How a learning organization can be posed to tread an extraordinary path akin to mythological endeavors… … thus becoming an Epic Learning Organization: From a redefinition of Personal Mastery, to building such an organization, to strategic planning and storytelling the journey, and to leading the journey --- This is a proposal for a sixth organizational learning discipline. .
The five that Peter Senge identifies are said to be converging to innovate learning organizations. They are:
1. Systems thinking
2. Personal mastery
3. Mental models
4. Building shared vision
5. Team learning
He adds to this recognition that people are agents, able to act upon the structures and systems of which they are a part. All the disciplines are, in this way, ‘concerned with a shift of mind from seeing parts to seeing wholes, from seeing people as helpless reactors to seeing them as active participants in shaping their reality, from reacting to the present to creating the future’ (Senge 1990: 69). It is to the disciplines that we will now turn.
Systems thinking – the cornerstone of the learning organization
A great virtue of Peter Senge’s work is the way in which he puts systems theory to work. The Fifth Discipline provides a good introduction to the basics and uses of such theory – and the way in which it can be brought together with other theoretical devices in order to make sense of organizational questions and issues. Systemic thinking is the conceptual cornerstone (‘The Fifth Discipline’) of his approach.
The five that Peter Senge identifies are said to be converging to innovate learning organizations. They are:
1. Systems thinking
2. Personal mastery
3. Mental models
4. Building shared vision
5. Team learning
He adds to this recognition that people are agents, able to act upon the structures and systems of which they are a part. All the disciplines are, in this way, ‘concerned with a shift of mind from seeing parts to seeing wholes, from seeing people as helpless reactors to seeing them as active participants in shaping their reality, from reacting to the present to creating the future’ (Senge 1990: 69). It is to the disciplines that we will now turn.
Systems thinking – the cornerstone of the learning organization
A great virtue of Peter Senge’s work is the way in which he puts systems theory to work. The Fifth Discipline provides a good introduction to the basics and uses of such theory – and the way in which it can be brought together with other theoretical devices in order to make sense of organizational questions and issues. Systemic thinking is the conceptual cornerstone (‘The Fifth Discipline’) of his approach.
Last parts of a knowledge management course for MBA students. These parts deal with 1) P. Senge's Learning Organization and 2) competitive intelligence
Resilience: how to build resilience in your people and your organizationDelta Partners
"It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is the most adaptable to change."
- Charles Darwin
Those people who are familiar with our work know that we write quite a lot about the pace of change in our global business environment. It is continual, it is unrelenting, and it appears to be accelerating.
We cannot slow the pace of change, so do we give up? Throw our hands up and succumb to the tidal wave of knowledge that we are adrift and rudderless? And if not, what can we do to make our people and our organizations more resilient in the face of this ongoing pressure?
"Resilience: an ability to recover from or adjust easily to misfortune or change."
- Merriam-Webster Dictionary
It turns out that there are definitely steps that a manager can take to influence the resilience of both the organization and the individual.
The goal of this presentation is to provide a starting point for leaders and managers as they seek ways to battle back against the apathy and exhaustion that builds in everyone. It is not the final word in these matters – rather it is best considered a jumping off point for those who are looking for a different way.
So enjoy it, share it, and use it. Just let everyone know where you found it!
Turn a Group Into a Team. About team size, diversity, and more.Shiftup
Discover in this deck our first exclusive webinar for Shiftup Explorers and Facilitators: Turn a Group into a Team (about team size; diversity; and more), hosted by Jurgen Appelo
A presentation on Real Time Team Coaching originally given by Barefoot Coaching Director, Kim Morgan at the 2015 West Midlands Coaching and Mentoring Conference. Offers an introduction to two key theories and practices for Real Time Team Coaching and suggested reading for further learning.
Peter Senge "Fifth Discipline" Book Review - Learning Organization BibleFilipe Pinto
This is the review of Peter Senge's "Fifth Discipline".
Peter Senge's "Fifth Discipline" is a road map for any organization trying to find the passage from the industrial age to the information age.
It is also an amazing introduction to some of the concept of new science such as complexity theory and system's theory in general.
Organizations will only survive in the 21st century if they pair up the perpetual state of change of business, with the perpetual state of learning.
If you prefer the video version, please check the following video on YouTube - http://www.youtube.com/watch?v=oBEWrlsl58Q
M2MSys® is an expert on applying new science (chaos, quantum mechanics, evolution, complexity) to business process management.
P.S. - If you use the material, please make sure that you reference the source. Thanks!
Discover in this deck different models for collaboration and have an expanded toolset for better conversations.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
A Hero's Journey perspective on guiding organizational change and transformation and comparison to traditional change management approaches, including aspects of motivation, emotions, positive focus and alignment with the organization's core ideas and strategy. Extensive use of organizational change journey mapping and narratives in leadership. A proposal for epic servant leadership as the ideal guide for organizational change journeys.
Understanding, Initiating and Managing Change by Catherine AdenleCatherine Adenle
Explore the framework for understanding, initiating and managing change. Change management in organizations can take place when new business processes, changes in organizational structure, change in systems, cultural changes within an enterprise etc., take place. Simply put, change management in organization addresses all aspects of change especially the people side of change management.All you need to know about Change Management is packaged within this presentation.
#changemanagement #managingchange
Last parts of a knowledge management course for MBA students. These parts deal with 1) P. Senge's Learning Organization and 2) competitive intelligence
Resilience: how to build resilience in your people and your organizationDelta Partners
"It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is the most adaptable to change."
- Charles Darwin
Those people who are familiar with our work know that we write quite a lot about the pace of change in our global business environment. It is continual, it is unrelenting, and it appears to be accelerating.
We cannot slow the pace of change, so do we give up? Throw our hands up and succumb to the tidal wave of knowledge that we are adrift and rudderless? And if not, what can we do to make our people and our organizations more resilient in the face of this ongoing pressure?
"Resilience: an ability to recover from or adjust easily to misfortune or change."
- Merriam-Webster Dictionary
It turns out that there are definitely steps that a manager can take to influence the resilience of both the organization and the individual.
