It was the summer of 2020, and I was flying down the street on my Vespa 150cc, wind cutting through my T-shirt, flip-flops tapping the pedals, a small speed-racer helmet strapped to my head. I loved how powerful I felt riding that thing—unencumbered, fast, free. As I passed a father and his two daughters playing in their front yard, one of the little girls pointed and said, “Look, Daddy! A girl on that motorcycle!” In that moment, I felt like a superhero. Like maybe I was showing them what was possible. Minutes later, everything stopped. The Vespa wiped out. My body slammed into the pavement. My tibia fractured—a sixth-degree tibia plateau break that would change far more than my mobility. The pain was unbearable, but I didn’t cry. I made jokes. I waited. I couldn’t stand. All I could do was lie there on the concrete, in shock, waiting for the ambulance. I thought the Vespa would give me freedom. Instead, it confined me to a wheelchair for six months, followed by another eighteen months on crutches. Nearly five days a week, I was in physical therapy learning how to walk again. And in that wheelchair, I learned something I never expected. I wasn’t being seen. People were polite. Kind, even. But they didn’t look at me. They looked over me. Around me. As if I were furniture—present, but invisible. For someone who had always prided herself on being capable, independent, and self-sufficient—the builder, the provider, the one who made things happen—this was devastating. One moment still lingers. I was sitting outside a restaurant, staring at the front door, unable to open it. I had to wait until someone noticed me. I was humiliated. I hated asking for help. One of my closest friends used to call me Supergirl because I had a knit beanie with “SG” stitched on it. I can still hear her voice saying, “You don’t have to be a superhero every day.” At the time, I didn’t believe her. That realization came later, in the quiet. When I realized there was no one left to ask but God. I was the main provider for my family, lying in bed with my leg elevated, answering emails between pain medication and moments of fear—not because I lacked time off, but because I didn’t trust the world to keep spinning without me. Control had always been my safety net. Letting go felt like losing everything. But over time—nearly two years, in fact—something softened. I began asking different questions.What if this wasn’t just chaos?What if there was meaning here?What if this wasn’t the end—but a beginning? That’s when I remembered something David Reiling, CEO of Sunrise Banks and a leader I deeply admire, once taught me: adopt an abundant mindset. Not scarcity. Ask, “What can I learn right now?” instead of “What am I losing?” And that’s when I made a decision. If I was going to build again, it would be different not from force or fear, but from trust, listening, and abundance. That decision became Morris Hoeft Group. We build communities around brands by connecting head and heart. We create trust through human-centered design, Theory U practices, and deep listening. Our work is grounded in truly seeing people—because I know what it feels like to disappear in plain sight. This isn’t just branding. It’s meaning-making. Brands grow when trust is present. And trust is built through repeated positive experiences—through being seen. But this reckoning didn’t start with the Vespa. When I was sixteen, my dad—a WWII veteran—asked what I wanted for high school graduation. “A SAAB? A new car?” he offered. I chose college tuition. He looked at me, confused. “Why would you pick that? You’re just going to get married and have babies.” That moment stayed with me. I knew I wanted more. I didn’t want to be boxed into a role I hadn’t chosen. I wanted to learn, lead, and build. And I did. Throughout my career, I’ve mentored young people—formally and informally, through leadership programs, one-on-one conversations, and quiet coffees when someone needed guidance. I co-created a leadership initiative at Bethel University. I launched a podcast, Is That Cashmere?, to share the lessons I wish I’d known sooner. I tell these stories because leadership isn’t linear. It’s fractured. It breaks. And sometimes, it heals stronger in the broken places. My Vespa crash didn’t end my freedom. It redefined it. To every leader reading this: there is strength in surrender. There is purpose in your pause. And there is power in being truly seen.
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 !
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.
Just back from teaching participatory leadership to 35 university leaders in Dallas, Texas and arrive home to find this great course outline that Cedric Jamet has put together for his university st…...
