Kirsten Dunlop

𝐎𝐍 𝐀𝐑𝐓𝐈𝐅𝐀𝐂𝐓𝐒 #1 What if the emergences from groups working on transformative change are handled with 𝐓𝐢𝐦𝐞𝐟𝐮𝐥𝐧𝐞𝐬𝐬? How might a temporal reorientation inspire what we create and how those artifacts are shared? In synthesizing the concept from her brilliant book, Marcia Bjornerud describes Timefulness as: "𝘐𝘵’𝘴 𝘵𝘩𝘦 𝘩𝘢𝘣𝘪𝘵 𝘰𝘧 𝘴𝘦𝘦𝘪𝘯𝘨 𝘵𝘩𝘪𝘯𝘨𝘴 𝘯𝘰𝘵 𝘮𝘦𝘳𝘦𝘭𝘺 𝘢𝘴 𝘵𝘩𝘦𝘺 𝘢𝘳𝘦 𝘯𝘰𝘸, 𝘣𝘶𝘵 𝘢𝘭𝘴𝘰 𝘳𝘦𝘤𝘰𝘨𝘯𝘪𝘻𝘪𝘯𝘨 𝘩𝘰𝘸 𝘵𝘩𝘦𝘺 𝘦𝘷𝘰𝘭𝘷𝘦𝘥—𝘢𝘯𝘥 𝘸𝘪𝘭𝘭 𝘤𝘰𝘯𝘵𝘪𝘯𝘶𝘦 𝘵𝘰 𝘦𝘷𝘰𝘭𝘷𝘦—𝘰𝘷𝘦𝘳 𝘵𝘪𝘮𝘦. 𝘐𝘯 𝘢 𝘴𝘦𝘯𝘴𝘦, 𝘪𝘵’𝘴 𝘱𝘦𝘳𝘤𝘦𝘪𝘷𝘪𝘯𝘨 𝘵𝘩𝘦 𝘸𝘰𝘳𝘭𝘥 𝘪𝘯 𝘧𝘰𝘶𝘳 𝘥𝘪𝘮𝘦𝘯𝘴𝘪𝘰𝘯𝘴. 𝘐 𝘶𝘴𝘦 𝘵𝘩𝘦 𝘸𝘰𝘳𝘥 𝘢𝘴 𝘢 𝘥𝘦𝘭𝘪𝘣𝘦𝘳𝘢𝘵𝘦 𝘤𝘰𝘶𝘯𝘵𝘦𝘳𝘱𝘰𝘪𝘯𝘵 𝘵𝘰 𝘵𝘩𝘦 𝘪𝘥𝘦𝘢 𝘰𝘧 𝘛𝘪𝘮𝘦𝘭𝘦𝘴𝘴𝘯𝘦𝘴𝘴, 𝘸𝘩𝘪𝘤𝘩 𝘪𝘴 𝘢𝘯 𝘪𝘮𝘱𝘰𝘴𝘴𝘪𝘣𝘭𝘦, 𝘢𝘯𝘥 𝘶𝘭𝘵𝘪𝘮𝘢𝘵𝘦𝘭𝘺 𝘴𝘵𝘦𝘳𝘪𝘭𝘦, 𝘢𝘴𝘱𝘪𝘳𝘢𝘵𝘪𝘰𝘯. 𝘜𝘯𝘭𝘦𝘴𝘴 𝘺𝘰𝘶’𝘳𝘦 𝘫𝘦𝘵-𝘴𝘦𝘵𝘵𝘪𝘯𝘨 𝘢𝘳𝘰𝘶𝘯𝘥 𝘵𝘩𝘦 𝘤𝘰𝘴𝘮𝘰𝘴 𝘢𝘵 𝘳𝘦𝘭𝘢𝘵𝘪𝘷𝘪𝘴𝘵𝘪𝘤 𝘴𝘱𝘦𝘦𝘥𝘴, 𝘯𝘰𝘵𝘩𝘪𝘯𝘨 𝘦𝘹𝘪𝘴𝘵𝘴 𝘰𝘶𝘵𝘴𝘪𝘥𝘦 𝘵𝘩𝘦 𝘧𝘳𝘢𝘮𝘦𝘸𝘰𝘳𝘬 𝘰𝘧 𝘵𝘪𝘮𝘦; 𝘦𝘷𝘦𝘳𝘺 𝘱𝘦𝘳𝘴𝘰𝘯, 𝘪𝘥𝘦𝘢, 𝘤𝘶𝘭𝘵𝘶𝘳𝘦, 𝘰𝘳𝘨𝘢𝘯𝘪𝘴𝘮, 𝘭𝘢𝘯𝘥𝘴𝘤𝘢𝘱𝘦, 𝘢𝘯𝘥 𝘤𝘰𝘯𝘵𝘪𝘯𝘦𝘯𝘵 𝘦𝘹𝘪𝘴𝘵𝘴 𝘪𝘯 𝘢 𝘱𝘢𝘳𝘵𝘪𝘤𝘶𝘭𝘢𝘳 𝘵𝘪𝘮𝘦-𝘴𝘵𝘢𝘮𝘱𝘦𝘥 𝘮𝘰𝘮𝘦𝘯𝘵 𝘸𝘩𝘪𝘭𝘦 𝘢𝘭𝘴𝘰 𝘣𝘦𝘢𝘳𝘪𝘯𝘨 𝘷𝘦𝘴𝘵𝘪𝘨𝘦𝘴 𝘰𝘧 𝘢 𝘮𝘶𝘤𝘩 𝘥𝘦𝘦𝘱𝘦𝘳 𝘩𝘪𝘴𝘵𝘰𝘳𝘪𝘤𝘢𝘭 𝘢𝘯𝘥 𝘦𝘷𝘰𝘭𝘶𝘵𝘪𝘰𝘯𝘢𝘳𝘺 𝘱𝘢𝘴𝘵. 𝘞𝘦 𝘵𝘦𝘯𝘥 𝘵𝘰 𝘷𝘪𝘦𝘸 𝘵𝘩𝘦𝘴𝘦 𝘦𝘯𝘵𝘪𝘵𝘪𝘦𝘴 𝘰𝘯𝘭𝘺 𝘢𝘴 𝘵𝘩𝘦𝘺 𝘢𝘱𝘱𝘦𝘢𝘳 𝘪𝘯 𝘵𝘩𝘦 𝘤𝘶𝘳𝘳𝘦𝘯𝘵 𝘵𝘦𝘮𝘱𝘰𝘳𝘢𝘭 𝘱𝘭𝘢𝘯𝘦, 𝘣𝘶𝘵 𝘵𝘩𝘦𝘪𝘳 𝘱𝘢𝘵𝘩𝘴 𝘵𝘩𝘳𝘰𝘶𝘨𝘩 𝘵𝘪𝘮𝘦 𝘴𝘩𝘢𝘱𝘦𝘥 𝘸𝘩𝘢𝘵 𝘵𝘩𝘦𝘺 𝘢𝘳𝘦 𝘯𝘰𝘸, 𝘢𝘯𝘥 𝘸𝘩𝘢𝘵 𝘵𝘩𝘦𝘺 𝘮𝘢𝘺 𝘣𝘦𝘤𝘰𝘮𝘦 𝘪𝘯 𝘵𝘩𝘦 𝘧𝘶𝘵𝘶𝘳𝘦. 𝘐𝘯 𝘰𝘵𝘩𝘦𝘳 𝘸𝘰𝘳𝘥𝘴, 𝘢𝘭𝘭 𝘵𝘩𝘪𝘯𝘨𝘴 𝘢𝘳𝘦 𝘧𝘶𝘭𝘭 𝘰𝘧 𝘛𝘪𝘮𝘦— 𝘵𝘩𝘦𝘺’𝘳𝘦 𝘛𝘪𝘮𝘦𝘧𝘶𝘭." Anna, May, & I have been chasing this inquiry for some time now. Solvable spaces are specific times in specific places that have multiple possible temporal planes. This #Timefulness inspires us to consider how we might shape visual, aural, and literary artifacts as sites of becoming...something of a moment and yet well beyond it. Artifacts can be careful attempts to invite otherness while avoiding reproduction of the very structures that inhibit & violate. They can exist not only in the fleeting present, but also invite an archival retrieval of reinterpretation, re-presencing, and re-imagining a specific time and place. With this intention, we offer an artifact of what emerged from a group of remarkable individuals sensing into the relationship between colonial modernity and the polycrisis through the film, #Regenerar. By sharing this artifact, we have already begun the process of extending the temporal plane of this work. And now, you are a part of its extension.

