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Art of Hosting
Art of Participatory Leadership and other related topic: Action learning, Open Space Technology, Theory U, Mind Mapping, etc.
Curated by F. Thunus
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Dear reader,

Dear reader, | Art of Hosting | Scoop.it

This is one of my news digests. If you like my editorial choices, there are more to be found by clicking on the "dear reader" link, and on my name above.
Enjoy !

 


Via F. Thunus
Donald Thomas's curator insight, August 30, 2014 8:07 AM

this is 

Wuzea Recherche's comment, March 15, 2015 6:45 AM
Propose de rechercher une ressource en tapant un mot clé dans le champ de recherche. Wuzea : http://www.wuzea.com
Vasu10's curator insight, June 9, 2021 1:49 AM
Takeoff projects help students complete their academic projects. Register at takeoff projects today to find and learn about different interesting big data projects and grab the best jobs. Get started right now.
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Appreciative Inquiry: The 5 Ds model in under 3 minutes

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Brainstorming Mind Maps | Google Slides & PowerPoint Template

Brainstorming Mind Maps | Google Slides & PowerPoint Template | Art of Hosting | Scoop.it
Boost your team’s creativity with a session of brainstorming and represent the new ideas on a mind map with this Google Slides and PowerPoint template!
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Using Design Thinking and Appreciative Inquiry to Modernize Curri...: Ingenta Connect

Using Design Thinking and Appreciative Inquiry to Modernize Curri...: Ingenta Connect | Art of Hosting | Scoop.it
Source: Journal of Health Administration Education, Volume 38, Number 1, Spring 2021, pp. 285-296(12)
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Action learning in a complex system: The "so what"

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Aqua Model – Let It Flow, You Will Move Forward

Aqua Model – Let It Flow, You Will Move Forward | Art of Hosting | Scoop.it
A Coaching Model By Alexandra Jimenez Career Coach, SWITZERLAND A coaching model called Aqua reflects movement, the movement that has defined people from the very beginning of time. Our ability to adapt and move forward through exploration, learning, and evolution is critical to our existence.
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Organisational Development – Midlands Leadership Academy

Organisational Development – Midlands Leadership Academy | Art of Hosting | Scoop.it
Organisational Development (OD) enables people to transform systems. It is the application of behavioural science to organisational and system issues to align strategy and capability. It enhances the effectiveness of systems through interventions that enhances people’s collective capability to achieve shared goals. But it’s not just those with Organisational Development in their title that do OD – we all do OD if we are working with people, change, transformation and leadership – OD is by and for everybody. Many specialists who do OD work in small teams and communities and try to share the joy of the profession with those around them, creating a social movement, as often resources are at a minimum for OD Teams. In order for us to help and support all people doing OD we wanted to signpost some great resources and courses to help you on your OD journey. DoOD – delivered in partnership with NHS England and NHS Employers The website gives you access to free resources, an app, virtual mentoring, annual conference, two great free OD courses and a new online course is coming soon. Do check out the website and the dates for the next cohort of the programmes. The team also run regular virtual community of practices for countrywide OD professionals, so do email them to ask more about dates and times. The Future of NHS HR and OD People Professions The Long Term Plan and the People Plan set out the vision for the future NHS and in order for us to meet the challenges and opportunities that will arise in healthcare by 2030 the people profession, which comprises of human resources and organisational development practitioners will need to adapt and change as they will play a key role in shaping the future. Learn more about this here. Midlands OD Community of practice Being an Organisational Development (OD) practitioner, facilitating change, challenging the status quo and influencing your organisation and systems to work differently is a dynamic and exciting role. It can also be very challenging and often OD practitioners can feel alone and isolated as they are buffeted by resistance to system wide change and transformation. The Midlands Leadership and Lifelong Learning team recognise these challenges and are committed to supporting senior OD colleagues across the Midlands. One of the ways which we are helping OD colleagues is through the provision of Communities of Practice Groups for those working in a strategic and system role. These groups are formed from OD practitioners who are working in the various systems across the Midlands and offer the opportunity to meet colleagues who might be doing similar work. The CoP provides a safe space for OD practitioners to learn, develop, and experience peer to peer support and co-consultancy to enhance practice. These externally facilitated sessions offer an independent perspective, provide challenge and create the conditions for shared learning as well as utilise learning from other sectors. Participant feedback has been positive and recognises the value of facilitated sessions that: provides support, reflective practice and personal stretchoffers new tools and approaches to keep OD practice freshutilises the experience of other OD practitionerscreates a safe space for collective learning & exploration of systems working The group uses action learning style methods to work on their existing challenges and discuss the dynamics of their respective systems and contexts. All the while encouraging and supporting each other to reground and revalidate themselves as OD instruments. In recognition of the evolving and every changing circumstances of individuals, the group welcomes new colleagues who may be new to the system or have changed roles. To encourage inclusion and meet the challenges of already busy schedules the group meets at approximately six-weekly intervals for 2 hours virtually using Zoom. If you would like to join us please email [email protected] Organisational Development Masterclasses – coming coon We are currently working with our colleagues across the country to procure a series of OD Workshops run by experts in the field. These will be available for people leading change, transformation and working in the field of OD. We anticipate them starting in late Autumn and watch this space for further information. Signposting to free OD resources There are many organisations and groups who offer Organisational Development programmes and free resources and they can easily be found on an internet search. Mee-Yan Cheung-Judge is a behavioural science expert and she inspires the OD community through the Do OD group at their masterclasses and conferences as well as through her books and website. She has recently funded the production of an OD App which helps anybody interested in or who are practitioners to self-asses themselves and then focus on what they want to learn more about through the app. Mee-Yan and her peers are experts at the top of their chosen fields. They are authors, speakers, internationally recognised specialists like: Glenda Eoyang, Gervase Bushe, Warner Burke and Naomi Stanford, but to name a few. Together they are offering the ‘Just in Case’ mini series videos. It is free access and there are blogs, videos and conversations with her internationally recognised experts. You may want to study them, flick through or share them with your community of practice. The CIPD is the professional body for HR and people development – championing better work and working lives. They offer programmes and resources for OD practitioners: CIPD viewpointThought piecesGuidesFactsheetsPodcasts There are also a number of OD subscription organisations that you can become a member of to support you with your practice and continuing professional development why not ask around in your communities to get connected. If you want to gain any further Organisational Development support or know of other signposting we could include on this page please do get in touch.
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How to Design Powerful Change Strategies to Influence Key Behaviors