Why do some problems have obvious solutions, while others seem impossible to untangle? In this video, we explore the Cynefin Framework, a powerful sense-making model that helps you understand different types of problems and choose the right approach for each one.
You’ll learn the five Cynefin domains—Clear, Complicated, Complex, Chaotic, and Disorder—and how they affect decision-making in leadership, business, technology, and everyday life. Through simple examples, we’ll show why applying the wrong solution can make things worse—and how Cynefin helps you respond with confidence, even in uncertainty.
Whether you’re a student, leader, or problem-solver, this video will help you move from confusion to clarity.
Cette vidéo présente les principes clés de la gestion de projet adaptative et explique pourquoi il est essentiel de répondre à des systèmes complexes plutôt que de s’appuyer uniquement sur des méthodes traditionnelles. Elle explore des cadres comme Cynefin, les évolutions de la gestion (1.0 à 3.0), et met en avant l’importance du travail d’équipe, de l’amélioration continue et d’une culture organisationnelle propice à l’agilité. On y retrouve les concepts Agile (Manifeste, Scrum, Kanban, SAFe), leurs avantages et limites, ainsi que la nécessité d’un leadership adapté pour réussir les transformations. La vidéo illustre aussi la différence entre problèmes « apprivoisés » (simples, résolus par des experts) et problèmes « sauvages » (complexes, nécessitant des approches intégrées). Enfin, elle insiste sur la sécurité psychologique, l’autonomie des équipes et la création de valeur centrée sur le client grâce à des boucles d’apprentissage et un développement itératif.
In the final part of our Fireside Chat, Thomas Herrmann shares his long-term vision: to bring life-nourishing, co-creative ways of working to everywhere on earth.
In a time when democratic values are under threat in many parts of the world, Thomas makes the case for starting at the grassroots, with inclusive, well-facilitated conversations that empower people to listen, engage, and lead. He and Michelle Cooper reflect on how Open Space Technology and can restore not just organizational effectiveness, but also trust, relational connection, and shared humanity.
¿Tu equipo de QA solo "recibe órdenes" o realmente participa en las decisiones? 👇
Si sientes que la información en tu empresa fluye en una sola dirección (de arriba hacia abajo) y que las decisiones importantes se toman en los pasillos o en el "enfriador de agua" sin consultar a quienes realmente hacen el trabajo, este video es para ti.
En este episodio analizo el tema enfocándome en cómo el Liderazgo y la Cultura impactan directamente en la calidad del software. Descubrirás por qué los líderes modernos no deben limitarse a dar instrucciones, sino que deben facilitar un flujo de información ascendente, permitiendo que los equipos de entrega sean escuchados y que la toma de decisiones se delegue a quienes están más cerca del contexto.
Lo que aprenderás:
El peligro de los silos: Por qué las mejoras aisladas en grupos funcionales fallan si no hay una visión de "Whole Team" (Equipo Completo).
Transparencia radical: Cómo evitar que los trabajadores remotos queden excluidos de las decisiones críticas.
Cultura generativa: La conexión entre la confianza, la seguridad psicológica y el rendimiento de entrega (basado en métricas DORA y principios de Holistic Testing).
Introducción al modelo Cynefin: Una herramienta esencial para que los líderes entiendan la complejidad a la que se enfrentan sus equipos.
Si eres Test Manager, Scrum Master o Líder Técnico, necesitas dejar de gestionar tareas y empezar a gestionar la cultura.
Ever wonder what happens when you design an organization around human potential instead of human gaps?
Come join Steven Ross LSSBB, PROSCI and I as we are continuing our organizational development series, and this week we’re diving into Appreciative Inquiry—one of the most powerful, uplifting, human-centered approaches you can bring into any organization.
At its core, Appreciative Inquiry is about placing people where they can succeed by tapping into what’s already working well for them. It’s about leaning into strengths, amplifying the positive core, and recognizing that you can literally build an entire organization—foundation to rooftop—on what people and our organization do best.
