative organizations aim to:
1) Grow prosperity, celebrate community, and enhance health for all species over time.
2) Focus on changing consciousness to drive truly regenerative change through radical redesign.
3) Use a regenerative capacity index and strategic planning tools to help clients build regenerative capabilities and transition to regeneration.
The document discusses how teams can be powerful by working together toward a common goal through a "social contract". It explains that teams are necessary for project work that requires collaboration. High-performing teams go through stages of forming, storming, norming, and performing. The social contract is based on relationships and involves issues like conflict, dynamics, emotion, status, inclusion and control. People are both what makes teams powerful but also what can cause problems, as people do not always act rationally. Understanding personality types, temperaments, ego resilience and emotional intelligence can help motivate interdependent collaboration on teams.
The document outlines the agenda for Day 1 of a leadership development program. The agenda includes sessions on leadership, social change, root cause analysis, citizenship, collaboration, and a JFK speech. It introduces the facilitators and expectations of participation, note-taking, thinking, and personal investment. There is a brainstorming session on leadership and social change. The document discusses current thinking on leadership, the vision and model for the program, and differences between management and leadership. [END SUMMARY]
This document discusses how some organizations build and maintain intrapreneurial and innovative capabilities over the long run. It presents case studies of 4 companies and analyzes how they institutionalized an entrepreneurial orientation through founding myths, repeated negotiations, leadership, and transmitting their culture to maintain innovative capabilities. A theoretical framework is proposed showing how entrepreneurship can become institutionalized through symbolic actions, socially accepted proofs, and categorization of experiences to cultivate these capabilities over time.
This document discusses regenerative organizations and leadership. It begins by contrasting linear models of operation with integrated systems approaches. It then presents a framework for regenerative leadership with 4 quadrants focusing on individual and collective behaviors and mindsets. The final sections discuss other frameworks for sustainability and the principles of sustainability put forth by the Brundtland Commission.
This document recaps discussions from Day 1 and Day 2 of an interactive leadership session. It discusses various concepts around trust, systems thinking, leadership, and commitment. The key points are:
1) Trust is built through consistent actions that align with one's values over time. Systems thinking looks at interrelationships rather than isolated parts. Leadership involves working on improving systems, not just within them.
2) Adaptive leadership requires identifying value mismatches and implementing changes to reduce discrepancies. It also involves collaboration, adapting one's own behavior, and facing incongruences head-on.
3) Commitment refers to a strong passion that stems from intrinsic motivation and congruence between actions and beliefs. It requires reflection
Transforming Businesses to Perform in the 21st CenturySandeep Gupta
1) The document discusses transforming businesses to perform effectively in the 21st century by shifting to a more conscious business model that incorporates spiritual wisdom and mindfulness.
2) It contrasts the 20th century unconscious business model, which excluded consciousness and treated employees as passive jobs holders, with the proposed 21st century conscious business model that includes consciousness and treats employees as active participants.
3) The transformation requires changing underlying thinking to appreciate new paradigms, and providing a comprehensive approach enabling organizations and members to thrive through inclusive, flexible, transparent, and socially equitable systems focused on sustainability.
Mdp 511 2012 organizations in development - session 1ANDREA_BEAR
The snail moves slowly through a wet night in the grass, leaving a bright trail behind. The narrator does not know what motivates the snail or what its emotions may be. If the narrator were to later see the thin broken white line across the ground left by the snail, they would never have imagined the slow and deliberate progress it took to create that trail.
Regenerative organizations aim to:
1) Grow prosperity, celebrate community, and enhance health for all species over time.
2) Focus on changing consciousness to drive truly regenerative change through radical redesign.
3) Use a regenerative capacity index and strategic planning tools to help clients build regenerative capabilities and transition to regeneration.
The document discusses how teams can be powerful by working together toward a common goal through a "social contract". It explains that teams are necessary for project work that requires collaboration. High-performing teams go through stages of forming, storming, norming, and performing. The social contract is based on relationships and involves issues like conflict, dynamics, emotion, status, inclusion and control. People are both what makes teams powerful but also what can cause problems, as people do not always act rationally. Understanding personality types, temperaments, ego resilience and emotional intelligence can help motivate interdependent collaboration on teams.
Successful leadership requires a balance of several factors. In 2005, James Haner & David Williams developed the Behaviors, Competencies & Responsibilities approach to leadership. In this first in a series of 3 White Papers, the focus is on Behaviors.
Access the remaining 2 Papers as well as 40 more White Papers & Podcasts on various Management & IT topics here - http://www.learningtree.ca/info/white-papers.htm
This document discusses several psychological factors important for sports leadership and team dynamics, including:
1) The Ringelmann effect shows that individual effort decreases as group size increases, so leaders must reduce social loafing.
2) Developing team cohesion through shared goals, communication, and valuing all members is important for success.
3) Teams go through stages of forming, storming, norming, and performing as relationships and roles develop over time. Maintaining cohesion is key to overcoming conflicts that arise in the storming stage.
This document discusses integral managerial leadership. It presents four perspectives of management: individual interiors, individual behaviors, shared culture, and shared systems. Each perspective brings strengths and limitations. The document advocates balancing multiple leadership styles and emphasizes that there is no single "right" style of leadership. It also presents levels of managerial leadership agility and discusses the importance of managing according to shared values and expectations.
The document discusses different conceptual frameworks for understanding community development, including community organizing, community building, and community development. It notes that the terms are often used interchangeably but refer to different concepts with different assumptions. Community organizing focuses on localized control and bringing underrepresented groups into decision-making, while community building seeks to develop relationships and address problems through internal assets. Community development typically involves external experts identifying and addressing problems.
The document then maps the housing department's current community efforts, finding they primarily fall under community development. It suggests incorporating more elements of community building and organizing for programs to be successful. A new framework called "community dynamics" is proposed that assesses inclusivity, commitment and consensus at different levels from community organizing
The document discusses the importance of emotional intelligence (EI) in the workplace. It argues that EI is now as important as technical skills and IQ for success. EI involves self-awareness, self-management, social awareness, and relationship management. Research shows that EI accounts for a significant portion of excellent performance for leaders and professionals. It is linked to better decision-making, sales outcomes, profits, and organizational performance. Developing EI competencies can be focused on areas for improvement and helps individuals and organizations achieve their goals.
