Learning Organizations (Peter Senge)
A learning organization is the term given to a company that facilitates the learning of its members and continuously transforms itself.[1] Learning organizations develop as a result of the pressures facing modern organizations and enables them to remain competitive in the business environment.[2] A learning organization has five main features; systems thinking, personal mastery, mental models, shared vision and team learning.[3] The Learning organization concept was coined through the work and research of Peter Senge and his colleagues [4] . It encourages organizations to shift to a more interconnected way of thinking. Organizations should become more like communities that employees can feel a commitment to.[5] They will work harder for an organization they are committed to.[citation needed] Development[edit]
Le coaching autrement
Après une carrière qui m’a souvent amené à accompagner des gouvernants ou des institutions de gouvernance dans leur positionnement, j’ai décidé de mettre ma capacité à accompagner la gouvernance au service de celles et ceux qui décident, entreprises ou particuliers, de se repositionner pour s’auto-gouverner avec leurs propres valeurs. Cet accompagnement prend deux formes : séances de coaching professionnel et accompagnements à la mise en place des outils de communication permettant de poser son identité professionnelle. J’ai une spécialité d’accompagnant dans le positionnement professionnel et je la concrétise avec des outils de communication numérique. Je porte en moi l’énergie de la remise en question et de l’intégrité qui me rend apte à accompagner les personnes qui veulent se rebâtir en élevant le niveau de leur valeur dans le travail. Le travail d’accompagnement que je fais dépasse souvent le cadre de la vie professionnelle.
Appreciative Inquiry - Problem Solving from MindTools
Solving Problems by Looking at What's Going Right © iStockphoto/Yuri_Accurs Imagine that your organization's order book is full, and you're desperate to expand your business – but you just can't find the staff you need. What's worse, cash is tight, your recruitment budget is stretched to breaking point, and you strongly suspect that some of the approaches you're using just aren't working. One approach here is to focus on the things that aren't working, and think about how you can fix them. This is the conventional approach to problem-solving.
Summits Blog
Jason Mitchell is the head of the Social Cognitive and Affective Neuroscience Lab at Harvard University. He uses functional neuroimaging (fMRI) and behavioral methods to study how we infer the thoughts, feelings, and opinions of others (i.e., how we mentalize), as well as how we reason about counterfactual experiences. During Jason’s session on Day 1 of the 2010 Summit he explored the subject of “Making Sense of Others”.
L’appreciative inquiry une approche structurée et positive pour bâtir sur vos forces, imaginer l'avenir, innover et construire, concrétiser et agir
Change Management Blog: Change Model 1: The 4D Model (Appreciative Inquiry)
Background: The 4-D Model is based on Appreciative Inquiry (AI) which is a larger framework for human or organizational change. Like AI itself, it is based on a shift in paradigms on human interaction. The core can be captured in the idea that we create the world as we describe it.
Gervase Bushe
Gervase Bushe (pronounced Jervis Bush) has 30 years of experience in a wide range of organizational change and development projects. Early in his career he focused on large companies making the transition from command and control bureaucracies to team based organizations. Later he worked primarily with technology-based, high growth companies helping them retain their team cultures while becoming more structured. Most recently he's been working in the most complex and difficult to change organizations of all: healthcare and public education. Gervase has worked with companies to redesign their structures, change their cultures, improve their customer satisfaction and increase their operational effectiveness. Gervase primarily consults to executives and internal change teams in two areas: 1) developing more effective executive teams and 2) designing transformational change processes.
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Appreciative Living
You’re listening to Jackie Kelm’s Sirius Satellite XM radio interview on the “Fully Alive” Show with Dr. Greg & Lisa Popcak To contact Jackie for your next event, email her at admin@AppreciativeLiving.com or call (800) 214-0959 or (704) 799-0975.
Génération Présence est une association pour la promotion des technologies contemporaines de développement du leadership
Sallie Lee & Shared Sun Studio
Strength based organizations
La puissance des organisations qui se basent sur leurs forces