21

7 commentaren

I know I've been a bit silent lately on LinkedIn, and taken a few months pause on my newsletter The Regenerative Edge which explores future-focused organisations and the evolution of work from a leadership perspective. That's not to say I've disconnected from the matrix - in fact far from it. I've read some very interesting articles and research from a wide range of sources, and engaged in perspective-seeking conversations with a number of colleagues which will inspire the next couple of TRE editions. Increasingly I've noticed a disconnect between the hyperbolic promise of #AI to "#transformorganisations (like it was easy) and the reality of stagnating #productivity across the G7 and beyond, significant labour market challenges coming up against increasing inequality between employer and employee power (witness the 'hybrid' work tug-o-war), office work that looks much like it did 100 years ago but faster, more complicated and more disconnected, and #decision-avoidance and #stagnation throughout organisations. McKinsey & Company state that according to their research, investments in technology in the EU haven't raised productivity as much as businesses hoped, and that this is because organisations have traditionally focused on excellence in standardised processes, but that due to automation what's left (knowledge work) is increasingly nonstandard. While there are numerous factors at play here, I've started to see an opportunity to explore the strategic implications (both positive and negative) of AI for transforming how people create value for the organisation, which has significant implications for #businessplanning and #resourceallocation at the highest level. Boards must consider the critical role that people capability, culture, collaboration and creativity will play in driving productivity and #strategiccompetitiveadvantage an AI-enabled world. This is the topic I explore in the July edition of TRE to be issued next week. Please keep an eye out for it and let us know your thoughts!

31

2 commentaren

Does this image seem familiar? What your organization/programme/project aims to achieve, how it is designed and how people actually interact does not quite fit together? Do not despair! These tensions are not just normal, but useful. They tell us about where the system wants to move, or, in #TheoryU terms, what future is emerging. We use #generative methods in evaluation to invite stakeholders to collectively discover, observe, harvest these tensions and, on this basis, adapt, re-connect and move forward. It has been an immense honor to exchange on this approach with Michael Patton, one of the most influential thinkers in development evaluation, in our webinar together with Malika Virah-Sawmy last Tuesday. We are also grateful to the many likeminded pioneers who joined this conversation. Some insights: ❤️ Using our body, emotions, images and other intuitive methods enlivens the conversation, creates connection, energy and a shared move forward. 👁 Evaluation best happens alongside a project. It is, ideally, a constant learning journey, enabling projects to adapt and adjust to the context and insights. 🤩 There is great longing for a generative approach to evaluation, where still many evaluations are experienced as tedious tick-box exercises with no real upside. We look forward to continuing the conversation. Curious to hear your take-aways Sebastian Wolf Siebzehnruebl, Robyn WHITTAKER , Jessie Sutherland , Christina Kükenshöner and others! #systeminnovation #evaluation #generativefacilitation #cooperation #projectmanagement #learning

18

6 commentaren

Book by Climate Coaching Alliance: Ecological and Climate-Conscious Coaching As a practitioner of Systemic Coaching approach, I'm impressed by the breadth and depth of content in this book, the case studies, tools, exercises, and reflection, etc. that will help underpinning the practice of climate-aware coaching professionals and I will strongly recommend this book to those who are entering in this field. #CCA #Climate-conscious_coaching #Eco-engaged_coaching

3

Companies must prepare for tomorrow, today. I recommend the concise article: 'Why Every Company Needs a Futurist-in-Residence' written by IDEO's Jennifer Lo. She argues that such a role helps organisations anticipate and navigate emerging opportunities and risks. The focus is on identifying subtle signals of change to crafting future scenarios and embedding a forward-thinking culture. Futurists empower businesses to stay agile and lead with confidence. I'm not sure if it needs a full role or if this can be done with competent outside help, but the benefits of future thinking are clear: - Spot early signals of disruption and innovation - Map broader trends to design resilient strategies - Visualise possible futures to stress-test ideas - Prepare for paradigm shifts, ensuring adaptability Where should this role sit in the organisation? Link to the original post and article: https://lnkd.in/eadiENz9

