By: The Posts Author | Posted on: 19 Jan 24
By Frederic Laloux and originally published at thejourney.reinventingorganizations.com Frederic Laloux looks at the work of Coaches, Consultants and Facilitators. I often get the question: what’s the best way to convince the CEO I’m working with to adopt the kind of management described in your book? Here is my answer. You might not like it at first, but I believe it will bring you to a deeper and more beautiful relationship with your client. Comment guidelines (for original site of publication) My hope is for the comments below the video to surface our collective wisdom on the topic. This could enrich
By Frederic Laloux and originally published at thejourney.reinventingorganizations.com Frederic Laloux looks at the work of Coaches, Consultants and Facilitators. I often get the question: what’s the best way to convince the CEO I’m working with to adopt the kind of management described in your book? Here is my answer. You might not like it at first, but I believe it
By: The Posts Author | Posted on: 19 Jan 24
Lisa Gill interviews Kimberley Loh originally published at leadermorphosis.co 52 minutes 18 seconds Listen here. Kimberly Loh works in the worlds of conflict resolution, coaching, embodiment and mindfulness. She is also the co-author of ‘Compassionate Conversations: How to Speak and Listen from the Heart.’ We talk about learning to be aware of patterns we have when it comes to engaging with conflict, and Kim shares some ground rules for having ‘Compassionate Conversations’, as well as some really useful self-reflective practices to help us be more conscious of how we show up in conversations, especially ‘difficult’ ones. We also cover topics like
Lisa Gill interviews Kimberley Loh originally published at leadermorphosis.co 52 minutes 18 seconds Listen here. Kimberly Loh works in the worlds of conflict resolution, coaching, embodiment and mindfulness. She is also the co-author of ‘Compassionate Conversations: How to Speak and Listen from the Heart.’ We talk about learning to be aware of patterns we have when it comes to engaging with
By: The Posts Author | Posted on: 10 Jan 24
Enlivening Edge Magazine Editor’s Note: Here is a previous article in Enlivening Edge Magazine about Organic Organization (O2), an open source approach to self-management originated in Brazil By Davi Gabriel Zimmer Da Silva and originally published on targetteal.com As humans, we have an intrinsic desire to direct our own actions. We hate not being able to make decisions about our own lives. At work, we appreciate making choices and following the paths we believe in. This is what we call autonomy, a powerful intrinsic motivator. However, we also like to have direction. There are times we feel anxious to find ourselves in
Enlivening Edge Magazine Editor’s Note: Here is a previous article in Enlivening Edge Magazine about Organic Organization (O2), an open source approach to self-management originated in Brazil By Davi Gabriel Zimmer Da Silva and originally published on targetteal.com As humans, we have an intrinsic desire to direct our own actions. We hate not being able to make decisions about our
By: The Posts Author | Posted on: 10 Jan 24
By Marc-Peter Pijper and originally published on corporate-rebels.com Yesterday, I caught my son sneaking a cookie, lovingly baked by his twin sisters, from the jar just before dinner. As a parent, I had a choice to make: Wait until the end of the year to address his behavior or offer immediate feedback and guidance. Now let’s be honest, of course I provided direct feedback because it’s what really makes a difference and simply creates the most impact. While resolving this parenting dilemma is a no-brainer, the traditional annual performance review in the workplace seems to create a much harder choice. All
By Marc-Peter Pijper and originally published on corporate-rebels.com Yesterday, I caught my son sneaking a cookie, lovingly baked by his twin sisters, from the jar just before dinner. As a parent, I had a choice to make: Wait until the end of the year to address his behavior or offer immediate feedback and guidance. Now let’s be honest, of course I
By: The Posts Author | Posted on: 30 Nov 23
Enlivening Edge Magazine Editor’s Note: Shelley Doyle will be the featured Storyteller in a Deepening Our Resonance Conversation via Zoom for members of Enlivening Edge Community Hub on December 7. Join the Hub by then and participate free, in a very inspiring and supportive conversation on the topic of Belonging at Work! By Shelley Ceridwen Doyle for Enlivening Edge Magazine My team was remote, but I was office-based, surrounded by tight-knit teams who shared lunch together, and a Marketing Manager who belittled me in executive meetings. How did I find a sense of belonging at work? It certainly wasn’t a
Enlivening Edge Magazine Editor’s Note: Shelley Doyle will be the featured Storyteller in a Deepening Our Resonance Conversation via Zoom for members of Enlivening Edge Community Hub on December 7. Join the Hub by then and participate free, in a very inspiring and supportive conversation on the topic of Belonging at Work! By Shelley Ceridwen Doyle for Enlivening Edge Magazine
By: The Posts Author | Posted on: 30 Nov 23