Many big-name companies have already experimented with this approach, and for good reason. When you build from strengths, you unlock momentum, confidence, and alignment that traditional problem-first models struggle to produce.
Der Autor des Klassikers 'Visualisieren Präsentieren Moderieren' ordnet in seinem neuen Facilitation Buch bewährte ModerationsDesigns nach der griffigen Strukturierung der 'SixSteps' und gibt so dem Moderator und Facilitator, pragmatische Moderationsmethoden und Kommunikationstechniken an die Hand, die in jedem Setting, ob Präsenz, Online oder Hybrid, unmittelbar nutzbar sind. Elf Themenskizzen illustrieren den Ablauf bewährter ModerationsDesigns, von Appreciative Inquiry bis Zukunftswerkstatt, kurz und knapp und bringen so das Wesentliche auf den Punkt. Entstanden ist ein griffiges Praxishandbuch für die professionelle Moderation von Workshops und Großgruppen. Die zahlreichen, exzellenten Illustrationen des Niederländer Henk Stolker, machen das Buch auch optisch zum Genuss. – moderatio books
Semanalmente estarei divulgando os trechos com os melhores trechos das entrevistas "Bate-bola" realizadas com convidados especiais para abordar diferentes temáticas. ✨
Tema: Aprendizados ao trabalhar com mediação de conflitos
Magali compartilha quem é para além do currículo, conta da sua experiência ao trabalhar com mediação de conflitos, sobre a importância de ter um olhar curioso, o desejo de resolver aquele conflito. Compartilha um dos seus maiores aprendizados ao trabalhar com mediação de conflitos, seu desenvolvimento pessoal e profissional, olhar para si mesma e ampliar a sua autoconsciência.
Bio da convidada: Psicóloga de formação, Magali Lopes é mediadora de conflitos e facilitadora de diálogos. Escritora do livro Dialogo e Conexão - como o Action Learning pode suprir as necessidades mais urgentes do século XXI. Atuou por 15 anos em empresas multinacionais, implementando processos de desenvolvimento em países dos continentes americano, europeu e asiático. Formada em Coaching e Mediação de Conflitos Organizacionais, é Professional Certified Coach pela ICF, Mestre de Action Learning e Presidente do WIAL (World Institute for Action Learning) e co-fundadora da Eight Diálogos Transformadores. É pesquisadora independente de Comunicação Empática com base na Comunicação Não Violenta e Fluxonomia 4d – criação de futuros com base nas novas economias. Acredita na inteligência coletiva para solucionar problemas complexos de forma ágil e criativa e segue facilitando o desenvolvimento de times de alta performance.
Diálogo e Conexão Psicóloga. Especialista em mediação de conflitos @magalilopes
"Coloque o holofote no outro e escute de verdade. Se a pessoa quiser realmente ter um relacionamento mais saudável ou ser um líder mais influente, escute genuinamente, escute com profundidade." 🎯
---------------------------------------------------------------------------------------------------------------------- 🚀 Quer alcançar seus sonhos mais rápido e com leveza utilizando um simples método de produtividade? Um curso prático e rápido, para você conseguir produzir tudo que deseja, mesmo sem vontade de fazer ou com medo de começar. Você vai: Aprender a ser produtivo e gerir melhor o tempo para conseguir equilibrar a sua vida pessoal e profissional. Definir objetivos e metas elaborando um plano de ação para garantir a execução de todos eles. Aprimorar sua rotina criando bons hábitos e trazendo disciplina para os seus dias. E muito mais: https://hotmart.com/pt-br/marketplace/produtos/o-poder-da-produtividade-como-fazer-mais-em-menos-tempo/M83158606A
This week I continue my series on Appreciate Inquiry with the Four I Model of Appreciative Inquiry. a practical way to create positive change in your organization
So, what’s the Four I Model all about? It’s a simple framework that helps teams move good ideas from the ground level all the way up to upper management and stakeholders.
