बर्तमनमा नेपाल र नेपालीहरुल्े भोगीरहेका पिडालाई उर्जामा कसरी बदल्न सकिन्छ भन्ने रेखा दुलालका शक्तिशाली प्रश्नहरुको सामना गर्दै मेलम्ची नगरपालिका उमा प्रधान, डा. सुनिता शर्मा लगाय अन्य बिज्ञहरु#erips #motivation #rclamichhane #rekhadulal #umpapradhan #melamchi #sunitasharma #training #appreciativeinquiry #rebuildingnepal
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LEVELING UP OD: HARNESSING SIMS & GAMING FOR CHANGE Featured Speaker: William J. Rothwell, Ph.D.
Discover how cutting-edge simulations and serious gaming are accelerating learning and change in organizations. Drawing on his books featuring action research, appreciative inquiry, and 20 major OD intervention simulations, Dr. Rothwell will share practical examples of how these tools can enhance engagement, drive effective change, and develop OD capabilities. Attendees will leave with actionable ideas to bring fresh, interactive approaches to their own OD practice.
Dr. William J. Rothwell is Professor Emeritus at Penn State University and President of Rothwell & Associates, Inc. With over five decades of experience in HR, OD, and talent development, he’s worked with more than 50 multinational organizations and governments and chaired over 120 Ph.D. committees worldwide. The author of 169 books, Dr. Rothwell is celebrated for shaping global best practices and is the recipient of numerous prestigious industry awards for his work across business, government, and academia.
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View the full Change 2025 schedule at bgsu.edu/changeconference
Most workplaces try to fix what’s broken — but real progress starts when we focus on what’s already working.
In this video, we explore Appreciative Inquiry (AI) , a powerful, positive method for creating lasting change at work. You’ll learn the 5-D Cycle of Appreciative Inquiry (Define, Discover, Dream, Design, Destiny) and how to use it to boost collaboration, engagement, and innovation in your team or organization.
Whether you’re a manager, HR professional, team leader, or job seeker, this episode will help you shift your mindset from “problem-solving” to “possibility-building.”
🧠 What You’ll Learn:
What Appreciative Inquiry is and how it works
The 5 steps of the Appreciative Inquiry model
How focusing on strengths drives better results
Practical ways to apply AI in your workplace
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Zest fuels success and satisfaction - but how do you tap into it? Dr Galia shares practical ways to bring more energy and passion into your daily life.
🎯 Use it today 🙅♀️ No jargon 🗣 Real talk, real change
Brian and Louie make a primer for the upcoming PLASN-r meeting where they'll explore the topic of Continuing Professional Development (CPD) for teachers in autism education. They highlight the limitations of current CPD practices, emphasizing the need for a more practical and collaborative approach. The conversation introduces the concept of Appreciative Inquiry, a strengths-based model aimed at improving teaching practices by building on what already rocks! Brian might also go off on one to critique the framing of SEND as a crisis.00:00 Introduction to the Plaza Podcast00:40 Discussing the Literature 00:52 Understanding CPD for Teachers02:53 Appreciative Inquiry in CPD05:38 Challenges in the Current Education System06:41 Conclusion and Final Thoughts
Summary: Journey through hope, despair, and forgiveness Leaders cannot predict the complex challenges they are called on to face. Veteran consultants Joan McArthur-Blair and Jeanie Cockell show that Appreciative Inquiry (AI) is an invaluable tool to build resilience. AI is a widely used change approach that emphasizes identifying what's working well in a system. Leaders can use AI to increase their ability to weather the storms they'll inevitably encounter and be resilient. A profound guide, this book features personal accounts from leaders across a variety of settings describing how they've practiced appreciative resilience in the ongoing cycle of hope, despair, and forgiveness.
El Modelo Cynefin te ayuda a reconocer qué tipo de problema estás enfrentando en tu proyecto y cuál es la mejor forma de actuar: simple, complicado, complejo, caótico o desorden.
#TeoriaU - Quando lasci andare e ti apri al nuovo, il cambiamento diventa reale. Ascoltalo da chi l’ha vissuto.