How to Design Powerful Change Strategies to Influence Key Behaviors | Art of Hosting | Scoop.it
In the previous story To Succeed in Change and Transformation, Uncover Why People Behave the Way They Do, we learned how to identify the real causes of behaviors. In this story, we explore how to design effective change strategies.
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Appreciative Inquiry: The 4 (or is it 5?) D Cycle

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Organizational Learning | Learn How basic learning principles, learning behaviors, and tactical actions support ERP organizational learning.

Organizational Learning | Learn How basic learning principles, learning behaviors, and tactical actions support ERP organizational learning. | Art of Hosting | Scoop.it
In this episode, we explore how and organizational learning plays a role in ERP organizational change success. We speak with Julie Dirksen about basic learning principles, learning behaviors, and tactical actions to support organizational learning.
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Skill Pill - A Comprehensive Library of Microlearning Resources

Skill Pill - A Comprehensive Library of Microlearning Resources | Art of Hosting | Scoop.it
Skill Pill specialises in microlearning for leadership management, sales, personal effectiveness, communication, digital transformation, diversity & inclusion.
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Introduction to Theory U —

Introduction to Theory U — | Art of Hosting | Scoop.it
In this workshop you will: • Learn what the U process is • Learn how to update the operating code in our societal systems through a shift in consciousness from ego-system to eco-system awareness • Get introduced to a framework that explains the root causes of today’s societal challenges (3 divide...
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What is Mind Mapping ? | Roman kumar | #mindmapping #mindmaps #shorts

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ICT4D.at

ICT4D.at | Art of Hosting | Scoop.it
A two-day workshop about Dignity, Inclusion, Identity, Trust, and Agency held by IEEE India in Bengaluru - InDIITA 2022...
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Using Design Thinking and Appreciative Inquiry to Modernize Curri...: Ingenta Connect

Using Design Thinking and Appreciative Inquiry to Modernize Curri...: Ingenta Connect | Art of Hosting | Scoop.it
Source: Journal of Health Administration Education, Volume 38, Number 1, Spring 2021, pp. 285-296(12)
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The Essentials of Theory U: Core Principles and Applications by C. Otto Scharmer