Like many conferences, Teal Around the World 2023 last March had a “Goodie Bag” for participants. It was full of resources, and now they’re sharing it all with you! Check out the upcoming unique glocal Teal Around the World 2025 in this article. Leave time for the pdf below to load so you see all the colorful pages, and be sure to see all 4 pages by clicking on the links in the lower left of each page. Here is a direct link to the pdf displayed below. Be sure to check out all the pages of it. [pdf-embedder url=”https://enliveningedge.org/app/uploads/2023/11/TATW2023-Goodiebag.pdf”
Like many conferences, Teal Around the World 2023 last March had a “Goodie Bag” for participants. It was full of resources, and now they’re sharing it all with you! Check out the upcoming unique glocal Teal Around the World 2025 in this article. Leave time for the pdf below to load so you see all the colorful pages, and be
By: The Posts Author | Posted on: 28 Nov 23
Enlivening Edge Magazine Editor’s note: For many EE Magazine articles on decision making click here. For detailed comparisons check this out. By Lennard Toma and originally published as a single article in the Corporate Rebels blog When it comes to decision-making, there are several types of consent to choose from. Which one is best for your organization? Should you know and use all of them, depending on the issue at hand? In this post, we’ll take a closer look at four of the most popular consent decision-making methods. While the consensus and authoritarian methods have some drawbacks, the consent format
Enlivening Edge Magazine Editor’s note: For many EE Magazine articles on decision making click here. For detailed comparisons check this out. By Lennard Toma and originally published as a single article in the Corporate Rebels blog When it comes to decision-making, there are several types of consent to choose from. Which one is best for your organization? Should you know
By: The Posts Author | Posted on: 28 Nov 23
By Lennard Toma and originally published as a single article in the Corporate Rebels blog First read Part 1 of this article here, which describes each of 4 decision-making processes and its advantages and disadvantages.. Comparison When examining these four methods, it becomes clear that they are distinct from one another. S3 and IDM share many features, but Deep Democracy and the Advice Process adopt different perspectives and unique foundational positions. Deep Democracy appears to be particularly effective for complex decisions that require everyone to be involved and approve the outcome, while S3, IDM, and the Advice Process are all
By Lennard Toma and originally published as a single article in the Corporate Rebels blog First read Part 1 of this article here, which describes each of 4 decision-making processes and its advantages and disadvantages.. Comparison When examining these four methods, it becomes clear that they are distinct from one another. S3 and IDM share many features, but Deep Democracy
By: The Posts Author | Posted on: 25 Nov 23
By Konrad Olesiewicz for Enlivening Edge Magazine For some it might be very challenging to fully embrace next–stage values and practices and embody them. It often requires a dramatic perspective shift beyond purely cognitive understanding. This article highlights why and how individual practice of Internal Family Systems® (IFS®) might be conducive to helping struggling team members or aspiring practitioners deeply understand and embrace the foundations of next–stage practices in organizational settings through direct personal experience. The basic premise of IFS® is that our personality is composed of parts that are like subpersonalities with their own qualities and perspectives. Another one
By Konrad Olesiewicz for Enlivening Edge Magazine For some it might be very challenging to fully embrace next–stage values and practices and embody them. It often requires a dramatic perspective shift beyond purely cognitive understanding. This article highlights why and how individual practice of Internal Family Systems® (IFS®) might be conducive to helping struggling team members or aspiring practitioners deeply
By: The Posts Author | Posted on: 8 Nov 23
By Dennis Wittrock and originally published on holacracy.org This article describes how startups can better respond to the need for more organizational structure by knowing real alternatives to conventional hierarchy, and when to make a deliberate operating system change. For most startups, there are obvious stages in their development where fundamental decisions need to be made. In the beginning, founders may meet at university or get together with friends to explore a business idea. After a period of experimentation, those who do not fail in the early stages (which is most startups) will reach a stage where the product-market fit
By Dennis Wittrock and originally published on holacracy.org This article describes how startups can better respond to the need for more organizational structure by knowing real alternatives to conventional hierarchy, and when to make a deliberate operating system change. For most startups, there are obvious stages in their development where fundamental decisions need to be made. In the beginning, founders