La Theory U di Otto Scharmer – professore al MIT di Boston e fondatore del Presencing Institute – è una metodologia di cambiamento ed evoluzione individuale e collettiva. Sviluppata in oltre venti anni di studi e già utilizzata con successo da numerosi leader, in tutto il mondo, per affrontare i grandi cambiamenti del futuro.
Il Coach Adamo è tra i massimi esperti di TEORIA-U in Italia, è facilitatore della TEORIA-U e nel 2019 ha fondato il primo U-lab per la sperimentazione della Teoria-U.
Master Coach Italia | Scuola di Coaching Sedi: Bari - Milano - Roma www.mastercoachitalia.com info@mastercoachitalia.com 800960214 (gratuito anche dai cellulari) 3475820941 (whatsapp)
In this video, I introduce the Cynefin Framework, a powerful tool for understanding decision-making in different contexts. To bring the framework to life, I draw on two very different examples: • The Israelites’ journey from Egypt to the Promised Land, highlighting how their challenges map across different kinds of problems • Everyday air travel experiences — including what happens when a snowstorm hits a Houston airport
We’ll see how the framework helps leaders distinguish between problems that require clear rules, expert judgment, patient trust, or urgent action.
I close by exploring how artificial intelligence fits into the Cynefin framework — where AI performs well, where it struggles, and what this means for the future of work. Most importantly, we’ll discuss how to future-proof our jobs in an AI-driven world by developing skills that remain uniquely human.
Whether you’re a student of leadership, a professional navigating uncertainty, or just curious about how faith, travel, and technology can all illuminate decision-making, this talk offers practical insights and encouragement.
Keywords: Cynefin Framework, Leadership Lecture, Decision Making, AI and Jobs, Biblical Examples, Airport Travel Analogies
बर्तमनमा नेपाल र नेपालीहरुल्े भोगीरहेका पिडालाई उर्जामा कसरी बदल्न सकिन्छ भन्ने रेखा दुलालका शक्तिशाली प्रश्नहरुको सामना गर्दै मेलम्ची नगरपालिका उमा प्रधान, डा. सुनिता शर्मा लगाय अन्य बिज्ञहरु#erips #motivation #rclamichhane #rekhadulal #umpapradhan #melamchi #sunitasharma #training #appreciativeinquiry #rebuildingnepal
In Part Three of our Fireside Chat, Thomas Herrmann shares the story behind Open Space for Democracy—a project designed to reawaken public engagement and revitalize democratic practice through inclusive, large-scale dialogue.
Together with a civil society leader and long-time activist, Thomas created a national forum in Sweden where people gather to discuss how to protect and develop democracy. Using the Open Space Technology method, participants don’t just talk about democracy—they experience it in practice by proposing topics, forming action plans, and taking ownership of change.
De video geeft een overzicht van Appreciative Inquiry (AI), een krachtige benadering voor organisatieverandering. AI richt zich op het identificeren en versterken van successen en sterke punten binnen een organisatie, in plaats van uitsluitend tekortkomingen te analyseren. De methode is ontwikkeld door David Cooperrider en Suresh Srivastva en steunt theoretisch op sociaal constructivisme en systeemdenken. De video legt de praktijk van AI uit aan de hand van de 4D/5D-cyclus (Define, Discover, Dream, Design, Deliver), die de stappen voor positieve verandering structureert. Tot slot bespreekt de video de voordelen van AI, zoals verhoogde motivatie en eigenaarschap, maar benoemt ook de kritiek dat het risico bestaat dat problemen worden genegeerd.
CEOs must exhibit the opposite of chaos - calm - and deploy a culturally appropriate inspiring mandate, organizational vigilance, and interactive leadership.