The goal of this presentation is to provide a starting point for leaders and managers as they seek ways to battle back against the apathy and exhaustion that builds in everyone. It is not the final word in these matters – rather it is best considered a jumping off point for those who are looking for a different way.
So enjoy it, share it, and use it. Just let everyone know where you found it!
Turn a Group Into a Team. About team size, diversity, and more.Shiftup
Discover in this deck our first exclusive webinar for Shiftup Explorers and Facilitators: Turn a Group into a Team (about team size; diversity; and more), hosted by Jurgen Appelo
A presentation on Real Time Team Coaching originally given by Barefoot Coaching Director, Kim Morgan at the 2015 West Midlands Coaching and Mentoring Conference. Offers an introduction to two key theories and practices for Real Time Team Coaching and suggested reading for further learning.
Peter Senge "Fifth Discipline" Book Review - Learning Organization BibleFilipe Pinto
This is the review of Peter Senge's "Fifth Discipline".
Peter Senge's "Fifth Discipline" is a road map for any organization trying to find the passage from the industrial age to the information age.
It is also an amazing introduction to some of the concept of new science such as complexity theory and system's theory in general.
Organizations will only survive in the 21st century if they pair up the perpetual state of change of business, with the perpetual state of learning.
If you prefer the video version, please check the following video on YouTube - http://www.youtube.com/watch?v=oBEWrlsl58Q
M2MSys® is an expert on applying new science (chaos, quantum mechanics, evolution, complexity) to business process management.
P.S. - If you use the material, please make sure that you reference the source. Thanks!
Discover in this deck different models for collaboration and have an expanded toolset for better conversations.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
A Hero's Journey perspective on guiding organizational change and transformation and comparison to traditional change management approaches, including aspects of motivation, emotions, positive focus and alignment with the organization's core ideas and strategy. Extensive use of organizational change journey mapping and narratives in leadership. A proposal for epic servant leadership as the ideal guide for organizational change journeys.
Understanding, Initiating and Managing Change by Catherine AdenleCatherine Adenle
Explore the framework for understanding, initiating and managing change. Change management in organizations can take place when new business processes, changes in organizational structure, change in systems, cultural changes within an enterprise etc., take place. Simply put, change management in organization addresses all aspects of change especially the people side of change management.All you need to know about Change Management is packaged within this presentation.
#changemanagement #managingchange
20 Rules of Change Management in Organizations by Catherine AdenleCatherine Adenle
20 Rules of Change Management in Organizations.
When implementing change, no two organizations are the same, nor is there a ’one-size-fits-all’ approach because each organisation is different in structure, size, vision, culture, business needs and most all, each change management is different. However, despite the range of approaches to change management, there are common guidelines for delivering a successful change. The content of this presentation is intended as a tool to facilitate best practice of change management, thereby guide the actions that will result to successful change.
The journey of strategy is a quest that goes from crafting & implementing strategies to learning from those experiences.
Crafting strategy consists of being in a state of being that is future focused that includes visualizing and imagining- and simultaneously realistic and cautious planning and advancing readiness to change course under alternate scenarios. Implementing Strategy, in turn is a people oriented endeavor that focuses on guiding the organizational transformation process required including culture change. Organizational Learning is a process that reaches progressively deeper levels of enquiry going from 1st loop learning –enhancing effectiveness & efficiency-, to 2nd loop –vetting the validity of theories & assumptions-, and on to higher levels of enquiry –scrutinizing paradigms, values & purpose.
Attaining the visionary objectives is not really the end… Going through the transformations and learning that made that possible and using such achievements to contribute for the betterment of society is the real destination. The journey of strategy is the organization’s destination.
Evolving the u.s. criminal justice system a dynamic transformative scenario...Arturo J. Bencosme, PhD
Systems Thinking and Transformative Scenario Planning come together to provide a dialog container for the pugnacious situation involving two paradigms: Human Potential and Crime & Punishment. The systems map offered serves as a foundation for developing four key scenarios and plausible strategies to materialize the most desirable one.
Insights on visionary strategic planning for Non Profit / Non Governmental Or...Arturo J. Bencosme, PhD
Visionary, Balanced Score-Based Strategic Planning for Nonprofit / Nongovernmental Organizations and Government Agencies is a relatively new area of study in comparison to the same approach to the for-profit sector. While appearing complex on first sight, this approach to planning is effective, articulate and engaging. Insights relative to the specifics on the non profit / non governmental organizations and Government Agencies are clarified and examples are provided.
AWS re:Invent 2016: The AWS Hero’s Journey to Achieving Autonomous, Self-Heal...Amazon Web Services
We are all embarking on a journey in the cloud that can be frightening at times, thrilling at others, but at all times filled with pitfalls and scary monsters that threaten the security of our infrastructure, applications, and data. The ultimate reward for all our hard work is to achieve a state of autonomous, self-healing security within our environment--one that can withstand any threats, whether internal or external. In this session, we walk you through the steps you need to be successful in your journey, just like Ellie Mae and many other enterprises and agencies. Your journey starts with security automation, and from there you will push outside of your security comfort zone, thanks to the gift of enhanced visibility and omniscience. Next we use CloudFormation Templates and custom signatures to move through our next security challenge with speed, and finally, we build auto-remediation into our security strategy with AWS Lambda workflows that enable the system to self-correct when misconfigurations occur. This fast-paced session will be filled code, best practices to help you in your quest, and even a few surprises about the ultimate destination of your journey. Session sponsored by Evident.io.
AWS Competency Partner
The challenge of many conferences today is that they are like local, indigenous populations using their native tongue trying to talk to foreign immigrants. The traditional conference experience is out of touch, disconnected and using an outdated model. It fails to connect with today’s generations.
Well, it’s time your conference went EPIC!
Today’s culture wants EPIC communications and experiences. For today’s conferences to succeed, they must step outside of traditional thinking. They have to create new models and experiences that use a four-step EPIC transformational process.
After attending this session, the participant will be able to:
1. Identify the four-step EPIC model for conferences and events.
2. Discuss how conferences can create experiential events.
3. List ways to make conferences more participatory that increase learning and retention.
Complete Business Frameworks Toolkit - Strategy, Marketing, Operations, Consu...Flevy.com Best Practices
Download this primer now from slideshare.