Otto Scharmer’s Theory U offers a five-step framework for leading change through awareness and empathy. This presentation examines how the model helps individuals and organizations shift from reactive, ego-driven patterns to collaborative, forward-thinking systems. By emphasizing curiosity, compassion, and courage, Theory U equips leaders to navigate uncertainty and co-create transformative futures. Its versatility extends beyond business to education, healthcare, government, and the arts, positioning it as a holistic approach to learning and leading from the future as it emerges.
Completed as part of Daemen University's Masters in Leadership & Innovation program. Learn more about this and my other LEAD presentations at https://bit.ly/GarrityLEAD
Learn how to let people self-organize around the topics that truly matter — and watch motivation and ownership rise naturally.
In this 5-minute video you’ll discover: • How to run an Open Space session from start to finish • The four principles and the Law of Two Feet • When to use Open Space to unleash collective energy and commitment
⚡ Open Space is one of five practical tools in The Five Best Group Tools series: ✳️ Me/We/Us – How to get everyone involved in reflection and decision making ☕ Café Method – How to create relaxed, high-energy conversations that build connection 💥 Dynamic Facilitation – How to turn disagreement into shared insight and creative breakthroughs 🌍 Open Space – How to let people self-organize around what truly matters 💡 Idealogue – How to generate and align ideas through structured creativity
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🪜 Five tools · Five short videos · Free and practical. From The Handbook of Professional Facilitation by Pepe Nummi / Grape People
It was the summer of 2020, and I was flying down the street on my Vespa 150cc, wind cutting through my T-shirt, flip-flops tapping the pedals, a small speed-racer helmet strapped to my head. I loved how powerful I felt riding that thing—unencumbered, fast, free. As I passed a father and his two daughters playing in their front yard, one of the little girls pointed and said, “Look, Daddy! A girl on that motorcycle!” In that moment, I felt like a superhero. Like maybe I was showing them what was possible. Minutes later, everything stopped. The Vespa wiped out. My body slammed into the pavement. My tibia fractured—a sixth-degree tibia plateau break that would change far more than my mobility. The pain was unbearable, but I didn’t cry. I made jokes. I waited. I couldn’t stand. All I could do was lie there on the concrete, in shock, waiting for the ambulance. I thought the Vespa would give me freedom. Instead, it confined me to a wheelchair for six months, followed by another eighteen months on crutches. Nearly five days a week, I was in physical therapy learning how to walk again. And in that wheelchair, I learned something I never expected. I wasn’t being seen. People were polite. Kind, even. But they didn’t look at me. They looked over me. Around me. As if I were furniture—present, but invisible. For someone who had always prided herself on being capable, independent, and self-sufficient—the builder, the provider, the one who made things happen—this was devastating. One moment still lingers. I was sitting outside a restaurant, staring at the front door, unable to open it. I had to wait until someone noticed me. I was humiliated. I hated asking for help. One of my closest friends used to call me Supergirl because I had a knit beanie with “SG” stitched on it. I can still hear her voice saying, “You don’t have to be a superhero every day.” At the time, I didn’t believe her. That realization came later, in the quiet. When I realized there was no one left to ask but God. I was the main provider for my family, lying in bed with my leg elevated, answering emails between pain medication and moments of fear—not because I lacked time off, but because I didn’t trust the world to keep spinning without me. Control had always been my safety net. Letting go felt like losing everything. But over time—nearly two years, in fact—something softened. I began asking different questions.What if this wasn’t just chaos?What if there was meaning here?What if this wasn’t the end—but a beginning? That’s when I remembered something David Reiling, CEO of Sunrise Banks and a leader I deeply admire, once taught me: adopt an abundant mindset. Not scarcity. Ask, “What can I learn right now?” instead of “What am I losing?” And that’s when I made a decision. If I was going to build again, it would be different not from force or fear, but from trust, listening, and abundance. That decision became Morris Hoeft Group. We build communities around brands by connecting head and heart. We create trust through human-centered design, Theory U practices, and deep listening. Our work is grounded in truly seeing people—because I know what it feels like to disappear in plain sight. This isn’t just branding. It’s meaning-making. Brands grow when trust is present. And trust is built through repeated positive experiences—through being seen. But this reckoning didn’t start with the Vespa. When I was sixteen, my dad—a WWII veteran—asked what I wanted for high school graduation. “A SAAB? A new car?” he offered. I chose college tuition. He looked at me, confused. “Why would you pick that? You’re just going to get married and have babies.” That moment stayed with me. I knew I wanted more. I didn’t want to be boxed into a role I hadn’t chosen. I wanted to learn, lead, and build. And I did. Throughout my career, I’ve mentored young people—formally and informally, through leadership programs, one-on-one conversations, and quiet coffees when someone needed guidance. I co-created a leadership initiative at Bethel University. I launched a podcast, Is That Cashmere?, to share the lessons I wish I’d known sooner. I tell these stories because leadership isn’t linear. It’s fractured. It breaks. And sometimes, it heals stronger in the broken places. My Vespa crash didn’t end my freedom. It redefined it. To every leader reading this: there is strength in surrender. There is purpose in your pause. And there is power in being truly seen.