The document discusses the importance of emotional intelligence (EI) in the workplace. It argues that EI is now as important as technical skills and IQ for success. EI involves self-awareness, self-management, social awareness, and relationship management. Research shows that EI accounts for a significant portion of excellent performance for leaders and professionals. It is linked to better decision-making, sales outcomes, profits, and organizational performance. Developing EI competencies can be focused on areas for improvement and helps individuals and organizations achieve their goals.
1) Evolutionary co-leadership is proposed as a new stage of leadership that balances individual creativity and collective wisdom. It involves flexible, rotating leadership among partners focused on the common good.
2) Evolutionary co-leadership consciously integrates reflection and action, intuition and logic, and other dualities. Co-leaders regard each other as co-creative partners, feel no need to stand out individually, and tap into collective wisdom.
3) Developing evolutionary co-leadership involves personal practices, interpersonal relationship-building, and systemic-level work spanning individual, group, organizational, societal, and global domains. Experiments in evolutionary co-leadership can help address today's complex
This document defines and classifies groups and discusses factors that influence group behavior. It begins by defining a group as two or more individuals interacting and interdependent who have come together to achieve objectives. It then classifies groups into formal, informal, command, task, interest, and friendship groups. Next, it discusses reasons people join groups such as security, status, and goal achievement. The document goes on to describe models of group development including forming, storming, norming, performing, and adjourning stages. It also discusses group structure, focusing on roles, norms, status, size, composition, and cohesiveness. The document concludes by covering group tasks such as decision-making and techniques including interacting groups, brainstorm
Review of vicious and virtuous circles in the management of knowledge: The ca...Aravind Sesagiri Raamkumar
Presentation on the scholarly paper "Vicious and virtuous circles in the management of knowledge: The case of Infosys Technologies" made during KM technologies course. Original credits to Raghu Garud, Arun Kumaraswamy and MIS Quarterly
Using Japan's culture as an example, the document explores how cultural mindsets can affect group work. It discusses several key aspects of Japanese culture that influence team dynamics, such as emphasis on fitting into the group, consensus-based decision making, serving the customer, and developing quality. The document also contrasts "plan-driven" and "waterfall" models with agile principles and practices, noting similarities between Japanese and agile cultures.
Here are the key differences between praise and flattery and tact and deceit:
Praise vs Flattery
- Praise is sincere appreciation for someone's achievements or qualities. Flattery is insincere praise, often used to manipulate the other person.
- Praise encourages and motivates. Flattery is self-serving and can damage trust over time.
Tact vs Deceit
- Tact involves consideration of others to build understanding and avoid conflict. Deceit involves intentionally misleading others through lies or omissions.
- Tact promotes openness and honesty while preserving relationships. Deceit destroys trust and fractures relationships.
- Tact seeks to find common ground and solutions. Deceit manipulates situations and people
MAK MItchell keynote address at Fusion 2012, the NWEA summer conference in Portland, Oregon.
"Finding Ground Truth in Data:
Consensus Rules!"
MAK leads a consensus governance model for 900 principals of public schools and charters co-located on 380 campuses in New York City. In this keynote, she will tell the story of how her powerful learnings from campus consensus work became the source of a unique consensus turnaround model.
After detailing best practice consensus strategies from her governance work with campus principals, she poses the question: Can consensus become a lever for producing achievement results that last? MAK will be offering a workshop session later in the agenda that unpacks the turnaround consensus model in greater detail for those who are interested in implementation.
MAK Mitchell is the Executive Director of School Governance for the New York City Public Schools and President of ARMAK Associates. Previously, MAK served in Washington State as a professor and consultant of organizational change, superintendent and founder of numerous small high schools in Alaska. MAK earned both her master’s and doctoral degrees from the Harvard Graduate School of Education, and is a founding member of the Society for Organizational Learning.
Harvard: Integration of Social Responsibility in Financial Communities: Harva...DinarStandard
This is a summary presentation of a paper paper presented at the Harvard Islamic Finance Forum March 2010. The paper discusses how Islamic Finance has an opportunity to contextualize integration of social responsibility with its own unique approach--enabling significant positive social impact. The discussion points are inspired by the results of an extensive survey on Corporate Social Responsibility at Islamic Financial Institutions (IFIs) carried out by Dinar Standard and Dar Al Istithmar with the support of the Accounting and Auditing Organisation for Islamic Financial Institutions (AAOIFI). The paper focuses on Islamic perspective on corporate social responsibility and a framework for the Islamic Finance industry, but also includes assessment of progress made by conventional CSR (Corporate Social Responsibility), Socially Responsible Investing (SRI) and Social Entrepreneurship (SE) initiatives in order to learn from their successes and also to contribute back to global best practices.
The brief guide of the teamwork hitchhikerDaniel Gruia
1) An organization is defined as a group of people acting together to achieve common goals.
2) Organizational culture can be understood through its symbols, heroes, rituals and shared values.
3) Groups and teams develop over time through forming, storming, norming, and performing stages as they become more cohesive and productive.
4) Different roles like plant, coordinator, monitor, and implementer contribute uniquely to team performance according to Belbin's team role theory.
Mdp 511 2012 organizations in development - session 1-2ANDREA_BEAR
The snail pushes through a green night, slowly making its way across the grass and earth. Its movement is described as deliberate and purposeful, though it is unknown what exactly drives its progress. Any traces of its passage would be subtle, like a thin broken trail. Its fury or passion, if any, is slow but persistent. The poem reflects on the snail's mysterious and methodical journey through a nightscape.
Having proposed 'an idea worth sharing' in response to a challenge issued by this year's TED Prize winner-The City 2.0; Group Epignosis is pleased to announce its launch of Project Epignosis.
A version of this PowerPoint presentation was shown at a public briefing and reception detailing the initiative's plan to transform the (global) City 2.0 -- beginning in Roanoke.