Full version here:
https://flevy.com/browse/business-document/complete-consulting-frameworks-toolkit-644
This is a very comprehensive document with over 350+ slides--covering 51 common management consulting frameworks and methodologies (listed below in alphabetical order). A detailed summary is provided for each business framework. The frameworks in this deck span across Corporate Strategy, Sales, Marketing, Operations, Organization, Change Management, and Finance.
These frameworks and templates are the same used by top tier consulting firms. With this comprehensive document in your back pocket, you can find a way to address just about any problem that can arise in your organization.
The level of detail varies by framework, depending on the nature of the management model. Examples, templates, and case studies are provided.
FULL LIST OF MANAGEMENT CONSULTING FRAMEWORKS & METHODOLOGIES:
1. ABC Analysis
2. Adoption Cycle ( Consumer Adoption Curve)
3. Ansoff Market Strategies
4. Balanced Scorecard
5. BCG Growth-Share Matrix
6. Benchmarking
7. Blue Ocean Strategy
8. Break-even Analysis
9. Business Unit Profitability
10. Economics of Scale
11. Environmental Analysis
12. Experience Curve
13. Cluster Analysis
14. Company & Competitor Analysis
15. Consumer Decision Journey ( McKinsey Consumer Decision Journey)
16. Core Competence Analysis
17. Cost Structure Analysis
18. Customer Experience
19. Customer Satisfaction Analysis
20. Customer Value Proposition
21. Fiaccabrino Selection Process
22. Financial Ratios Analysis
23. Gap Analysis
24. Industry Attractiveness & Business Strength Assessment
25. Key Purchase Criteria
26. Key Success Factors (KSF)
27. Market Sizing & Share
28. McKinsey 7-S
29. Net Present Value
30. PEST Analysis
31. Porter Competition Strategies
32. Porter's Five Forces
33. Portfolio Strategies
34. Price Elasticity
35. Product Life Cycle
36. Product Substitution
37. Relative Cost Positioning
38. Rogers' Five Factors
39. Scenario Techniques
40. Scoring Models
41. Segment Attractiveness
42. Segmentation & Targeting
43. Six Thinking Hats
44. Stakeholder Analysis
45. Strengths & Weaknesses Analysis
46. Structure-Conduct-Performance (SCP)
47. SWOT Analysis
48. SWOT Strategies
49. Treacy / Wiersema Market Positioning
50. Value Chain Analysis
51. Venkat Matrix
Workplace Change and Transition by Catherine AdenleCatherine Adenle
Is your company currently undergoing major changes that will affect you or the staff in your organization? These changes are probably in response to the evolving needs of customers. They are made possible because of the change in economy, telecommunications and digital technology. And you can expect that they will result in significant reorganisation, improvements and profitability--all will result in success that all employees will share in future but navigating the change curve for you and others will be challenging. This presentation will provide tools and resources to help you cope with the change.
Like double edged swords, blind dates, and nuclear power plants, either a PowerPoint presentation can go really well and make you look totally awesome or it can completely suck and be the scourge of your existence. If you’re a savvy panda you’re no doubt aware that there are certain flaws in presentation design which can wreck an otherwise perfectly good slide presentation.
In case you’re well-versed in the do’s of presentation design but need some reinforcement about the don’ts to make sure you don’t screw up an otherwise perfect presentation, here are FIVE PRESENTATION DESIGN TIPS to remember the next time you create a presentation.
Motivational interviewing scaffolded offender's journey - a.j.bencosmeArturo J. Bencosme, PhD
Motivational Interviewing is a well known counseling vehicle. It frequently connected to the stages of change. Nevertheless, its scope and impact becomes expanded if connected to the subjective experience of the person receiving counsel as portrayed through the hero's journey. The case illustrated here is that of using MI to help offenders rehabilitate and reenter society.
For the Returning Citizen, adopting a heroic, transformational script for the reentry journey:creates a space for working at a deep psychological level, that of the archetypal world of the hero; brings about essential existential meaning keys;
establishes a significant and far reaching connection with constructing societal well being; and,
and offers a portal into becoming the hero in his or her own life.
From Victim of Domestic Violence to Thriver in Society – The Heroic JourneyArturo J. Bencosme, PhD
A most effective way to move from being a victim of domestic violence to a person that thrives in society is through embodying a personal myth, one that describes a personal heroic journey. This presentation describes a coaching approach to support victims of domestic violence to achieve such a journey.
Going beyond and above retirement through reinventing self by making the leap into a hero's journey for oneself involving deep introspection, self-transformation and commitment to be of service.
Ignatian Pedagogical Paradigm: an scaffold to the learner´s journey a.j.ben...Arturo J. Bencosme, PhD
The Ignatian Pedagogical Paradigm (IPP) is a method for adult education utilized by the Jesuits for some 500 years to develop critical thinking. They also intend to form influential individuals. Here the IPP is connected to the learner's journey using Campbell's Hero's Journey archetype to attain both objectives: To prepare Critically thinking, influential individuals.
How Highly Resilient People Survive to Thrive Faisal Hoque
Resilience is the universal human capacity to face, overcome, and even be strengthened by experiences of adversity - bending like bamboo instead of breaking. How we cultivate our inner focus is by taking steps on our personal journey with resilience. This is the focus of this presentation.
Structural racism in schools creates harm for students of color—especially black and brown young men. Their resistance is read as “behavior problems;” they are labeled “angry,” “defiant” or “under-achieving.” Efforts both to discipline and support these young people focus interventions on individuals (e.g. suspension, anger management classes). Scant attention is paid to the ways that adult school staff participate in structural racism and harm the young people we pledge to serve. This workshop highlights one effort to enlist teachers in the struggle to transform our schools to more effectively love, teach and reach our students of color.