Welcome to Reaching Minds: Thoughts for Your Life Journey.
In today’s episode, we explore the discipline and philosophy of Action Learning Questions - what they are, why they matter, and how this approach helps individuals and organisations navigate challenges that don’t have straightforward answers.
Action learning was originally shaped by Reg Revans and grew out of scientific inquiry, experimentation, and a willingness to work from a place of “not knowing”. Today, the methodology remains highly relevant. We live in a world saturated with quick fixes and instant expertise, yet many of the issues leaders face are not puzzles with predefined solutions. They are complex, multi-layered problems influenced by social, technical, economic and cultural realities.
To help us unpack this, I’m joined by Dr Richard Hale, co-founder of Know Will Do Action Learning Network and creator of the Action Learning Question approach. Richard has spent more than 25 years developing and implementing this methodology for governments, global organisations, and business schools. He has published widely in the fields of learning relationships, coaching, mentoring and organisational development, and brings a rich historical and practical perspective to this conversation.
Together, we look at:
•
Why action learning is essential for tackling today’s intractable problems
•
The difference between puzzles and problems
•
The courage required to say “I don’t know” in professional settings
•
The value of multiple truths and diverse perspectives
•
The role of knowledge mapping (sky, ground, underground)
•
How organisations such as the Civil Service have used Action Learning Questions to drive real change
•
The personal capabilities people develop through this work, including deeper listening, reflective practice and working constructively with uncertainty
•
Why sponsorship and alignment with real business challenges are vital for success
Richard also shares the evolution of the Postgraduate Certificate in Action Learning Facilitation, a unique qualification accredited through York St John University, and the importance of creating facilitators who can mobilise, catalyse and sustain learning across organisational systems.
This is a rich, reflective and practical conversation for anyone working in leadership, coaching, development, systems change or organisational transformation.