You're invited to read, "Transforming the City 2.0 - An Idea Worth Spreading" at:
http://theemergenteconomist.blogspot.com/p/transforming-city-20-idea-worth.html
This document provides an overview of organizational culture and its impact on work behaviors. It discusses how culture comprises underlying beliefs developed through successful responses to past crises. An example of cultural beliefs in one organization is presented, and how those beliefs can lead to schizophrenic, unhelpful behaviors among managers and staff like rudeness, sycophancy, caution. The implications are that it is important to understand the existing culture and positive values around success, trust, empowerment in order to effectively manage people.
Is the future of organisational change evidence based?ebbnflow
This presentation will covers:
- What is wrong with Organisational Change?
- Why do we believe what we believe about Organisational Change
- How can we challenge our beliefs?
- When should we start to change?
This document discusses cultural dimensions and their implications for knowledge sharing in Asia. It explores how factors like collectivism, power distance, and masculinity influence willingness to share knowledge. Additionally, it examines how building trust through social interaction and shared goals can increase knowledge sharing. Finally, it provides recommendations for effective knowledge management, including conducting knowledge audits, creating communities of practice, and establishing a culture that supports networking, collaboration, and knowledge dissemination through information technology tools.
The agenda covers a day of leadership training including recapping previous sessions, a discussion on managing controversy with civility, activities, lectures on collaboration and consciousness of self, lunch, group work, and Q&A. The controversy session objectives are to understand conflict versus controversy and engage in meaningful dialogue. It defines controversy as involving differing opinions without staked positions to draw people together, and civility as respecting others' views. The consciousness of self session aims to help participants achieve self-awareness and understand how it links to leadership. It discusses the importance of introspection and constant learning about one's values, talents, and aspirations.
This document summarizes key points from an interactive leadership development session covering topics like leadership, authority, change, the Kolb model, systems thinking, collaboration, diversity, controversy with civility, and commitment. It discusses how leadership involves working on systems, not just in them. It also emphasizes the importance of congruence within individuals and social systems for adaptive leadership. The session aims to enhance understanding of commitment and its link to leadership.
The document discusses commitment and leadership over 8 sessions. Session 8 focuses on commitment, defining it as a strong passion or desire that comes from intrinsic motivation. Commitment requires self-awareness, reflection, mentorship, and life experiences. It reflects authenticity through congruence between actions, beliefs, and passions. Commitment can be supported by factors like environment and incentives but ultimately comes from within. Both individual and group commitment are important for authentic leadership which balances quality over quantity through focus, balance, and renewal.
Successful leadership requires a balance of several factors. In 2005, James Haner & David Williams developed the Behaviors, Competencies & Responsibilities approach to leadership. In this first in a series of 3 White Papers, the focus is on Behaviors.
Access the remaining 2 Papers as well as 40 more White Papers & Podcasts on various Management & IT topics here - http://www.learningtree.ca/info/white-papers.htm
This document discusses several psychological factors important for sports leadership and team dynamics, including:
1) The Ringelmann effect shows that individual effort decreases as group size increases, so leaders must reduce social loafing.
2) Developing team cohesion through shared goals, communication, and valuing all members is important for success.
3) Teams go through stages of forming, storming, norming, and performing as relationships and roles develop over time. Maintaining cohesion is key to overcoming conflicts that arise in the storming stage.
This document discusses integral managerial leadership. It presents four perspectives of management: individual interiors, individual behaviors, shared culture, and shared systems. Each perspective brings strengths and limitations. The document advocates balancing multiple leadership styles and emphasizes that there is no single "right" style of leadership. It also presents levels of managerial leadership agility and discusses the importance of managing according to shared values and expectations.
The document discusses different conceptual frameworks for understanding community development, including community organizing, community building, and community development. It notes that the terms are often used interchangeably but refer to different concepts with different assumptions. Community organizing focuses on localized control and bringing underrepresented groups into decision-making, while community building seeks to develop relationships and address problems through internal assets. Community development typically involves external experts identifying and addressing problems.
The document then maps the housing department's current community efforts, finding they primarily fall under community development. It suggests incorporating more elements of community building and organizing for programs to be successful. A new framework called "community dynamics" is proposed that assesses inclusivity, commitment and consensus at different levels from community organizing
The document discusses the importance of emotional intelligence (EI) in the workplace. It argues that EI is now as important as technical skills and IQ for success. EI involves self-awareness, self-management, social awareness, and relationship management. Research shows that EI accounts for a significant portion of excellent performance for leaders and professionals. It is linked to better decision-making, sales outcomes, profits, and organizational performance. Developing EI competencies can be focused on areas for improvement and helps individuals and organizations achieve their goals.
The document discusses the importance of emotional intelligence (EI) in the workplace. It argues that EI is now as important as technical skills and IQ for success. EI involves self-awareness, self-management, social awareness, and relationship management. Research shows that EI accounts for a significant portion of excellent performance for leaders and professionals. It is linked to better decision-making, sales outcomes, profits, and organizational performance. Developing EI competencies can be focused on areas for improvement and helps individuals and organizations achieve their goals.
1) Evolutionary co-leadership is proposed as a new stage of leadership that balances individual creativity and collective wisdom. It involves flexible, rotating leadership among partners focused on the common good.
2) Evolutionary co-leadership consciously integrates reflection and action, intuition and logic, and other dualities. Co-leaders regard each other as co-creative partners, feel no need to stand out individually, and tap into collective wisdom.
3) Developing evolutionary co-leadership involves personal practices, interpersonal relationship-building, and systemic-level work spanning individual, group, organizational, societal, and global domains. Experiments in evolutionary co-leadership can help address today's complex
This document defines and classifies groups and discusses factors that influence group behavior. It begins by defining a group as two or more individuals interacting and interdependent who have come together to achieve objectives. It then classifies groups into formal, informal, command, task, interest, and friendship groups. Next, it discusses reasons people join groups such as security, status, and goal achievement. The document goes on to describe models of group development including forming, storming, norming, performing, and adjourning stages. It also discusses group structure, focusing on roles, norms, status, size, composition, and cohesiveness. The document concludes by covering group tasks such as decision-making and techniques including interacting groups, brainstorm
Review of vicious and virtuous circles in the management of knowledge: The ca...Aravind Sesagiri Raamkumar
Presentation on the scholarly paper "Vicious and virtuous circles in the management of knowledge: The case of Infosys Technologies" made during KM technologies course. Original credits to Raghu Garud, Arun Kumaraswamy and MIS Quarterly
Using Japan's culture as an example, the document explores how cultural mindsets can affect group work. It discusses several key aspects of Japanese culture that influence team dynamics, such as emphasis on fitting into the group, consensus-based decision making, serving the customer, and developing quality. The document also contrasts "plan-driven" and "waterfall" models with agile principles and practices, noting similarities between Japanese and agile cultures.