Mindset updated edition changing the way you think to fulfil your potential...EricWalter24
Dweck explains why it's not just our abilities and talent that bring us success-but whether we approach them with a fixed or growth mindset. She makes clear why praising intelligence and ability doesn't foster self-esteem and lead to accomplishment, but may actually jeopardize success. With the right mindset, we can motivate our kids and help them to raise their grades, as well as reach our own goals-personal and professional. Dweck reveals what all great parents, teachers, CEOs, and athletes already know: how a simple idea about the brain can create a love of learning and a resilience that is the basis of great accomplishment in every area.
Bonnie Benard discusses the role that schools and communities play in supporting the biological drive for normal human development and triumphing over adversity: resiliency.
Benard works to help schools and communities create supportive environments that nurture adolescents' healthy development and life success. Benard has been a senior program associate at WestEd for twenty-five years.
Over the past fifteen years, she has been promoting resiliency through research and has directly affected national policy through her input to the Office of Safe and Drug Free Schools and to the No Child Left Behind Act.
Modern Database Management 12th Global Edition by Hoffer solution manual.docxssuserf63bd7
https://qidiantiku.com/solution-manual-for-modern-database-management-12th-global-edition-by-hoffer.shtml
name:Solution manual for Modern Database Management 12th Global Edition by Hoffer
Edition:12th Global Edition
author:by Hoffer
ISBN:ISBN 10: 0133544613 / ISBN 13: 9780133544619
type:solution manual
format:word/zip
All chapter include
Focusing on what leading database practitioners say are the most important aspects to database development, Modern Database Management presents sound pedagogy, and topics that are critical for the practical success of database professionals. The 12th Edition further facilitates learning with illustrations that clarify important concepts and new media resources that make some of the more challenging material more engaging. Also included are general updates and expanded material in the areas undergoing rapid change due to improved managerial practices, database design tools and methodologies, and database technology.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
2. Peter Senge’s learning organization paradigm
in “The Fifth Discipline, The Art and Practice of the Learning Organization“
has signified a leap forward in the fields of organizational development and management.
“…organizations where people continually expand their capacity
to create the results they truly desire,
where new and expansive patterns of thinking are nurtured,
where collective aspiration is set free,
and where people are continually learning to see the whole together.”
“…such organizations are better prepared than others
to survive in modern situations of rapid change…”
“…only those organizations that are capable of fast learning will survive and excel.”
Senge suggests cultivating five interdependent disciplines to become a learning organization:
developing personal mastery,
sharing a vision,
managing mental models,
team learning,
systems thinking.
2
A. J. Bencosme, PhD
3. Individuals within a learning organization
might choose collectively to share a commitment to an epic intent:
this organization will then enhance the its learning capabilities
and will be poised to tread an extraordinary path
akin to mythological endeavors…
… thus becoming an
Epic Learning Organization.
3
A. J. Bencosme, PhD
4. The journeys of learning organizations always start at the personal level.
Thus a first step in the direction of capturing
what an epic path entails for a learning organization,
consists of extending the discipline of Personal Mastery
into embodying the Hero’s Journey that is,
making the choice to become the hero in one’s own life.
Peter Senge, The Fifth Discipline
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A. J. Bencosme, PhD
5. A hero is anyone who leaves the world as usual
to go on a journey to an extraordinary world …
… where trials, challenges and fears are overcome to secure a treasure
which is shared with others in the community at the return from the journey.
Adapted from Joseph Campbell,
The Hero with a Thousand Faces
The Hero’s Journey archetype
is a part of the collective unconscious
(universal pattern) suggested by Jungian psychology.
It is a cycle that goes through three parts:
• Departure/Preparation,
• Initiation/Passage/Transformation and,
• Return/Celebration.
5
A. J. Bencosme, PhD
6. … A good life is one hero journey after another.
Over and over again,
you are called into the realm of adventure,
you are called to new horizons.
Each time, there is the same problem: Do I dare?
And then if you do dare, the dangers are there,
and the help also, and the fulfillment or the fiasco.
There is always the possibility of a fiasco.
But there's also the possibility of bliss.
Excerpt from Joseph Campbell,
Pathways to Bliss
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A. J. Bencosme, PhD
7. It can offer guidance allowing to re-frame one’s life path
into an epic perspective:
see where one is currently,
where one has come from, where one is headed,
what challenges and rewards are involved,
and the meaning of it all.
Such a construct can be used to understand further one’s personal becoming,
much as navigational devices help in comprehending the route being followed
when traveling across the oceans.
7
A. J. Bencosme, PhD
8. Each of the three parts of the hero’s journey
pattern might encompass several stages:
Campbell suggested 17 possible stages in
“The Hero with a Thousand Faces”.
The stages might be different
for each individual, culture and time:
the overall pattern is what matters.
An illustrative 8 stage pattern
will be used here.
8
A. J. Bencosme, PhD
9. CALL TO ADVENTURE
Awakening, Awareness,
Envisioning, and Readiness.
ABYSS – SUPREME CHALLENGE
Death & Rebirth. Acknowledging that
what most frightens us is our inner light.
CLAIMING THE TREASURE
Thriving in discovery & fulfillment.
CONVERGENCE WITH THE TRUE SELF:
At-Onement: Acceptance, cooperation,
understanding and enthusiasm.
THE
WORLD AS
USUAL
THE GATE KEEPER: Dealing with fears &
concerns. Re-commitment to the vision.
DEPARTURE: Commitment, guidance,
aides & opponents, challenges to overcome.
ENDURANCE TRIALS: Utilizing everything
to learn, grow & advance.
1st THRESHOLD
Entering the extraordinary world
of healing & transformation.
PREPARING TO RETURN: Owning the journey.
Being grateful. Recovering from inner wounds.
ARRIVAL & CELEBRATION: Master of two worlds.
Sharing the learning, contributing to society.
2nd THRESHOLD
Starting on the Way Back
to the World as Usual.
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A. J. Bencosme, PhD
10. Those who attain a high level of personal mastery, continuously expand:
their capacity to clarify their personal vision,
their ability to source and apply the means to materialize it,
and their understanding of the purpose of their path
as they embody the hero in their own life.
They rely both on intuitive and intellectual learning;
develop a heightened state of mindfulness and become contemplatives in action;
utilize self-enquiry, build on their inner alignment of mind, body & spirit;
and thrive in their awareness of their interconnection with everything and everyone.