30

🎙️ Can young people starting a career as facilitators succeed with less experience? In our latest podcast episode with Thomas Lahnthaler, we delve into this question and uncover some fascinating insights. 🤗 Look at the sneak peak video to listen to his anwer ! Thomas highlights that facilitation isn't just about formal experience; it's about recognizing the facilitation we do in everyday life. 𝘍𝘳𝘰𝘮 𝘤𝘰𝘯𝘷𝘦𝘳𝘴𝘢𝘵𝘪𝘰𝘯𝘴 𝘸𝘪𝘵𝘩 𝘧𝘢𝘮𝘪𝘭𝘺 𝘵𝘰 𝘪𝘯𝘵𝘦𝘳𝘢𝘤𝘵𝘪𝘰𝘯𝘴 𝘸𝘪𝘵𝘩 𝘧𝘳𝘪𝘦𝘯𝘥𝘴, 𝘸𝘦'𝘳𝘦 𝘢𝘭𝘭 𝘧𝘢𝘤𝘪𝘭𝘪𝘵𝘢𝘵𝘪𝘯𝘨 𝘪𝘯 𝘴𝘰𝘮𝘦 𝘸𝘢𝘺, 𝘣𝘳𝘪𝘯𝘨𝘪𝘯𝘨 𝘧𝘳𝘦𝘴𝘩 𝘱𝘦𝘳𝘴𝘱𝘦𝘤𝘵𝘪𝘷𝘦𝘴 𝘢𝘯𝘥 𝘦𝘹𝘱𝘦𝘳𝘪𝘦𝘯𝘤𝘦𝘴 𝘵𝘰 𝘵𝘩𝘦 𝘵𝘢𝘣𝘭𝘦. 🎧 Tune in and discover - the importance of learning from failures - the essential qualities of great facilitators, and - how to craft your unique facilitation style. Stay tuned get ready to be inspired! 🌟 If you're eager to dive deeper into the world of facilitation, don't miss this episode! 👉 𝐋𝐢𝐬𝐭𝐞𝐧 𝐧𝐨𝐰 and discover how you can leverage everyday experiences to become a great facilitator. 👉 𝐒𝐡𝐚𝐫𝐞 𝐲𝐨𝐮𝐫 𝐭𝐡𝐨𝐮𝐠𝐡𝐭𝐬 in the comments: What experiences have shaped your facilitation journey? 👉 𝐓𝐚𝐠 𝐚 𝐟𝐫𝐢𝐞𝐧𝐝 or colleague who is starting their facilitation career. 👉 𝐑𝐞𝐬𝐡𝐚𝐫𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭 to spread the knowledge and inspire others. #facilitation #facilitationskilss #career #podcast #workshopfacilitation Like it? ⏺ Save this post for future reference 🔁 Share it with your network 💬 Comment with your biggest takeaway 🔔 Also, hit follow on your podcast app for more episodes on evolving in the facilitation field

28

4 commentaren

How are we each, individually, uniquely positioned to catalyze systems transformation? What might our smallest seed ideas grow into if we "stay with" and nurture them? Who are the people around us we can work with? Powerful questions, a powerful experience.

9

1 commentaar

Five Factor Model and leading in VUCA contexts "Our results suggest that strategic adaptability is  impeded  by rigid  planning,  resistance  to change  ( #conscientiousness )  and lack of emotional  stability  ( #neuroticism ).  For firms  that experience  a decrease  in volatility,  the opposite  holds.  In line  with  trait activation  theory,  our results  imply  that the effect  of specific  CEO personality  traits  on  firm dynamics  and performance  is contingent  and context-specific." Aabo, T., Pantzalis, C., Park, J. C., Trigeorgis, L., & Wulff, J. N. (2024). CEO personality traits, strategic flexibility, and firm dynamics. Journal of Corporate Finance, 84, Article 102524. https://lnkd.in/eQ66Hdjs #FiveFactorModel