The Essentials of Theory U: Core Principles and Applications by C. Otto Scharmer | Art of Hosting | Scoop.it
Read 25 reviews from the world’s largest community
for readers.A powerful pocket guide for practitioners that distills all of the research and materials f…...
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An organization development (OD) approach to consu

An organization development (OD) approach to consu | Art of Hosting | Scoop.it
The soul of Organization Development (OD) includes creating healthy performance-based cultures, facilitating good business practices, elevating the human element, and creating space for people to explore, create and innovate.
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A Brief User’s Guide to Open Space Technology | OpenSpaceWorld.ORG

by Harrison OwenThe Requirements of Open SpaceOpen Space Technology requires very few advance elements. There must be a clear and compelling theme, an interested and committed group, time and a place, and a leader. Detailed advance agendas, plans, and materials are not only un-needed, they are usually counterproductive. This brief User’s Guide has proven effective in getting most new leaders and groups off and running. While there are many additional things that can be learned about operating in Open Space, this will get you started. Some material has been included here which also appears in the book in order to present a relatively complete picture.THE THEME — Creation of a powerful theme statement is critical, for it will be the central mechanism for focusing discussion and inspiring participation. The theme statement, however, cannot be a lengthy, dry, recitation of goals and objectives. It must have the capacity to inspire participation by being specific enough to indicate the direction, while possessing sufficient openness to allow for the imagination of the group to take over.There is no pat formulation for doing this, for what inspires one group will totally turn off another. One way of thinking about the theme statement is as the opening paragraph of a truly exciting story. The reader should have enough detail to know where the tale is headed and what some of the possible adventures are likely to be. But “telling all” in the beginning will make it quite unlikely that the reader will proceed. After all, who would read a story they already know?THE GROUP — The group must be interested and committed. Failing that, Open Space Technology will not work. The key ingredients for deep creative learning are real freedom and real responsibility. Freedom allows for exploration and experimentation, while responsibility insures that both will be pursued with rigor. Interest and commitment are the prerequisites for the responsible use of freedom. There is no way that we know of to force people to be interested and committed. That must be a precondition.One way of insuring both commitment and interest is to make participation in the Open Space event completely voluntary. The people who come should be there because they want to be there. It is also imperative that all participants know what they are getting into before they arrive. Obviously they can’t know the details of discussions that have yet to take place. But they can and should be made aware of the general outlines. Open Space is not for everybody, and involuntary, non-informed participation is not only a contradiction in terms, it can become very destructive.This raises the obvious question of what to do with those people whom you want to involve, but who, for whatever reason, do not share your desire. There are two possibilities. The first is to schedule two sessions, and trust that the first one will be so rewarding that positive word of mouth testimony will draw in the recalcitrant. The alternative is to respect the wishes of those involved. In the final analysis it remains true that genuine learning only takes place on the basis of interest and commitment, and there is absolutely no way to force any of that.The size of the group is not absolutely critical. However, there does seem to be a lower limit of about 20. Less than 20 participants, and you tend to lose the necessary diversity which brings genuine interchange. At the upward end of the scale, groups of 400 work very well, and there is no reason to believe that number could not be increased.SPACE — The space required is critical, but need not be elaborate or elegant. Comfort is more important. You will need a room large enough to hold the entire group, with space to spare in which the participants may easily move about. Tables or desks are not only unnecessary, but will probably get in the way. Movable chairs, on the other hand, are essential.The initial setup is a circle with a large, blank wall somewhere in the room. The wall must be free from windows, doors, drapes, and with a surface that permits taping paper with masking tape. The wall should also be long enough so that the total group may stand before it, and never be more than three to four deep. The center of the circle is empty, for after all we are talking about Open Space.If the room is very large, additional break-out areas may not be required, but they are always helpful. Best of all is the sort of environment in which there is an abundance of common space. If you are going to use a conference center or hotel, find one with plenty of conversation nooks, lobbies, and open grounds, where people may meet and work undisturbed, and without disturbing others.TIME — The time required depends on the specificity of result you require. Even a large group can achieve high levels of interaction combined with a real sense of having explored the issues in a matter of eight hours. However, if you want to go deeper than that, reaching firm conclusions and recommendations (as would be the case for strategic planning or product design), the time required may stretch to two or three days.More important than the length of time is the integrity of the time. Open Space Technology will not work if it is interrupted. This means that “drop-ins” should be discouraged. Those who come must be there at the beginning, and stay for the duration if at all possible. By the same token, once the process begins, it cannot be interrupted by other events or presentations. These might come before or afterwards, but never in the middle.The Basic StructureAlthough it is true that an Open Space event has no pre-determined agenda, it must have an overall structure or framework. This framework is not intended to tell people what to do and when. Rather, it creates a supportive environment in which the participants can solve those issues for themselves. Minimal elements of this framework include: Opening, Agenda Setting, Open Space, and Conclusion.