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A. J. Bencosme, PhD
11. An organization -as a whole- can too follow the Hero’s Journey.
Doing so consciously will make a transcendental navigational
system available for the members of the entire organization,
inspiriting them to learn about their subjective experiences
involved in treading such an epic path
~ just as in the personal case .~
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A. J. Bencosme, PhD
12. THE
WORLD
AS
USUAL
This is the mental place where things that are known to the
organization dwell, including culture, image, reputation, core skills,
and so forth.
from events such as the awareness of a major challenge,
to a strategic planning process,
to a shift in the organizational culture,
or a disruption in the market
or …
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A. J. Bencosme, PhD
13. • Focusing on the organization’s compass -purpose & values-
while committing to the required transformations.
• Searching for guidance and Identifying probable aides & opponents.
• Resolving & strategizing to overcome the challenges involved:
transforming adversities into possibilities
and making the most of the advantages.
KEY: Know Who We Are.
• Clarifying & and re-confirming the organization’s shared vision
and sense of purpose.
• Dealing with fears & uncertainty, and facing concerns & doubts.
• Figuring how to manage the uncertain future affairs.
KEY: Only those who dream can create realities.
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A. J. Bencosme, PhD
15. • Trusting the power of teams
• Resolving to utilize everything for learning & advancing
collectively.
• Deepening the sense of purpose.
Key: “The event is not important,
the response to the event is everything.”
(From the I Ching)
Acknowledging that:
"Our deepest fear is not that we are inadequate.
Our deepest fear is that we are powerful beyond measure.
It is our light, not our darkness, that most frightens us.”
~ Marianne Williamson
Key: We have being preparing for this all along.
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A. J. Bencosme, PhD
16. • Re-living the journey’s underlying purpose.
• Rejoycing on having attained the goals set forth for the
journey
• Seeing the call to adventure in restropective.
KEY: Thrive in discovery & fulfillment.
• Deepening, strengthening, experiencing and owning
collectively the organization’s alignment with its core
beliefs:.
• Building a shared consciousness of fulfillment,
acknowledging the success.
KEY: Embody the organization´s success.
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A. J. Bencosme, PhD
18. • Striving to utilize the claimed treasure
for improving society and the challenges involved.
• Re-Assessing the journey’s original motives.
• Owning the journey, being grateful
and preparing for pursuing further progress.
KEY: Be intent on thriving in the cycle of giving & receiving.
• Sharing the learning.
• Being free from fear and driven into the future
by a passion for contributing to a better world.
KEY: It is time to celebrate & reciprocate.
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A. J. Bencosme, PhD
19. THE EXPANDED
WORLD AS
USUAL
• The experience of having gone through a
transformational journey results in an expanded
comfort zone that is, a larger “World as Usual” .
• Having mastered the ordinary and the extraordinary
worlds brings an escalated potential for contributing
to society.
• Such a potential prompts the organization
to pursue further journeys
and thus continue creating its epic myth.
19
A. J. Bencosme, PhD
20. THE
WORLD AS
USUAL
CALL TO ADVENTURE
Committing
to the organization’s
shared epic intent. DEPARTURE:
Building-up commitment,
guidance, aides & opponents,
and awareness of challenges ahead.
THE GATE KEEPER:
Dealing with fears & concerns.
Re-commitment to the vision.
ENDURANCE TRIALS:
Utilizing everything
to learn & advance.
ABYSS –SUPREME CHALLENGE
Going beyond survival and into
transcendence.
CLAIMING THE TREASURE
Thriving in discovery & fulfillment.
CONVERGENCE WITH THE TRUE SELF:
Building a shared consciousness
of purposeful alignment.
PREPARING TO RETURN:
Owning the journey,
being grateful & abundant.
ARRIVAL & CELEBRATION:
Letting the passion
for contributing to a better world
drive the organization’s future.
1st THRESHOLD
Entering the extraordinary world
of organizational transformation.
2nd THRESHOLD
Leaving the extraordinary world
of organizational transformation
--- Reconnecting to Society
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21. They do this through learning at a transcendental level:
they cultivate the ability to reframe the organization’s path
into a hero’s journey pattern.
The members of these organizations heed to the call to go on a collective adventure
into a challenging world where they overcome challenges to claim treasures
~ such as developing knowledge, improving efficiency, technology, new goods or services ~
and then purposely bring them in such a way as to benefit society as a whole.
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A. J. Bencosme, PhD
22. PERSONAL
CONSCIOUSNESS
PERSONAL UNCONSCIOUS
CONSCIOUS ORGANIZATION:
THE “WHAT”
ORGANIZATIONAL UNCONSCIOUS: THE “WHY”
Adapted from Corlett & Pearson (2003)
Mapping the Organizational Psyche
Public face / Branding
Center of Consciousness: Potential for Org. Learning
Archetypes & Instincts
Complexes:
Work Processes
Organizational
Shadow
Participation Mystique:
Mutual & Collective Projective Identification
Archetype of Organization:
Drive for Wholeness
Persona / Mask
Ego: Sensing & Discerning
Archetypes & Instincts
Complexes:
Ways of Doing
Personal
Shadow
Archetypical Self:
Drive for Wholeness
Participation Mystique:
Projective Identification with Objects
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23. Mankind’s natural tendency to create organizations is a universal pattern,
the Archetype of Organization which drives for wholeness through synergizing and
balancing its four archetypical life energies: Stability, Learning, People, and Results.
When the organization’s Center of Consciousness (analogous to the personal EGO)
connects with the Archetype of Organization in a quest for wholeness,
organizational learning takes place.
ORGANIZATIONAL
WHOLENESS
Adapted from Corlett & Pearson (2003)
Mapping the Organizational Psyche
Each life energy in the Center of Consciousness
comprises additional archetypes
that offer specific energies:
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24. • Explorer
• Destroyer
• Lover
• Creator
INITIATION / PASSAGE
/ TRANSFORMATION
• Innocent
• Orphan
• Warrior
• Altruist
DEPARTURE /
PREPARATION
A learning organization in pursuit of an epic intent is akin to the person going on a hero’s journey:
the Archetype of Organization (analogous to the individual’s Archetypical Self) strives for wholeness
and transcendence, and aims at materializing a meaningful purpose.