Here are the key differences between praise and flattery and tact and deceit:
Praise vs Flattery
- Praise is sincere appreciation for someone's achievements or qualities. Flattery is insincere praise, often used to manipulate the other person.
- Praise encourages and motivates. Flattery is self-serving and can damage trust over time.
Tact vs Deceit
- Tact involves consideration of others to build understanding and avoid conflict. Deceit involves intentionally misleading others through lies or omissions.
- Tact promotes openness and honesty while preserving relationships. Deceit destroys trust and fractures relationships.
- Tact seeks to find common ground and solutions. Deceit manipulates situations and people
MAK MItchell keynote address at Fusion 2012, the NWEA summer conference in Portland, Oregon.
"Finding Ground Truth in Data:
Consensus Rules!"
MAK leads a consensus governance model for 900 principals of public schools and charters co-located on 380 campuses in New York City. In this keynote, she will tell the story of how her powerful learnings from campus consensus work became the source of a unique consensus turnaround model.
After detailing best practice consensus strategies from her governance work with campus principals, she poses the question: Can consensus become a lever for producing achievement results that last? MAK will be offering a workshop session later in the agenda that unpacks the turnaround consensus model in greater detail for those who are interested in implementation.
MAK Mitchell is the Executive Director of School Governance for the New York City Public Schools and President of ARMAK Associates. Previously, MAK served in Washington State as a professor and consultant of organizational change, superintendent and founder of numerous small high schools in Alaska. MAK earned both her master’s and doctoral degrees from the Harvard Graduate School of Education, and is a founding member of the Society for Organizational Learning.
Harvard: Integration of Social Responsibility in Financial Communities: Harva...DinarStandard
This is a summary presentation of a paper paper presented at the Harvard Islamic Finance Forum March 2010. The paper discusses how Islamic Finance has an opportunity to contextualize integration of social responsibility with its own unique approach--enabling significant positive social impact. The discussion points are inspired by the results of an extensive survey on Corporate Social Responsibility at Islamic Financial Institutions (IFIs) carried out by Dinar Standard and Dar Al Istithmar with the support of the Accounting and Auditing Organisation for Islamic Financial Institutions (AAOIFI). The paper focuses on Islamic perspective on corporate social responsibility and a framework for the Islamic Finance industry, but also includes assessment of progress made by conventional CSR (Corporate Social Responsibility), Socially Responsible Investing (SRI) and Social Entrepreneurship (SE) initiatives in order to learn from their successes and also to contribute back to global best practices.
The brief guide of the teamwork hitchhikerDaniel Gruia
1) An organization is defined as a group of people acting together to achieve common goals.
2) Organizational culture can be understood through its symbols, heroes, rituals and shared values.
3) Groups and teams develop over time through forming, storming, norming, and performing stages as they become more cohesive and productive.
4) Different roles like plant, coordinator, monitor, and implementer contribute uniquely to team performance according to Belbin's team role theory.
Mdp 511 2012 organizations in development - session 1-2ANDREA_BEAR
The snail pushes through a green night, slowly making its way across the grass and earth. Its movement is described as deliberate and purposeful, though it is unknown what exactly drives its progress. Any traces of its passage would be subtle, like a thin broken trail. Its fury or passion, if any, is slow but persistent. The poem reflects on the snail's mysterious and methodical journey through a nightscape.
Having proposed 'an idea worth sharing' in response to a challenge issued by this year's TED Prize winner-The City 2.0; Group Epignosis is pleased to announce its launch of Project Epignosis.
A version of this PowerPoint presentation was shown at a public briefing and reception detailing the initiative's plan to transform the (global) City 2.0 -- beginning in Roanoke.
You're invited to read, "Transforming the City 2.0 - An Idea Worth Spreading" at:
http://theemergenteconomist.blogspot.com/p/transforming-city-20-idea-worth.html
This document provides an overview of organizational culture and its impact on work behaviors. It discusses how culture comprises underlying beliefs developed through successful responses to past crises. An example of cultural beliefs in one organization is presented, and how those beliefs can lead to schizophrenic, unhelpful behaviors among managers and staff like rudeness, sycophancy, caution. The implications are that it is important to understand the existing culture and positive values around success, trust, empowerment in order to effectively manage people.
Is the future of organisational change evidence based?ebbnflow
This presentation will covers:
- What is wrong with Organisational Change?
- Why do we believe what we believe about Organisational Change
- How can we challenge our beliefs?
- When should we start to change?
This document discusses cultural dimensions and their implications for knowledge sharing in Asia. It explores how factors like collectivism, power distance, and masculinity influence willingness to share knowledge. Additionally, it examines how building trust through social interaction and shared goals can increase knowledge sharing. Finally, it provides recommendations for effective knowledge management, including conducting knowledge audits, creating communities of practice, and establishing a culture that supports networking, collaboration, and knowledge dissemination through information technology tools.
The agenda covers a day of leadership training including recapping previous sessions, a discussion on managing controversy with civility, activities, lectures on collaboration and consciousness of self, lunch, group work, and Q&A. The controversy session objectives are to understand conflict versus controversy and engage in meaningful dialogue. It defines controversy as involving differing opinions without staked positions to draw people together, and civility as respecting others' views. The consciousness of self session aims to help participants achieve self-awareness and understand how it links to leadership. It discusses the importance of introspection and constant learning about one's values, talents, and aspirations.
This document summarizes key points from an interactive leadership development session covering topics like leadership, authority, change, the Kolb model, systems thinking, collaboration, diversity, controversy with civility, and commitment. It discusses how leadership involves working on systems, not just in them. It also emphasizes the importance of congruence within individuals and social systems for adaptive leadership. The session aims to enhance understanding of commitment and its link to leadership.