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Action Learning Guides

Action Learning Guides | Art of Hosting | Scoop.it
Dig into specific topics with a blend of guidance, tools, and hands-on practice and reflection activities.
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Using Mind Mapping to Brainstorm Your Novels

Using Mind Mapping to Brainstorm Your Novels | Art of Hosting | Scoop.it
by Lisa Jordan, @lisajordan Our brain weighs about three pounds, yet it’s the most important organ in our body. It allows us to think, to feel, to control and coordinate ...Read More...
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Flow Coaching Academy

Flow Coaching Academy | Art of Hosting | Scoop.it
Flow Coaching Academy aims to improve the value and quality of care provided in the NHS through the development of the art and science of team coaching.
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Collective Action Groups –

Collective Action Groups – | Art of Hosting | Scoop.it
What is collective action learning? Action learning is a collaborative problem-solving process where people with diverse skillsets work together to analyze problems or goals and develop solutions to those challenges. The group continues to meet as actions are implemented, learning from the implementation and making course corrections based on reflection and learning. Action learning processes can help develop leaders, build teams, solve problems and transform institutions and processes. Guided by AYSRHR priorities, we facilitate action learning processes to generate new and creative solutions for improving youth participation in AYSRHR. The Hub supports action learning groups through cycles made up of the following stages: Observe: In this initial stage of the action learning process, a small core group of stakeholders will identify a priority area to address collectively.Assess: The core action learning group will then analyze the identified problem from different cross-stakeholder perspectives.Design: Each core action learning group member will develop or co-design an action plan to address the issue from their perspective.Implement: Action learning group members begin to address issues in real-time according to their respective action plans.Capture: Group members capture their findings and share with the action learning group for feedback and further analysis.Repeat: The action learning cycle can be repeated as necessary until the issue is resolved or the goal achieved. Preconditions for effective action learning include: Commitment to a spirit of inquiry, honest communication and the group process. Humility such that members of groups see each other as equals and can establish trusting relationships.Empowerment such that group members have the autonomy and confidince to act on their decisions. Only with the agency and power to drive change can group members test the action plans developed and generate knowledge that can benefit the field of AYSRHR. FAQ about the YIELD Collective Action Learning Hub What is an action learning statement/problem statement? A problem statement represents a concise description of an issue to be addressed or a condition to be improved through action learning. It identifies the gap between an issue’s current state and the desired outcome or change. By defining a problem statement, members of an action learning group can identify what they want to learn about the problem and what actions they want to take during and after action learning. What does the Hub offer & how does it work? We offer a unique space and approach for committed stakeholders to collaborate, learn, share, and align on building transformational change in the AYSRHR space. Through participation in action learning processes,stakeholders have the opportunity to engage in real-time applied problem solving, networking, and partnerships alongside people who are also committed to improving AYSRHR. Does the YIELD Hub provide capacity building services? No. The Hub does not provide direct capacity services. However, the outcome of an action learning cycle may lead to capacity-building activities among action learning group members. Does the YIELD Hub provide grant funding? No. The Hub does not provide grant funding. However, the outcome of an action learning cycle may lead to external funding opportunities within the broader AYSRHR space. How is the YIELD Collective Action Learning Hub different from a community of practice? We focus on aligning stakeholders to advance solutions that systematically improve youth engagement and youth partnership in AYSRHR. By facilitating action learning processes, the YIELD Hub will support the generation of new insights and experiences that contribute to improved youth partnership in AYSRHR. Can I participate in an action learning group as an individual? Action learning groups are designed for institutional representatives. However, individuals who work outside of an institutional role and demonstrably work to change institutional practices are welcome to join. Anyone interested in following the insights resulting from the action learning groups can sign up for our newsletter and follow us on social media. Do action learning group members need to commit to public accountability? Public commitment is not a prerequisite to participating in the c action learning groups. However, our core group members strive to publicly commit to implementing the output of the action learning design phase and capturing their results for the action learning group and the broader field.
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