Its additional archetypes can be summoned to function appropriately along the path toward greatness.
The organization effectively becomes an Epic Learning Organization.
• Ruler
• Magician
• Sage
• Jester
RETURN /
CELEBRATION
Adapted from Pearson, C.S. (1991)
Awakening the Heroes Within
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25. • Innocent: To gain loyalty & discernment.
• Orphan: To feel & process pain.
• Warrior: To fight for what really matters.
• Altruist: To give without maiming.
DEPARTURE /
PREPARATION
• Ruler: To energize and be responsible.
• Magician: To align with the cosmos.
• Sage: To attain enlightment.
• Jester: To trust & enjoy becoming.
RETURN /
CELEBRATION
Adapted from Pearson, C.S. (1991)
Awakening the Heroes Within
The Archetype of Organization ‘s life forces become activated accordingly,
and transcendental organizational learning proceeds.
• Explorer: To remain true to the Self.
• Destroyer: To let go of that which does not work.
• Lover: To commit to that which is loved.
• Creator: To self-create & self-accept.
INITIATION / PASSAGE
/ TRANSFORMATION
ORGANIZATIONAL
WHOLENESS
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26. II - Building a shared vision of the organization’s epic path
I - Developing personal mastery to become an everyday hero
V - Systems thinking to understand & leverage the organization’s epic
IV - Team learning to tread an epic path together
III - Managing mental models within a perspective of journeying toward greatness
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27. Foundational elements:
• Developing a community of transcendence, and fostering mindfulness
• Emotional alignment with the organization’s epic path.
Principles:
• The hero’s journey monomyth
• Direct,–unitarian- perception
• Synchronicity / Presencing
• Paths as labyrinths – not mazes.
Practices and methods:
• Contemplative practices done collectively.
• Behaving as fellow travelers and as a team of aides for the journey.
• Managing the organizational climate to harness emotional energy
and attune it to the stage in the journey.
• Organizational epic storytelling to help bring the minds and hearts
together, in one accord.
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28. DEVELOPING
PERSONAL MASTERY
BUILDING
A SHARED VISION
MANAGING
MENTAL MODELS
TEAM
LEARNING
SYSTEMS
THINKING
Develops
capabilities for joining
others in a collective
heroic journey
Provides a
common context
for the individuals’
epic journeys.
Dialog skills for
grasping meaning from
the organization’s epic path.
Builds momentum to
understanding collectively
the organization’s path.
Holographically see
the epic path of
the organization
Builds a transcendental
map for materializing
the shared vision.
Interconnects system
archetypes along the
organization’s path.
Builds understanding to leverage
the structures driving epic patterns.
Epic framing for the
organization’s
path.
Utilizes
the Hero’s Journey
as a source of meaning
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A. J. Bencosme, PhD
29. II
BUILDING
A SHARED VISION
OF THE
ORGANIZATION’S
EPIC PATH
I
DEVELOPING
PERSONAL MASTERY
TO BECOME
AN EVERYDAY HERO
V
SYSTEMS THINKING
TO UNDERSTAND & LEVERAGE
THE ORGANIZATION’S EPIC
IV
TEAM LEARNING
TO FOLLOW
AN EPIC PATH
III
MANAGING
MENTAL MODELS
WITHIN A PERSPECTIVE
OF ACHIEVING GREATNESS
VI
COMMITTING TO
A SHARED EPIC INTENT
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A. J. Bencosme, PhD
30. II
BUILDING
A SHARED VISION
OF THE
ORGANIZATION’S
EPIC PATH
I
DEVELOPING
PERSONAL MASTERY
TO BECOME
AN EVERYDAY HERO
V
SYSTEMS THINKING
TO UNDERSTAND & LEVERAGE
THE ORGANIZATION’S EPIC
IV
TEAM LEARNING
TO FOLLOW
AN EPIC PATH
III
MANAGING
MENTAL MODELS
WITHIN A PERSPECTIVE
OF ACHIEVING GREATNESS
VI
COMMITTING TO
A SHARED
EPIC INTENT
DRIVEN TO BE OF SERVICE
FOR THE HIGHEST GOOD OF ALL CONCERNED
WITHIN & WITHOUT THE ORGANIZATION
EVERY MEMBER OF
THE ORGANIZATION
EMBODIES
A MYTH ABOUT SELF
BOTH PERSONALLY
AND
AT THE WORK PLACE
HOLOGRAPHICALLY
CLARIFY & SHARE
THE ORGANIZATION’S EPIC PATH
VISUALIZING INTERCONNECTIONS
IN THE CONTEXT
OF THE EPIC PATH BEEN FOLLOWED
UNITARIAN
PERCEPTION OF REALITY, &
EMERGING FUTURE PRESENCING
COLLECTIVELY TAP
IINTUITION TO ENRICH THE
DIALOG / DISCUSSION BALANCE
WIDE-SPREAD SENSE OF SHARING A
PURPOSEFUL PATH THAT
ENERGIZES & DIRECTS THE
ORGANIZATION
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31. Activate key organizational development thrusts to enroll
the whole organization in an integrated epic learning processs.
Expand organizational learning disciplines
& epic generative leadership competencies.
Change, obstacles, opportunities and the relationship with society
and the environment are handled within the context of traveling together
on a path toward greatness.
Enrich the organization’s archetypical story
by adding new symbols and new perspectives.