The document discusses commitment and leadership over 8 sessions. Session 8 focuses on commitment, defining it as a strong passion or desire that comes from intrinsic motivation. Commitment requires self-awareness, reflection, mentorship, and life experiences. It reflects authenticity through congruence between actions, beliefs, and passions. Commitment can be supported by factors like environment and incentives but ultimately comes from within. Both individual and group commitment are important for authentic leadership which balances quality over quantity through focus, balance, and renewal.
This document provides an overview of the concept of "consciousness of self", which refers to an awareness of one's own personality traits, values, and strengths. It discusses how consciousness of self is important for leadership as it helps build self-confidence while recognizing limitations. The document also outlines some aspects that influence individual identity, and emphasizes the importance of introspection for developing consciousness of self through reflection and being open to feedback.
The agenda for Day 2 includes:
- Recapping Day 1
- Discussing common purpose and controversy with civility
- Breaks for lunch and dinner
- Sessions on consciousness of self, congruence, and systems thinking
The document outlines the schedule and topics to be covered during the second day of the leadership program. It includes recapping the previous day, exploring concepts like common purpose and managing controversy civilly, and sessions on various leadership competencies. Breaks for meals are also included in the agenda.
This document summarizes the agenda and content for Day 2 of a leadership training program. It includes:
1) A recap of Day 1 topics on leadership concepts and a discussion on technical vs adaptive challenges.
2) The agenda for Day 2 covers collaboration, common purpose, and systems thinking through presentations, activities, and group work.
3) The collaboration session defines collaboration, cooperation, competition, and compromise. It discusses the importance of diversity and prerequisites for effective collaboration.
4) The common purpose session explains its three components: occurring within groups, shared visions/aims/values, and working with others. It also discusses challenges and links to other leadership concepts.
5) The systems thinking
This document discusses the concept of common purpose. It defines common purpose as occurring within groups who strive towards shared goals, and being present in groups' shared visions, aims, and values. It also discusses common purpose's role in working with others. The document provides information on key components of common purpose, challenges in achieving it, and how it relates to concepts like personalized vs socialized vision and consensus. It includes interactive activities for participants to identify and prioritize common purposes within hypothetical groups and scenarios.
This document provides an overview of Session 5 which focuses on controversy with civility. It begins by defining key concepts such as controversy versus conflict, and dialogue versus debate. It explains that controversy allows for consideration of multiple viewpoints before coming to a group decision, while maintaining respect for differing opinions. Worldviews and their influence on perspectives are also discussed. The document then provides guidance on how to work towards controversy with civility through building trust and engaging in meaningful dialogue. It links the topic back to the 6 C's model of collaboration, common purpose, and consciousness of self.
This session focused on collaboration as a key component of social change. It began with a recap of prior sessions on leadership models and social change. The document then defined collaboration as working together toward common goals by sharing responsibility, authority, and accountability. It discussed how collaboration differs from competition, cooperation, and compromise in focusing on achieving common rather than individual goals. The session explored how diversity enhances collaboration and the prerequisites for effective collaboration, including developing trust and clarifying goals. An interactive game was used to demonstrate the importance of trust and collaboration over competitive behaviors.
Social capital and development. There are two views of development: "Big Development" which focuses on transforming systems over the medium run through institutional reform, and "small development" which focuses on compensating for failed systems now by targeting particular groups. Social capital, understood as the norms and networks that enable cooperation, matters for both views. It is important for understanding how communities navigate social, rules-based, and meaning-based transitions during development. Social capital also influences contexts, processes, and adaptive decision-making, which are central to development policy and project implementation.
The document outlines the agenda and content for Day 1 of a leadership development program. The agenda includes sessions on leadership, social change, collaboration, and a brainstorming activity. It introduces the facilitators and emphasizes participation, reading, thinking, and note-taking. It also includes discussions on defining leadership, the role of followers, and current thinking around leadership being socially responsible and collaborative.
This document provides a recap of key concepts from Days 1 and 2 of an interactive leadership session. Some of the main ideas summarized are:
1) Leadership was discussed as an ethical process that is values-based and aims for positive social change, rather than being defined by authority or position.
2) Key values discussed included citizenship, collaboration, finding common purpose, managing controversy with civility, self-awareness, congruence between words and actions, and commitment.
3) Adaptive leadership was discussed as identifying values mismatches and implementing changes to reduce discrepancies between a group's values and reality. Collaboration and adapting one's own behavior were also emphasized.
This document provides a recap of sessions 1 through 5 of a leadership development program (LDP). It covers key topics discussed such as leadership, authority, models of leadership, systems thinking, collaboration, common purpose, and controversy with civility. The sessions explored definitions of leadership, technical vs adaptive challenges, root cause analysis, and social change. Participants learned about a leadership model and how the LDP illustrates transformational leadership. Later sessions focused on collaboration, diversity, common purpose and its components, and how to have constructive discussions around controversial issues through dialogue rather than debate.
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This document discusses the characteristics of world class online communities. It defines a community as a website or part of a website owned by a business that enables interaction between users with a shared interest in a common objective. Social media has become the new normal for communication. While technology plays an important role, community is defined by regular interaction around a common objective and relationships between users. The document outlines criteria for world class communities and characteristics they exhibit such as identifiable business objectives, an emphasis on personal interactions, and leveraging user generated content. It provides recommendations for how to build a world class community by starting small and focusing on engagement, content, and constant evolution.
The document provides information about Lord Baden Powell, the founder of scouting, and the Girl Scouts of America organization. It discusses that:
- Lord Baden Powell was the founder of scouting. He was a decorated soldier, talented artist, actor, and free-thinker born in 1857-1941.
- The Girl Scouts of America organization was founded by Juliette Low in 1912 and was inspired by Lord Baden Powell. It started with 8 girls and has grown to nearly 3 million members across America today.
- The Girl Scouts is a non-profit organization with over 300 local councils and focuses on leadership training, communication skills, teamwork, and offering activities like cooking, camping, and
Vibrant Communities Canada: Measuring Impact Social Finance
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2) Thirteen communities participated as "Vibrant Communities" to build collaborations across sectors including government, business, non-profits and citizens with lived experience.