Summary: Now in a second edition, this classic book shows how to make conversations generative and productive rather than critical and destructive so people, organizations, and communities flourish. We know that conversations influence us, but we rarely stop to think about how much impact they have on our well-being and ability to thrive. This book is the first to show how Appreciative Inquiry-a widely used change method that focuses on identifying what's working and building on it rather than just trying to fix what's broken-can help us communicate more effectively and flourish in all areas of our lives. By focusing on what we want to happen instead of what we want to avoid and asking questions to deepen understanding and increase possibilities, we expand creativity, improve productivity, and unleash potential at work and home. Jackie Stavros and Cheri Torres use real-life examples to illustrate how these two practices and the principles that underlie them foster connection, innovation, and success. This edition has been revised throughout with new examples; updates on the latest supporting research in neuroscience, positive science, and positive psychology; and a discussion guide. It also features a new chapter on what the authors call tuning in: cultivating awareness of how our physical and mental state affect our perceptions, emotions, and thoughts as we engage in conversation. This book teaches you how to use the practices and principles of Appreciative Inquiry to strengthen relationships, build effective teams, and generate possibilities for a future that works for everyone.
Audiobook ID: 332992 Author: C. Otto Scharmer Publisher: Berrett-Koehler Publishers Genres: Business & Economics, Management & Leadership, HR & Office Administration
Summary: Creating a Better Future This book offers a concise, accessible guide to the key concepts and applications in Otto Scharmer's classic Theory U. Scharmer argues that our capacity to pay attention coshapes the world. What prevents us from attending to situations more effectively is that we aren't fully aware of that interior condition from which our attention and actions originate. Scharmer calls this lack of awareness our blind spot. He illuminates the blind spot in leadership today and offers hands-on methods to help change makers overcome it through the process, principles, and practices of Theory U. And he outlines a framework for updating the “operating systems” of our educational institutions, our economies, and our democracies. This book enables leaders and organizations in all industries and sectors to shift awareness, connect with the highest future possibilities, and strengthen the capacity to co-shape the future.
I have a lot I love for my local library here on Bowen Island. Today I’m deeply appreciating the rotating display of works from our local fabric arts guild.The Annex, my office away from hom…...
Briefing: A Leader's Framework for Decision Making Source: Excerpts from "Snowdon-and-Boone-A-Leader's-Framework-for-Decision-Making_0.pdf" by David J. Snowden and Mary E. Boone This document outlines a new approach to leadership and decision-making based on complexity science, introducing the Cynefin framework. The core premise is that "Good leadership is not a one-size-fits-all proposition" and that effective executives must "tailor their approach to fit the complexity of the circumstances they face."
I. Core Concept: The Cynefin Framework The Cynefin (pronounced ku-nev-in) framework categorizes situations into five contexts, each demanding a distinct leadership approach. This framework helps leaders "sense which context they are in so that they can not only make better decisions but also avoid the problems that arise when their preferred management style causes them to make mistakes." The five contexts are:
Simple Contexts (Ordered): The Domain of Best Practice Characteristics: Stability, clear cause-and-effect relationships easily discernible by everyone ("known knowns"). The right answer is self-evident and undisputed. Examples include routine order processing or loan payment processing. Leader's Job: "Sense, categorize, and respond." Assess facts, categorize them, and apply established best practices. A command-and-control style works best, with straightforward directives and delegated decisions. Danger Signals:Oversimplification: Misclassifying complex issues as simple. Entrained Thinking: Being "blinded to new ways of thinking by the perspectives they acquired through past experience, training, and success." Complacency: Becoming complacent when things are going smoothly, leading to delayed reactions if the context changes. Overreliance on Best Practice: Best practice is "by definition, past practice," and can hinder adaptation if the context shifts. Response to Danger Signals: Create channels for dissent, stay connected without micromanaging, recognize limitations of best practice. Complicated Contexts (Ordered): The Domain of Experts Characteristics: Multiple