Discover how social prescribing in Wales tackles anxiety and loneliness by fostering friendship and community. Participants gain supervision and guidance, leading to personal growth and wider family impact. #SocialPrescribing #CommunitySupport #MentalHealth #Wales #Wellbeing — A LIVING LEGACY IN THE MAKING This episode stands on real work, real collaboration, and real delivery. Since November 2024, I’ve been deeply committed — alongside Caitlin Longden (documentary filmmaker & narrative storyteller), Lucy Rose Davies, and an extraordinary network of practitioners, community leaders, clinicians, academics, and creatives — to documenting, strengthening, and scaling nature-based health and social prescribing across Pembrokeshire and Carmarthenshire. This is not theory.This is embodied, lived practice. With gratitude and respect, this work has been shaped through collaboration with: • Shôn Devey & Angie Darlington — West Wales Action for Mental Health• Michael Jonas — CAVS• Hannah Brigham, Becky Brandwood-Cormack, Alison Moore, Sam Frankie Evans — Coed Lleol / Small Woods• Matt Lister & Joe Monks — Pembrokeshire Coastal Forum• Emma Williams & Richard Rees-Khan — Celtic Deep• Sue Christopher & Travis Christopher — Wild Swim Wales• Leanne Bird — Blue Freedom / Kudu People• Dafydd Millns — Tonik Surf• James Moore & Wendy Dearing — University of Wales Trinity Saint David (Social Innovation & Management)• Gus Yeulet — sound & field recording• Andrew Dugmore — Reconnect in Nature, pioneer and inspiration• And many others working quietly, powerfully, and consistently across West Wales Together, we are co-creating documentary evidence of what already works — through the Pembrokeshire Outdoor Health Project https://www.pembrokeshirecoastalforum.org.uk/projects/pembrokeshire-outdoor-health-project/ and the Cynefin Green Health Hub — aligning practice with the Well-being of Future Generations (Wales) Act and its Five Ways of Working: 🟢 Long-term🟢 Prevention🟢 Integration🟢 Collaboration🟢 Involvement This is Wales doing what Wales does best: leading with values. We are demonstrating — on the ground — how nature-based health improves:• mental wellbeing• emotional resilience• physical health• community cohesion• economic sustainability• and long-term public value This is the economic case and the moral case. Prevention saves money.Connection saves lives.Collaboration creates prosperity. This is why we are actively developing documentary films, research partnerships, and investment-ready narratives — including Awards for All, community funds, arts funding, and future cross-sector investment — to show what happens when we stop fragmenting care and start designing systems that actually work. To policymakers, funders, health boards, and government leaders — including Welsh Government, UK Government, Hywel Dda University Health Board, NHS Wales, and beyond: 👉 The pathway is already here.👉 The evidence is being gathered.👉 The people are ready. This is not a pilot phase — this is a paradigm shift already in motion. As we move into future storytelling — including Adventure Therapy and deep-dive conversations (because you cannot control the waves, but you can learn how to surf) — we invite those aligned with prevention, dignity, creativity, and long-term thinking to step forward. This is a call to co-create a healthier Wales:• more equal• more prosperous• more inclusive• culturally alive• rooted in land, language, and legacy Teamwork is dream work.This is the living legacy.The shift begins beneath our feet. 🌿 Join the conversation. Be part of the work.
I’ve been working collaboratively with Small Woods Association / Coed Lleol, Pembrokeshire Coastal Forum, and documentary filmmakers Caitlin Longden and Lucy Davis on an Awards for All funding application to document nature-based social prescription sessions across Pembrokeshire Outdoor Health Project and the Cynefin Green Health Hub in Carmarthenshire. One of the core themes we’re exploring is kindling humanity and community — remembering our ancestral roots as hunter-gatherers, gathering around the tribal fire, sharing food, stories, land, and belonging. 🌿 Maĩa Sparrow (@aderyn.pembs) extends an open invitation to people across West Wales and the British Isles who feel the call to:• form communities . 🔥 Kindling the fire of humanity.🔥 Kindling cooperation, community, and teamwork.🔥 Teamwork is dream work.
In 2025 I reviewed many new books and created several accompanying quick reference cards. The running total now stands at 381 book reviews and 148 QRCs – and counting. In addition to these reviews, I am one of the six judges for the Management Book of the Year 2025 competition in the Netherlands,...
Sam Falletta went from a four-cubicle call center to president, owner, and leader of a values-driven sale. In this episode, he breaks down how he built an award-winning culture by focusing on what employees truly need: strengths-based leadership, real-life support, meaningful incentives, and coaching that shifts mindsets.
We explore why most engagement efforts fall flat, how culture changes in a remote world, and the personal reasons behind his decision to step back and choose presence over pressure.
We close with Capiches, his collection of bite-sized life lessons inspired by his dad. This episode is packed with practical insight for leaders who want to build trust, retain talent, and create workplaces that genuinely work.