3) Evaluating the comprehensive initiative's impact proved challenging due to its emergent nature, attribution issues, and differences across sites. Developmental evaluation accommodated these challenges by focusing on communities' evolving theories of change.
URJ Social Media Boot Camp: Art of Being a Networked NonprofitLisa Colton
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The document discusses knowledge management strategies for public health departments. It defines knowledge management as enabling organizations to systematically capture, create, store, share, and apply knowledge to better achieve objectives. Communities of practice are proposed as a way to strengthen capabilities for producing and applying relevant knowledge through direct engagement with stakeholders. Challenges include building trust among participants and ensuring political buy-in and adequate resources for knowledge management activities.
The document provides an agenda and overview for a leadership and administrative dynamics course. It covers topics such as strategic planning, SWOT analysis, logic models, vision and mission statements, ethics, knowledge management, and communities of practice. Key elements of effective vision and mission statements are outlined. Different leadership styles and cultures are discussed. The principles of knowledge and ethics in leadership are also reviewed.
UJA Fed NY Series: The Art of Being a Networked NonprofitLisa Colton
Lisa Colton's presentation on synagogues as networked nonprofits, the first in a 6 part 2011-12 series funded by SYNERGY at UJA Federation of New York.
The document discusses leadership competencies for transforming power and privilege. It outlines knowledge, skills, capacity and will as key competencies. For knowledge, the document emphasizes understanding power and a vision for well-being. For skills, it focuses on systems thinking, social change design, and altering arrangements. For capacity, it highlights developing personal agency and resolve. For will, it discusses engaging with power through purpose and love. The overall goal is to foster equity-driven leadership development.
The document discusses key concepts around social networks and online communities. It provides definitions for social networks and online communities, explaining their differences and strengths. It lists common types of members in social networks, from Creators to Inactive users. Success factors for social networks are identified as Remuneration, Influence, Belonging, and Significance. Examples of social networks like Barack2.0 and WIND are discussed. The document emphasizes connecting with users, engaging them, and communicating consistently and positively.
Art of the Networked Nonprofit: URJ Social Media Boot CampLisa Colton
The document discusses how nonprofits can adopt a networked model to achieve shared goals through collaboration. It notes that millennials prefer transparency, fast-paced and efficient work, and collaboration over traditional hierarchical structures. Nonprofits are encouraged to question assumptions about membership, hiring expertise, and evaluating progress. The networked model emphasizes empowering community members to micro-plan and experiment, and providing support as needed. This represents a shift from traditional fortress-like organizations to more porous and collaborative sponge-like structures. Risks of this cultural change are also addressed.
The major criteria standing in the way of agile adoption or improvement are in the hands of managers, not the teams themselves. But many managers have been trained to think in ways that are a century old.
Agile organisations require a new mode of management and a new style of leadership. This talk discusses why this is and what this new paradigm might be like for your organisation.
The document discusses knowledge management strategies for a public health department. It defines knowledge and knowledge management, and describes how communities of practice can be used to facilitate knowledge sharing and application. Key challenges include engaging the right stakeholders, building trust, allocating adequate resources, and selecting appropriate platforms and activities. Performance indicators that were proposed to evaluate knowledge management activities include the number of community members and interactions, as well as the generation of relevant research outputs.
Citizenship involves active community participation out of a sense of responsibility. It acknowledges interdependence. Community refers to groups with shared traits or circumstances. Social capital comprises social networks and trust that enable cooperation. Bonding occurs within similar groups, while bridging links diverse groups. Citizenship is a core value of leadership as it fosters responsibility and cooperation.
This document summarizes a leadership training session that covered several topics:
1. The session defined leadership as motivating and directing people towards a shared vision of positive transformation. Self-awareness was identified as a keystone of leadership.
2. Activities were used to help participants reflect on their values, aspirations, and what defines an ideal life. Developing self-awareness requires practices like reflection, feedback, and mindfulness.
3. Research shows that mindfulness can physically change the brain and increase testosterone and decrease cortisol. Practicing high-power poses can also impact hormones. This links mind and body.
4. In today's complex world, adaptive leadership is needed to address challenges. Mind
The document outlines an agenda for Day 4 of a leadership program. It includes recapping previous days' content on concepts like leadership, change, collaboration and controversy with civility. The day will also cover activities on root causes, proposed solutions, action lists, and how participants will change. It discusses developing self-awareness through reflection and feedback to achieve congruence between beliefs and actions. Activities are meant to illustrate the importance of commitment and living according to one's values.
This document summarizes the agenda and content for Day 2 of a leadership training program. It includes:
1) A recap of Day 1 topics on leadership concepts and a discussion on technical vs adaptive challenges.
2) The agenda for Day 2 covers collaboration, common purpose, and systems thinking through presentations, activities, and group work.
3) The collaboration session defines collaboration, cooperation, competition, and compromise. It discusses the importance of diversity and prerequisites for effective collaboration.
4) The common purpose session explains its three components: occurring within groups, shared visions/aims/values, and working with others. It also discusses challenges and links to other leadership concepts.
5) The systems thinking
The document summarizes the agenda and content of a leadership development program. Session 1 focused on defining leadership and different leadership styles. It discussed the importance of self-leadership and transforming both leaders and followers. Session 2 covered concepts of citizenship, community, and social change. It emphasized active citizenship through community involvement and addressing root causes of problems rather than superficial solutions. The program used activities, discussions and group work to explore these topics and help participants develop leadership skills.
Here are some key actions one can take to develop consciousness of self:
1. Engage in regular reflection through journaling, meditation, or simply taking time each day to think about your thoughts, feelings, behaviors, strengths and areas for growth.
2. Actively seek feedback from others on how they perceive you, your strengths and weaknesses. Listen without getting defensive, and ask clarifying questions to gain deeper understanding.
3. Complete self-assessments or personality tests to gain additional insights into your traits, values, preferences and tendencies.
4. Set goals focused on developing self-awareness, such as making daily observations about your thoughts and behaviors in different situations.
5. Practice mindfulness techniques like
1. The document discusses the concept of congruence in leadership, which refers to acting in a way that is consistent with one's values and beliefs. It explores how congruence requires self-awareness and the courage to act according to one's principles even when facing opposition.