4

𝗦𝗵𝗮𝗿𝗶𝗻𝗴 𝘁𝗵𝗶𝘀 𝗲𝘀𝘀𝗮𝘆 𝘁𝗼 𝘀𝗽𝗮𝗿𝗸 𝗶𝗻𝘁𝗲𝗿𝗲𝘀𝘁𝗶𝗻𝗴 𝗶𝗻𝘀𝗶𝗴𝗵𝘁𝘀 𝗳𝗼𝗿 𝗼𝘁𝗵𝗲𝗿𝘀, 𝗽𝗹𝘂𝘀: • Simply reading the author's speculations, written in such poetic prose, elevated the quality of my contemplations. • My perspective shifted to the business world—specifically how the ideas shared could influence leadership and what I’ll call “learnership.” LEADERSHIP 𝘙𝘦𝘧𝘭𝘦𝘤𝘵𝘪𝘯𝘨 𝘰𝘯 𝘚𝘵𝘳𝘢𝘵𝘦𝘨𝘪𝘤 𝘛𝘩𝘰𝘶𝘨𝘩𝘵 𝘢𝘯𝘥 𝘏𝘶𝘮𝘢𝘯 𝘊𝘰𝘯𝘯𝘦𝘤𝘵𝘪𝘰𝘯 Leaders are the guides we depend on to shape our work, lives, and functions. This essay left me pondering: 1. 𝗛𝗼𝘄 𝗺𝗮𝗻𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗲 𝘁𝗵𝗲 𝘃𝗮𝗹𝘂𝗲 𝗼𝗳 "𝘀𝗹𝗼𝘄 𝗯𝗼𝗶𝗹 𝗮𝘄𝗲" when it comes to enriching their strategic thought processes, which ultimately impact so many lives? 2. 𝗛𝗼𝘄 𝗱𝗼 𝗯𝗼𝗮𝗿𝗱𝘀, 𝗖-𝘀𝘂𝗶𝘁𝗲 𝗲𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲𝘀, 𝗮𝗻𝗱 𝗼𝘁𝗵𝗲𝗿 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻-𝗺𝗮𝗸𝗲𝗿𝘀 𝘄𝗲𝗶𝗴𝗵 𝘁𝗵𝗲 𝗿𝗶𝘀𝗸𝘀 𝗮𝗻𝗱 𝗿𝗲𝘄𝗮𝗿𝗱𝘀 𝗼𝗳 𝘁𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆? The considerations are vast—from market share to customer satisfaction, operational costs, and long-term employee effectiveness. 3. 𝗔𝗿𝗲 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝘀 𝗶𝗻𝘃𝗲𝘀𝘁𝗶𝗻𝗴 𝗲𝗻𝗼𝘂𝗴𝗵 𝗶𝗻 𝘀𝘂𝗽𝗽𝗼𝗿𝘁𝗶𝗻𝗴 𝗵𝘂𝗺𝗮𝗻 𝗰𝗮𝗽𝗶𝘁𝗮𝗹? Could activities that counterbalance the tightening grip of technology help the nuances of humanity resurface, providing the "x-factor" that differentiates businesses? LEARNERSHIP 𝘐𝘯𝘴𝘱𝘪𝘳𝘪𝘯𝘨 𝘗𝘦𝘳𝘴𝘰𝘯𝘢𝘭 𝘎𝘳𝘰𝘸𝘵𝘩 𝘢𝘯𝘥 𝘋𝘦𝘦𝘱 𝘓𝘦𝘢𝘳𝘯𝘪𝘯𝘨 To me, "learnership" is both an individual responsibility to grow and the influence we in L&D have on learning experiences. 1. 𝗛𝗼𝘄 𝗺𝗶𝗴𝗵𝘁 𝗜 𝘂𝘀𝗲 𝘁𝗵𝗶𝘀 𝘃𝗲𝗿𝘆 𝗮𝗿𝘁𝗶𝗰𝗹𝗲 to prompt personal revelations that benefit learners’ professional development? 2. 𝗔𝗿𝗲 𝘄𝗲 𝗶𝗻𝗰𝗼𝗿𝗽𝗼𝗿𝗮𝘁𝗶𝗻𝗴 𝗲𝗻𝗼𝘂𝗴𝗵 "𝗹𝗶𝗳𝗲-𝗲𝗻𝗵𝗮𝗻𝗰𝗶𝗻𝗴 𝗮𝗻𝘅𝗶𝗲𝘁𝘆" in L&D to invigorate learners, foster deeper solutions, and anchor learning? 3. 𝗔𝗺 𝗜 𝗵𝗼𝗹𝗱𝗶𝗻𝗴 𝗯𝗮𝗰𝗸 𝗳𝗿𝗼𝗺 𝗽𝘂𝘀𝗵𝗶𝗻𝗴 𝗰𝗲𝗿𝘁𝗮𝗶𝗻 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝘀𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀 (or challenging stakeholders) due to fears about receptivity? This article feels timely as I reflect on insights from a recent 𝘋𝘦𝘴𝘪𝘨𝘯 𝘧𝘰𝘳 𝘊𝘰𝘭𝘭𝘢𝘣𝘰𝘳𝘢𝘵𝘪𝘰𝘯 course. My mind is abuzz with ideas for maximizing the depth and impact of professional development. (PS: I highly recommend the course from Intrepid by VitalSource, led by JR Burch!) #Leadership #LeadershipDevelopment #LifeLongLearning #PersonalGrowth #L&D #LearningAndDevelopment 𝗦𝗢𝗨𝗥𝗖𝗘: [Tech-vexed: How digital life threatens our capacity for awe](https://lnkd.in/gYpFWZ74)