What we discuss in this episode: -Choosing a scrappy start over a safe path -Leading with dignity and measurable outcomes -Engagement vs turnover and Maslow’s reality -Redesigning incentives to match real needs -On-site counseling and appreciative inquiry -Pay-for-performance and client-aligned metrics -Remote work’s cultural costs and fixes -How and why to choose the right buyer -Capicias as a community for life lessons
⚡ Ready to ignite lasting transformation in your team or event? Book me for keynotes, corporate training, or Positive Intelligence® coaching at ToddBertsch.com
In this sixth video on Appreciative Inquiry, Let’s talk about something that can really shape our success—how we think about the future. In Appreciative Inquiry, there’s a concept called “Anticipatory Reality,” and it’s all about focusing on what we want and how we can get there. This week's video explores what this is and its impact by providing more confidence in your decisions,less anxiety and a brighter outlook on the future
If we lose hope in difficult times, we lose everything.In the past, and even now, we have always held onto hope, and we gather here because together we create hope within ourselves and for …...
The site shut down in 2020. "You can't go on site anymore." ⛔ So how do you keep a massive project running? Open-space technology. A 360° camera on a hard hat let the entire team access the site remotely. Problem solved. 💡
The best intentions of mice and men... aft never leave the conference centre, according to this week's guest, Dave Snowden.
Founder of The Cynefin Company, Dave is a management consultant and complexity scientist who has worked for governments and institutions around the world to help them better understand what populations need, and how to deliver it to them. He joins me today to explain why solutions fail, why populism is on the rise, and why the middle class' penchant for what he calls "talking therapy" will never deliver real change—because it ignores the stories on the street.
This is a conversation which explores geo-engineering, putting oil companies to good use, The Troubles and even Obama's first term, with Dave insisting that it is impossible to change people's minds—we can only facilitate different interactions with the world.
Stop building Proof-of-Concepts (PoCs) without a clear strategy for the unintended consequences of AI! As senior software developers, architects, and engineering leaders, we are seeing the rise of autonomous, self-learning multi-agent systems—and with them, an alarming increase in system complexity.
Nimisha Asthagiri (Thoughtworks) cuts through the hype to present essential systems thinking and complexity theory frameworks (like the Cynefin and Iceberg models) needed to design responsible AI. Learn how to identify and govern the vicious 'reinforcing loops' that lead to undesirable outcomes like algorithmic addiction, burnout, and ethical misalignment, using real-world examples from social media to meeting scheduler agents.
⏱️ Video Timestamps (For Navigation) 0:00 The Urgent Problem: Complexity & The Tragedy of the Commons 1:25 Case Study: Unintended Consequences of Social Media 4:50 Causal Flow Diagrams (CFD) Explained 5:40 New AI Risks: Frontier Models & Fake Alignment 9:15 Automated Agents: CFD on Workload, Objectivity & Misconduct 15:00 Mapping AI Use Cases: Algorithm Aversion vs. Algorithmic Appreciation 18:50 Defining an Agent & How It Differs from Microservices 23:00 Multi-Agent Design Patterns (RAG, Chain of Thought, Reflection) 27:15 Agent Topologies: Orchestration vs. Decentralization Tradeoffs 30:00 The Cynefin Framework: Taming Complicated vs. Wicked Complex Problems 32:05 The Iceberg Metaphor: Events, Patterns, Structures, & Mental Models 36:30 Case Study: Drawing a CFD for a Meeting Scheduler Agent 40:55 Practical Tools for Behavioral Observation & Explainability (LIME, SHAP) 43:30 Architectural Boundaries: Human-in-the-Loop & Governance Agents 47:45 Q&A: The Ethics of Influencing Behavior vs. Solving Problems
Want a practical way to spark positive change? Discover how Appreciative Inquiry transforms teams and projects with clear steps and real examples. Limited time price drop of 61 percent makes this guide just 7.30 dollars. Act now to bring fresh momentum to your work and life.
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