2. It notes that congruence is important for building trust and credibility as a leader and is harder to achieve when leading groups where not all members share the same values. Adaptive leadership is needed to address incongruence between a group's values and reality.
3. The document examines how congruence relates to other leadership concepts like authentic
This document provides a recap of sessions 1-6 of an interactive leadership development program (LDP). The sessions covered topics such as what is leadership, leadership and authority, systems thinking, the Kolb learning model, and consciousness of self. Session 6 focused on developing consciousness of self through reflection, openness to feedback, and self-assessment. Consciousness of self is important for leadership as it helps individuals understand their identity and values in order to act congruently. It also supports the development of the other Cs like citizenship, collaboration, and controversy with civility. The document uses diagrams, questions, and activities to reinforce the concepts discussed.
The agenda includes welcome speeches, testimonials, an icebreaker activity, a presentation on leadership for social change, and a brainstorming session. The document provides background on the founders and vision of TLN, which is to foster social change through leadership training based on a social change model of leadership development. It outlines expectations for participation in the 8-session program and ends with calling participants to identify opportunities to practice leadership.
This document provides an overview of session 7 on congruence from a leadership development program. The session defines congruence as acting in ways that are consistent with one's values and beliefs. It discusses the importance of congruence for leadership and how it requires constant self-reflection and adjustment. The session also addresses challenges with maintaining congruence in groups and the courage it takes to act congruently, even if it means standing alone. Links are drawn between congruence and other leadership values like authenticity, character, and consciousness of self.
This document recaps sessions 1-3 of a leadership development program and covers session 4 on common purpose. It defines common purpose as having three key components: occurring within groups, presence in shared visions, aims and values, and role in working with others. It discusses how common purpose involves generating a shared vision, aims and values that group members embrace. It also covers challenges like personalizing a vision versus socializing it with a group. The document provides context on how common purpose relates to collaboration, group decision making and challenges in maintaining a group's shared sense of purpose over time.
This document provides information about an upcoming leadership development programme on February 25, 2012. It discusses the initiative started by a group of friends to address a lack of leadership skills in society. The intensive 8-session programme will provide leadership training through experiential learning and lectures. It is based on the assumption that individuals must be active leaders in their professions and communities. The programme aims to foster social change through leadership development and creating a network of leaders who share similar values and aspirations of social change.
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...BBPMedia1
Nathalie zal delen hoe DEI en ESG een fundamentele rol kunnen spelen in je merkstrategie en je de juiste aansluiting kan creëren met je doelgroep. Door middel van voorbeelden en simpele handvatten toont ze hoe dit in jouw organisatie toegepast kan worden.
Starting a business is like embarking on an unpredictable adventure. It’s a journey filled with highs and lows, victories and defeats. But what if I told you that those setbacks and failures could be the very stepping stones that lead you to fortune? Let’s explore how resilience, adaptability, and strategic thinking can transform adversity into opportunity.
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
Discover innovative uses of Revit in urban planning and design, enhancing city landscapes with advanced architectural solutions. Understand how architectural firms are using Revit to transform how processes and outcomes within urban planning and design fields look. They are supplementing work and putting in value through speed and imagination that the architects and planners are placing into composing progressive urban areas that are not only colorful but also pragmatic.
Cover Story - China's Investment Leader - Dr. Alyce SUmsthrill
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
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HR search is critical to a company's success because it ensures the correct people are in place. HR search integrates workforce capabilities with company goals by painstakingly identifying, screening, and employing qualified candidates, supporting innovation, productivity, and growth. Efficient talent acquisition improves teamwork while encouraging collaboration. Also, it reduces turnover, saves money, and ensures consistency. Furthermore, HR search discovers and develops leadership potential, resulting in a strong pipeline of future leaders. Finally, this strategic approach to recruitment enables businesses to respond to market changes, beat competitors, and achieve long-term success.
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
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What follows is a collection of snippets from the podcast. To hear the full interview and more, check out the podcast on all podcast platforms and at www.dsmsports.net
Ellen Burstyn: From Detroit Dreamer to Hollywood Legend | CIO Women MagazineCIOWomenMagazine
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rankings in rapid time despite having health concerns and limited
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BriansClub.cm, a famous platform on the dark web, has become one of the most infamous carding marketplaces, specializing in the sale of stolen credit card data.
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The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...APCO
The Radar reflects input from APCO’s teams located around the world. It distils a host of interconnected events and trends into insights to inform operational and strategic decisions. Issues covered in this edition include:
8. Management Leadership
• Planning, Organizing, • Initiating change
Staffing, Controlling • Creating systems
• Maintaining systems • Innovating
& status quo • Formulating new
• Enforcing rules rules / directions
• Coordinating activities • Energizing people
• Giving instructions • Coaching
• Monitoring & ensuring • Fostering leadership
results 8
9. THE MODEL
Group Values
• Collaboration
• Common
Purpose
• Controversy
with Civility
CHANGE
• Consciousness
of Self • Citizenship
• Congruence
• Commitment
Individual Values 9
Society / Community Values
10. Changed Focus - 1
• From leader to leadership
• From personal traits to process / activity
• From an elitist model to a democratic
model
• From a centralized to a distributed
system
• From an a charismatic individual to a
network of individuals 10
11. Changed Focus - 2
• From a self-serving model to a value-
based process motivated by positive
social change
• From transactional to transformational
leadership
• From exploitation of followers to
mutual respect and creation of leaders
• From money-based transactions to
value-based authentic relationships 11
13. Citizenship
• Citizenship involves
• working to make a difference in the
civic life of our communities
• developing the combination of
knowledge, skills and values and
motivation to make that difference
13
14. Citizenship
• Citizenship means more than
membership; it implies active
engagement of the individual and the
leadership group in an effort to serve
the community.
14
15. Why do we get involved?
• Being involved in a purpose greater
than self
15
16. Social Capital
• An essential component of citizenship
–“networks, norms, and social trust
that facilitate coordination and
cooperation for mutual benefit”
–(Robert Putnam)
16
17. “Bonding” and “Bridging”
Social capital is about the value of
social networks,
bonding similar people and
bridging between diverse people,
with norms of reciprocity.