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A. J. Bencosme, PhD
32. II
BUILDING
A SHARED VISION
OF THE
ORGANIZATION’S
EPIC PATH
I
DEVELOPING
PERSONAL MASTERY
TO BECOME
AN EVERYDAY HERO
V
SYSTEMS THINKING
TO UNDERSTAND & LEVERAGE
THE ORGANIZATION’S EPIC
IV
TEAM LEARNING
TO FOLLOW
AN EPIC PATH
III
MANAGING
MENTAL MODELS
WITHIN A PERSPECTIVE
OF ACHIEVING GREATNESS
VI
COMMITTING TO
A SHARED
EPIC INTENT
1.START THE PROCESS :
WE ARE GOING
ON AN EPIC JOURNEY
INSPIRE & STEWARD
ORGANIZATIONAL
TRANSCENDENCE
DEVELOP A MINDSET
OF INTERLOCKING RESPONSIBILITY
RELATIVE TO ADVANCE ON THE SHARED EPIC PATH
FOSTER
ORGANIZATIONAL
MINDFULNESS
ORCHESTRATE A SHARED
UNDERSTANDING
OF THE ORGANIZATION’S PATH
PROMOTE CHANGE READINESS
AND PRO-EPIC ATTITUDES
SECURE ORGANIZATION-WIDE
STRATEGIC READINESS
TO MOVE ALONG THE EPIC PATH
PROMOTE HIGHER LEVEL
LEARNING IN CONNECTION WITH
PURPOSE AND VALUES
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A. J. Bencosme, PhD
33. II
BUILDING
A SHARED VISION
OF THE
ORGANIZATION’S
EPIC PATH
I
DEVELOPING
PERSONAL MASTERY
TO BECOME
AN EVERYDAY HERO
V
SYSTEMS THINKING
TO UNDERSTAND & LEVERAGE
THE ORGANIZATION’S EPIC
IV
TEAM LEARNING
TO FOLLOW
AN EPIC PATH
III
MANAGING
MENTAL MODELS
WITHIN A PERSPECTIVE
OF ACHIEVING GREATNESS
VI
COMMITTING TO
A SHARED
EPIC INTENT
GROUP CONTEMPLATIVENESS
AND HIGHER LEVELS OF LEARNING
COLLECTIVE CAPACITY FOR
PURSUING THE AMBITIONED
FUTURE AND FOR DEVELOPING
AN EPIC CONSCIOUSNESS
INDIVIDUAL LEARNING SKILLS
FOR BECOMING AN EVERYDAY
HERO AT THE WORK PLACE.
ABILITY TO REFRAME
STRATEGIY & ALIGNMENT
INTO THE ORGANIZATION’S EPIC PATH
DEVELOP ORGANIZATIONAL
STRUCTURES AND PROCESSES THAT
SUPPORT LEARNING &
TRANSCENDENCE
SKILLS TO THINK, ANALYZE & DECIDE
CRITICALLY AND SYSTEMICALLY,
AND IN CONNECTION
TO THE HERO’S JOURNEY ARCHETYPE.
DISPOSITION & ABILITY
TO OWN THE EVENTS
AND TO REFRAME THEM
INTO A HERO’S JOURNEY PATTERN
2. DEVELOP THE SKILLS
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A. J. Bencosme, PhD
34. II
BUILDING
A SHARED VISION
OF THE
ORGANIZATION’S
EPIC PATH
I
DEVELOPING
PERSONAL MASTERY
TO BECOME
AN EVERYDAY HERO
V
SYSTEMS THINKING
TO UNDERSTAND & LEVERAGE
THE ORGANIZATION’S EPIC
IV
TEAM LEARNING
TO FOLLOW
AN EPIC PATH
III
MANAGING
MENTAL MODELS
WITHIN A PERSPECTIVE
OF ACHIEVING GREATNESS
VI
COMMITTING TO
A SHARED
EPIC INTENT3.TRAVEL THE EPIC PATH
CONTINUOUS ADVANCEMENT
IN CONTEMPLATIVENESS
& WISDOM.
DEEPLY SET
EPIC ORGANIZATIONAL LEARNING
PARADIGM
OVERALL ALIGNMENT
WITH THE CHOSEN EPIC PATH
SKILLS FOR TURNING OBSTACLES
INTO OPPORTUNITIES
TO MOVE FORWARD COLLECTIVELY
ALONG THE ORGANIZATION’S PATH
DEEP – ROOTED
SENSE OF BELONGING
TO THE ORGANIZATION- WIDE EPIC
EFFORT
UNDERSTANDING THE DYNAMICS
THAT DRIVE PROGRESS
ALONG THE EPIC PATH
AND ABILITY TO UTILIZE SYSTEMS
LEVERAGE TO FURTHER IT
PROFOUND SENSE OF
SHARING
THE ORGANIZATION-WIDE
EPIC EFFORT
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A. J. Bencosme, PhD
35. Acknowledge challenges, successes and failures.
Emphasize the journey.
Reconnect with the organization’s core purpose.
Utilize new archetypical characters as needed to represent events.
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A. J. Bencosme, PhD
36. Collective and personal enquiring are promoted to continuously clarify
the ultimate WHY for the organization thus building a deep sense of shared purpose,
and strengthening the connection to the Archetype of Organization.
Tacit knowledge, symbols and archetypes are surfaced within the context
of the organization’s future path.
Systems thinking is engaged to better understand the organization’s psyche
and the future epic path.
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37. Clarifying the core beliefs and sharing an inspiring visionary narrative.
Describing current reality (SWOT analysis) relative to the vision
and the challenges (SO-WHAT analysis) involved
under several future scenarios.
Developing the strategy: a set of mutually supporting strategic thrusts
plus key enablers and initiatives to overcome such challenges.
Aligning the organization (the meeting of the minds)
for implementing the strategy.
Developing and using a measurement system
to channel feedback to the process.
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A. J. Bencosme, PhD
38. Most traditional planning steps occur in the preparation stages
of the hero’s journey.
The focus is on the WHY that is, the organization’s sense of purpose.
Strategy aims at overcoming the journey’s challenges.
The time frame is seen in terms of the hero’s journey stages.
The vision expands to become a story about the epic journey ahead
stewarding a fellowship of travelers within the organization.
Organizational alignment builds on individual and collective
transformation, and on connecting to the heroic archetypes.
Strategy implementation is about moving intelligently along the path.
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40. Engaging the organization’s main stakeholders.
Undertaking marketing & branding efforts that connect deeply with clients.
Developing work teams and strengthening the organization’s morale.
Visualizing the future of the organization within a coherent time dimension.