6

1 commentaar

Futures work thrives when foresight and hindsight are woven together, grounding alignment in context for a more resilient way forward. #futures #foresight #generativeStrategy #thinking #navigate Visual created with DALL-E Open Ai.

9

1 commentaar

Largely invisible and unnamed collective cultural assumptions act like an adhesive glue, that moulds everything into the same familiar patterns over and over again. Changing our mindset and the way we see things is therefore one of the most powerful leverage points for systems change. Our worldview shapes our relationships and the way we are in the world. The outcomes we are getting are a consequence of the way this relational system is arranged. A widening of our worldview is powerful, because it is within our reach and will guide us towards different outcomes. Before we can engage in meaningful change and remember how to participate in the interconnected family of things, we also have to ask how we may be part of the problem - how our assumptions and what we perceive as 'normal' may unintentionally hold things in a stuck place. What damage has been caused by the legacies of this perceived ‘normality’ - and how do they show up in you, in me, in our relationships, in the ways we think, in our professional identity and the meaning we make of our lives? "Climate, Psychology and Change' does not come with the answers! The book’s aim is to generate disturbance to the way we have learnt to think. It is an attempt to decentre the dominant voice of WEIRD (Western, Educated, Industrialised, Rich, Democratic) societies, the heroic voice of the exceptional lone individual and the purely human voice. This is not about the sale of a book. The next step on this journey is to curate platforms where we can have courageous, uncomfortable, compassionate and clumsily vulnerable conversations that aim to bridge divides, disrupt a toxic form of ‘normality’ and re-connect with the undomesticated parts of our collective psyche that have been exiled in order to belong. If you want to join any of the upcoming conversations on these topics, please subscribe to the mailing list to receive updates on events. https://lnkd.in/dbaEg5Eh If you want to host a conversation, please get in touch. #climatechange #psychotherapy #psychology #sustainability

127

27 commentaren

Collaboration is the key to elevating societal #trust. We need to work together, not in separate silos. Our Trust Alliance, now in its 13th year is an example of the power of collaboration, drawing members primarily from business, academia and consulting. https://lnkd.in/eHMF3vA

5

Performance Bias People make assumptions about capability based on their biases that then can become self-fulfilling. This bias means women are frequently underestimated and men overestimated. Men are automatically assigned credibility, women have to fight for it, making it harder for women to get promoted, to influence and to achieve. This explains why gender balance is proving hard to achieve. This is explored brilliantly in the book, Why Do So Many Incompetent Men Become Leaders?: (And How to Fix It) by Tomas Chamorro-Premuzic Time to start assuming women are (at least) as competent as men? #shesaid! #genderbalance #equality #womenatwork #womenintheworkplace

4

1 commentaar

Just finished reading Giles Hutchins and Laura Storm book #Regenerative #Leadership which really resonated with me. A couple of standouts: "...sustainability as either a technology we have to scale, a policy framework we must lobby for, or a financial and operational mechanism to implement. These particular approaches are what we call outer sustainability." "...inner sustainability, which is sustainability that fosters creativity and play, wellbeing and whole-body intelligence, applies nature’s wisdom, thinks in interconnected systems, and takes into account an individual’s sense of purpose within the whole." How do we do the work of #Sustainability (outer) and take care of our #Self (inner)? In my own work The Wellness of Being Methodology looks to build #SelfResiliency through #CompassionateCompetencies (Empathetic Action) employing #SocialPrescribing (principally #meditation and #mindfulness techniques) founded upon #EmotionalIntelligence and #Biophilic principles. The Wellness of Being👉 https://lnkd.in/eTp_gmiU #esg #netzero Regenerative Leadership👉 https://lnkd.in/eKPD-vFt