17
19. THE MODEL
Group Values
• Collaboration
• Common
Purpose
• Controversy
with Civility
CHANGE
• Consciousness
of Self • Citizenship
• Congruence
• Commitment
Individual Values 19
Society / Community Values
21. What is a system?
A system is any group of interacting,
interrelated, or interdependent parts
that form a complex and unified
whole that has a specific purpose
21
22. What is a system?
• A collection of people and/or parts
which interact with each other to
function as a whole
22
23. Feedback
• Systems attempt to maintain stability
through feedback
• Feedback provides information to the
system that lets it know how it is doing
relative to some desired state
23
27. What is Systems Thinking?
• Examining how we create our own
problems
• Seeing the big picture
• Recognizing that structure influences
performance
27
28. Why Systems Thinking?
"Systems thinking is a discipline for
seeing wholes. It is a framework for
seeing interrelationships rather than
things, for seeing patterns of change
rather than static 'snapshots'...."
Peter Senge, The Fifth Discipline
28
29. Systems thinking is a way of seeing
and talking about reality that helps us
better understand and work with
organization and communities to
influence the quality of our lives.
29
30. “The significant problems we face today
cannot be solved at the same level of
thinking at which they were created.”
- Albert Einstein
30
31. Systems Archetypes
• Fixes that Fail / Backfire
• Growth and Underinvestment
• Limits to Success
• Shifting the Burden / Addiction
• Success to the Successful
• Tragedy of the Commons 31
32. Systems Thinking Tools
• Causal Loop Diagrams - to represent
dynamic interrelationships
• Provide a visual representation to
communicate that understanding
• Make explicit one's understanding of a
system structure
32
33. Reinforcing loops compound change
in one direction with even more change
in that direction
Saving Interest
Balance Payments
33
34. Reinforcing Loop
Structure Behavior Over Time
Employee
Supportive
Performance Perf. Behavior
S Level
S
Unsupportive
Supervisor’s
Behavior
Supportive
Behavior Time
34
38. Balancing Loop
Structure Behavior Over Time
Desired S
Discrepancy
Inventory
O Actual Inventory
100 ++
S
Desired Inventory
Actual Inventory 100
Inventory Adjustment 100 - -
S
Time
38
39. Corruption – Poverty Nexus - 1
Party Financing
Reduction of
disposable Political
Higher profits income - victory
POVERTY
Addiction
Crime
Higher sales Payback
Ineffective control on
certain activities
(gambling, credit
buying, narcotics (?)
39
40. Corruption – Poverty Nexus - 2
Less disposable income
POVERTY Easily ‘bought’
Lower salaries / by politicians
pensions
Victory
Dependence
Less public funds
available
Poor service
Waste Payback
Inefficiency /
overstaffing Appointment of
‘wrong’ people
40
41. Action Time Way of Questions to Ask
Mode Orientation Perceiving
Witness What's the fastest
Events React! Present
event way to react?
Measure
What trends
or track
Patterns Adapt! patterns of
seem to be
recurring?
events
What structures
Create Systems are in place
Structure Change! Future
Thinking causing these
patterns? 41
44. JOHN F. KENNEDY
INAUGURAL ADDRESS
1961
• Note instances of / references to:
–Leadership
–Citizenship
• What elements of the speech would
YOU use in the local context?
44
45. JFK SPEECH (1/2)
• from this time and place
• to a new generation of Americans
• we shall pay any price
• Divided there is little we can do
• …help them help
themselves…because it is right
• civility is not a sign of weakness
45
46. JFK SPEECH (2/2)
• explore what problems unite us
• All this will not be finished in the first
one hundred days…But let us begin
• Will you join in that historic effort?
• I do not shrink from this responsibility, I
welcome it.
• ask of us here the same high standards
of strength and sacrifice which we ask
46
of you
47. JFK SPEECH
ask not what your country can do
for you; ask what you can do for
your country
47
50. OBJECTIVES OF SESSION 3
By the end of this session participants will be
able to demonstrate a clear understanding of
the following concepts as they apply to
leadership in the Social Change Model (SCM)
– Collaboration
– Competition, Cooperation, Compromise
– Effectiveness of Diversity
– Pre-requisites for effective collaboration
– Link with other C’s
50
53. COLLABORATION
Collaboration – The social change
model defines collaboration as:
• “working together toward common
goals
• by sharing responsibility, authority,
and accountability in achieving
these goals.”
53
54. COLLABORATION
Not to be confused with…
• Competition
– Work hard to do better than others
• Co-operation
– helps each party to achieve its own
individual goals, not common goals
• Compromise
– involves a party losing something in
order to accomplish goals 54
55. COLLABORATION
Is about…
• Common Aims, Vision
• Sharing Responsibility,
Commitment
• Focusing on Talents, Synergy
…in order to DO something! 55
56. DIVERSITY
Diversity is an essential part of
collaboration and
• multiplies group effectiveness
• by taking advantage of multiple
talents and points of view
• to generate innovative ideas and
solutions.
56
57. DIVERSITY
• Individuals of diverse backgrounds
bring unique values, learning
styles, opinions and attitudes to
a group.
• Although challenges may arise, the
benefits outweigh them
significantly.
57
58. MAKING IT WORK
• Personal Work
–understanding one’s own values
and beliefs as well as developing
Consciousness of Self
58
59. MAKING IT WORK
• Building Trust
– informal exploring (getting to know other
people’s values and backgrounds),
– sharing ownership (members must take
control of the leadership process),
– celebrating success (helps promote
energy and renewal),
– creating powerful, shared experiences to
bolster group goals 59
60. MAKING IT WORK
• Communicating
–Listening
–Paying attention to what others
have to say
–Communicating Early and
Clearly
–Using Observations
60
61. COLLABORATION and
CITIZENSHIP
• Our destinies are Inter-related
• We are ALL Responsible
• We belong to many Communities
• Social Capital
• Bonding and Bridging
61
62. COLLABORATION and
ADAPTIVE Leadership
• Collaboration on Technical Issues
• Collaboration on Adaptive Issues
• Adapt your own behaviour
• ‘Victims’ have to adapt too
• Ongoing Communication
• Trust
62