right answers exist. Cause-and-effect relationships are discoverable but not immediately apparent to everyone ("known unknowns"). Requires expertise to diagnose. Leader's Job: "Sense, analyze, and respond." This often involves creating panels of experts and listening to conflicting advice. Good practice is more appropriate than best practice, as multiple valuable options may exist. Danger Signals:Expert Entrained Thinking: Experts, having invested in their knowledge, may dismiss innovative suggestions from nonexperts. Analysis Paralysis: Experts may reach a stalemate due to entrained thinking or ego. Response to Danger Signals: Encourage external and internal stakeholders to challenge expert opinions, use experiments and games to foster creative thinking, and be aware of the trade-off between finding the "right" answer and making a timely decision. Complex Contexts (Unordered): The Domain of Emergence Characteristics: No single right answer; cause-and-effect relationships are only discernible in retrospect ("unknown unknowns"). The system is dynamic, the whole is greater than the sum of its parts, and solutions "arise from the circumstances" (emergence). Much of contemporary business has shifted to this domain. Leader's Job: "Probe first, then sense, and then respond." Leaders must "patiently allow the path forward to reveal itself" through safe-to-fail experiments. The goal is to set the stage, allow patterns to emerge, and identify desirable ones. Danger Signals:Falling back into Command-and-Control: The temptation to demand fail-safe plans with defined outcomes, which stifles emergence. Intolerance of Failure: Failure is "an essential aspect of experimental understanding." Overcontrol: Preempting opportunities for informative patterns to emerge. Response to Danger Signals: Be patient, encourage interaction, and use specific tools: Open up the discussion: Employ large group methods (e.g., positive deviance). Set barriers: Establish simple rules that allow the system to self-regulate (e.g., eBay's initial rules). Stimulate attractors: Introduce "small stimuli and probes" that resonate and gain momentum. Encourage dissent and diversity: Use methods like "ritual dissent" to foster robust debate.
Un viaggio dentro sé stessi, che si chiude con gratitudine e nuove visioni: ascolta il feedback di chi c’era al laboratorio della #TeoriaU.
La Theory U di Otto Scharmer – professore al MIT di Boston e fondatore del Presencing Institute – è una metodologia di cambiamento ed evoluzione individuale e collettiva. Sviluppata in oltre venti anni di studi e già utilizzata con successo da numerosi leader, in tutto il mondo, per affrontare i grandi cambiamenti del futuro.
Il Coach Adamo è tra i massimi esperti di TEORIA-U in Italia, è facilitatore della TEORIA-U e nel 2019 ha fondato il primo U-lab per la sperimentazione della Teoria-U.
Master Coach Italia | Scuola di Coaching Sedi: Bari - Milano - Roma www.mastercoachitalia.com info@mastercoachitalia.com 800960214 (gratuito anche dai cellulari) 3475820941 (whatsapp)
Yesterday I was working with a client who receives a federal government grant to do its work.The grant supports the coordination of a national network of organizations who are working with vulnera…...
Il filamto parla del framework Cynefin (si pronuncia più o meno “Kunevin”), un modello concettuale sviluppato da Dave Snowden all’inizio degli anni 2000 per aiutare manager e leader a prendere decisioni in contesti complessi.
In sintesi:
Il problema di partenza: nel management spesso si cercano “ricette universali” (best practice) che dovrebbero funzionare sempre, ma in realtà falliscono perché ignorano la variabile fondamentale: il contesto.
La proposta del framework: invece di domandarci “qual è l’approccio giusto in assoluto?”, dobbiamo domandarci “in che tipo di contesto mi trovo?” e scegliere il metodo di gestione più adatto alla situazione.
I cinque domini del Cynefin:
Semplice (obvious) – cause ed effetti sono chiari e prevedibili, si applicano best practice (es. procedure standard in banca).
Complicato – le relazioni causa-effetto ci sono, ma non sono evidenti; servono esperti e analisi (es. diagnosi di un meccanico).
Complesso – cause ed effetti emergono solo retrospettivamente; servono esperimenti, apprendimento iterativo e adattamento (es. mercati finanziari, dinamiche sociali).
Caotico – nessuna relazione chiara, prevale l’imprevedibilità; occorre agire subito per contenere i danni e ristabilire un minimo d’ordine (es. gestione emergenze come l’11 settembre).
Disordine – il centro della mappa, quando non è chiaro in quale dominio ci si trova.
Un punto cruciale: il pericolo maggiore sta nel dominio semplice, perché quando si diventa compiacenti e si smette di monitorare il contesto, si rischia di precipitare all’improvviso nel caos.
👉 In pratica, il testo racconta che il Cynefin framework è una bussola per muoversi tra sistemi ordinati e non ordinati, riconoscendo che ogni contesto richiede un approccio decisionale diverso.