5

The right personal and work #habits can be transformative. In April's #MeaningfulWork Newsletter, we explore how to cultivate good habits, with a guest column on #biophilic #design by Vanessa Champion PhD! Joe Smart https://shorturl.at/krwX8 #habitsforsuccess #atomichabits #officedesign #moralexcellence #peaceofmind

5

1 commentaar

Well-founded coaching relationships and sessions have a firm, unambiguous, co-created and mutually agreed contract. Here are some common pitfalls in contracting: - coach assumes the topic is the contract - coach assumes what the client initially names as the outcome, is the appropriate outcome - when clients describe their challenge, obstacle, stressor, that the opposite of that is the session outcome - that the coach's successes in overcoming the client's challenge will work for the client too These assumptions partly stem from the ICF core competencies being structured in a numbered list. This often leads to a perception that the 🍖 meaty bit of a coaching session comes ⏳ after naming a topic. The reality is that the competencies are holistically connected, as opposed to linearly connected. This is not an esoteric concept, but rather a presentation of the competencies as being interlinked, mutually supportive, arising as appropriate in the moment. In relation to contracting, this means, - the coach makes relational contact with the client before attending to the task of coaching around a specific point. Contact before contract. - formulating a valid contract requires the coaching relationship to be contained and protected. - recognising how challenges in the coaching relationship are directly connected to what to contract on - exploration and client understanding of how the client perceives and makes sense of themselves, others, and the world informs the contract. - "The curious paradox is that when I accept myself just as I am, then I can change"- Carl Rogers. Collectively these give insight and access to the core issue underlying the client's approach to the problem. That is what the contract revolves around. First: - determine what the client recognises as the core issue - co-create a plan to address this - coach determines if they have the training and capacity to fulfil this I am hosting a mentor coaching group to start in the next few weeks. Join us in community learning and support, deepen your coaching practice, achieve your credential confidently. DM me or set up an obligation-free meeting with me at your convenience using the link. https://lnkd.in/d-cpXNNb Alex van Oostveen is an EMCC Global coach/mentor supervisor (ESIA) and Accredited Coach (EIA) at Senior Practitioner level | ICF Professional Certified Coach (PCC) | Diploma in Coach Supervision | Diploma in Coaching #mentorcoaching #ICF #ACC #PCC #CCE #coaching #coachsupervision

3

4 commentaren

I find it very interesting that we are on average looking at solutions of problems from a linear point of view in isolation and independence while we live in a complex, interrelated, interdependent, circular world. I don’t want to expand on leadership right now as I would cover that in another piece. What I rather would like your attention ( hopefully enough to go through the whole piece #attentionspan ) on is feedback. Have you noticed how there are solutions available in form of actionable behavioural concepts about how to land an effective feedback, how to give feedback, how to receive feedback. As if just figuring out the language, tone, setting, context in itself will solve the problem that we face with feedback. Feedback being a crucial part of our lives. Everyday lives. At home. With friends. With subordinates. With peers. With supervisors. It’s the way to understand what’s going right and what needs correction. And despite so much available through internet, coaches, mentors on effective feedback, we still struggle with it. Because how it’s given and received is governed by other inconspicuous factors. I want to request you to be a bit more attentive now. People who do not have a healthy sense of self and ego will always find it difficult to accept or digest feedback even if not really critical. Ones with a healthy sense of self will take criticism as they have mechanisms in place to deal with it. Mechanisms we all can develop. By unhealthy I mean WOUNDED. Wounded because possibly in their childhood or growing up years, they didn’t have a balance of appreciative feedback and critical feedback at home/in school. And critical feedback could possibly had been too rampant and cruel. They had a constant sense of being misunderstood or not understood. They carry these imprints in their brain and feedback even as an adult is something that can inspire shame, fear and resentment in them. It’s not possible for them to see as a chance to improve rather a feeling of being singled out, cornered and not good enough. I am hoping you have read till now. If you have please know, we all carry wounded selves. Some more than others. Kindness towards each other, a bit more effort in curios empathy in an ongoing basis helps not just others but us as well. Thank you for being here. #leadingwithheart #humanlycorporte #feedback

67

13 commentaren