Aligning with end results in internal transformational processes
such as reengineering, redesigning, reorganizing and so forth.
Capturing and spreading tacit knowledge within and without the organization.
Exerting leadership based on the meeting of the minds and hearts of all involved.
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A. J. Bencosme, PhD
41. • Framing the organization’s past efforts in overcoming challenges
as a heroic journey brings a heightened understanding of the past,
as exemplified in the hero’s journey-style story of BP’s Refinery at Lima, Ohio
by Ledet, W. (2202), Making the Move Toward a Learning Organization:
A Classic Journey of Change.
• Wahlstrom, T.L. (1999) illustrates the applicability of the hero’s journey
to organizations –with the Coca-Cola company case study -
in Psychological Applications to Management: The Hero’s Journey .
(Dr. of Management dissertation submitted at the Colorado Tech. U.)
PAST
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A. J. Bencosme, PhD
42. • The conscious practice of the six disciplines of the Epic Learning
Organizations can be directed to articulating a script for a narrative
about the future journey(s) to be undertaken.
• Such a forward looking orientation will give an expanded context
to the organization’s change management, strategic planning, leadership,
and other organizational endeavors.
• The organization’s core ideas, especially the vision, will become
ever more engaging as they inform the epic story
of the aspired future of the organization.
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43. The starting point is the organization’s “World as Usual”
described in terms of the S.W.O.T. analysis and challenge clarification.
The organization’s purpose and the aspired visionary objectives
translate into the “Call to Adventure”.
Preparing for the journey includes engaging helpers
and becoming aware of opponents.
Overcoming the challenges, attaining the organization’s objectives
and owning the success occur in the Initiation / Passage / Transformation stages.
The return / celebration stages highlight the fulfillment
of the organization’s purpose in a inspiring description
of the “Expanded World as Usual”: living the organization’s legend.
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A. J. Bencosme, PhD
44. Scenario construction during the strategic planning process
lays the ground for the story: uncertainty and possible futures.
The results from S.W.O.T. analysis and the corresponding
challenges specify the organizational setting in its current
and foreseeable reality.
The readiness required from the organization to succeed
in each scenario constitutes a focal element in the story setting.
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A. J. Bencosme, PhD
45. Such an epic script will help guide the development & maintenance of the organizational energy
appropriate for each stage: emotions in the story bring it to life and generates widespread engagement.
The organization’s story should honor the conscious and unconscious of the organization
striving for meaning, the core drive of the Archetype of Organization.
• Awe
• Appreciation
• Love
• Surprise
INITIATION / PASSAGE
/ TRANSFORMATION
• Trust
• Serenity
• Resolve
• Compassion
DEPARTURE /
PREPARATION
• Enthusiasm
• Celebration
• Gratitude
• Joy
RETURN /
CELEBRATION
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A. J. Bencosme, PhD
46. Hero Main protagonist - The organization itself.
Allies & Villains Helpers & opponents.
Mentors Sources of sense of purpose, values, and other drivers to learn along the journey.
Threshold Guardians Ensurers of organizational readiness to move forward at every stage of the journey.
Heralds Organization intelligence, sources of information & feedback.
Shapeshifters Sources of dazzle, confusion, mistakes and delays
Shadow Dark, repressed side of the organization, weaknesses & limitations.
Tricksters Sources of lightness & enjoyment, and drivers for subduing egotistic behaviors.
(-- Others as Needed --) -----------------
Vogler, C. (2007)
The Writer’s Journey – Mythic Structure for Writers.
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A. J. Bencosme, PhD
47. Enhancing organizational wholeness is a key role for these leaders:
Encouraging the search for meaning in every aspect of the organization’s reality.
Inspiriting all four organizational subsystems
-production, human community, materials and learning-
and connecting them to the corresponding life forces in the archetype of organization
-results, people, stability, learning-.
Managing the creative tension between sub-system opposites
and dwelling in the significance of their role in the organization’s archetypical story.
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A. J. Bencosme, PhD
48. They instill a conscious connection to the Hero’s Journey archetype to set the
organization in movement along an epic path through the practice of the six disciplines
of the epic learning organizations.
They model learning to become a hero in their own lives, relate authentically
to the organization’s epic and propitiate bringing out the heroes within their followers.
They commit to the heroic journey of their organizations,
and engage the minds and the hearts of their followers around it
by empowering them join the organization’s heroic participation mystique.
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A. J. Bencosme, PhD
49. Continuously deepen the connection between the
organization’s legend and its values and purpose.
Develop and steward the organization’s legend,
to support s purposeful organizational culture;
and through the hero’s journey archetypical pattern,
make sense of the organization’s past, present and future.
Transmit the legend through storytelling
and through distributed leadership in all levels of the
organization, impel the self-replication of the legend.
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A. J. Bencosme, PhD
50. Manifest a high level of heroic personal mastery,
with contemplative self-enquire at its core.
Take on the role of “chief learning officer” to bring about
structures appropriate for epic organizational learning.
Impel collaborative learning throughout the organization with
a deep sense of belonging to a traveler fellowship.
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A. J. Bencosme, PhD
51. Promote personal mastery in the members of the organization
including the embodiment of the personal hero’s journey.
Adopt a transformational & servant leadership style
with an emphasis on building community.
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A. J. Bencosme, PhD
52. Will reinforce their personal epic through evoking the drive
to be a part of something greater than self
that exists in every person.
Will feel the thrill to in fulfilling the organization’s purpose
driven by and actively engaged
in the organization’s participation mystique.
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A. J. Bencosme, PhD
53. Epic organizational learning is to organizations
what being the hero in their own lives is to individuals that strive to live a life that matters.
Through focusing on fulfilling a long-term, transcendental purpose,
epic learning organizations can provide a workplace that is also long term oriented.
This contrasts with short term, opportunistic views on employment tenure
that at their best resemble a tour of duty.
Leaders can summon the self awareness, ingenuity, appreciation and heroism necessary
to overcome the complex challenges of today’s world,
such as attaining whole system sustainability,
by making the latter the destination of the organization’s epic journey.
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A. J. Bencosme, PhD