Summary: Now in a second edition, this classic book shows how to make conversations generative and productive rather than critical and destructive so people, organizations, and communities flourish. We know that conversations influence us, but we rarely stop to think about how much impact they have on our well-being and ability to thrive. This book is the first to show how Appreciative Inquiry-a widely used change method that focuses on identifying what's working and building on it rather than just trying to fix what's broken-can help us communicate more effectively and flourish in all areas of our lives. By focusing on what we want to happen instead of what we want to avoid and asking questions to deepen understanding and increase possibilities, we expand creativity, improve productivity, and unleash potential at work and home. Jackie Stavros and Cheri Torres use real-life examples to illustrate how these two practices and the principles that underlie them foster connection, innovation, and success. This edition has been revised throughout with new examples; updates on the latest supporting research in neuroscience, positive science, and positive psychology; and a discussion guide. It also features a new chapter on what the authors call tuning in: cultivating awareness of how our physical and mental state affect our perceptions, emotions, and thoughts as we engage in conversation. This book teaches you how to use the practices and principles of Appreciative Inquiry to strengthen relationships, build effective teams, and generate possibilities for a future that works for everyone.
In this episode of Flex That Worx, we delve into the art of hosting successful events in coworking and flexible workspaces without succumbing to burnout.
Join Anne-Marie Murphy and Graham Clarke as they share their experiences and insights on managing events that engage members and promote your space effectively.
Key Points:
1. Understanding the Event Dilemma: Discover why events, while crucial for member engagement, often become a drain on resources and energy for coworking operators. 2. Strategic Event Planning: Learn how to align events with your space's core functions and member interests, ensuring they add value without overextending your team. 3. Community Involvement: Explore the benefits of involving your community in event planning, allowing members to contribute ideas and take ownership, reducing the burden on operators. 4. Measuring Success: Gain insights into evaluating event success through metrics like attendance, budget management, and member feedback, ensuring a positive return on investment. 5. Sustainable Practices: Uncover strategies for maintaining a balanced event calendar, leveraging technology, and fostering partnerships to streamline operations and enhance member experiences.
Key Learnings: - Events should be aligned with both the space's core functions and member interests to maximise impact. - Involving the community in event planning can reduce operator workload and increase engagement. - Effective use of metrics and feedback is essential for evaluating event success and improving future initiatives. - Sustainable event practices help maintain operator well-being and ensure long-term success.
Conclusion:
By implementing these strategies, coworking and flexible workspace operators can host impactful events that foster community engagement and drive business growth, all while maintaining their well-being. Tune in to learn how to create a thriving event culture in your space without burning out.
Thanks for tuning in to Flex That Worx!
If you enjoyed this episode, don’t forget to follow or subscribe where-ever you get your podcasts so you don't miss our next episode.
Nancy Bragard is an experienced interculturalist and host. She is an American originally from Rhode Island who has lived in Paris, France for 4 decades. In this great conversation with Jerry Nagel, she shares great wisdom from her varied career.
A few key points:
* there is a logic to everyone's intelligence - they do what they do for a reason * the need to be cautious about language in the early days of working with companies because so many people did not see the need and it seemed "touchy feely" .... until they saw the results * nobody is doing it wrong - just doing it differently * company culture overrides national culture * create safe zones so people are willing to share fully * when intercultural aspects are not looked at, it can get in the way of a team owning its full potential * in exploring differences, people come to a realization that their thoughts about another culture is actually a perception of themselves and their worldview * for the French, the relationship focus is strong and comes first to build trust, for Americans the focus is on completing a task in order to prove trust.
Check out the video, like it, subscribe to the channel and share your thoughts.
Nancy accompanies individuals and teams of diverse cultures (national and organisational) through systemic transformation.She is a firm believer of the empowerment conferred through participatory methodologies, bringing people together in conversation to initiate change. The soundness of the tacit and often unleveraged collective wisdom thus released brings forth sustainable actions, as they are identified, crafted and coordinated by the actors of the system themselves. She brought the Art of Hosting seminars to France in 2010 and, since then, has stewarded the evolution of the community of practitioners.
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