MindShift

TRANSFORMATION – INSIGHT – LEADERSHIP


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Impressions from the workshop with Bonnitta Roy from APP Associates, Alderlore Insight Center, USA, Ct.; April 1 – 3, 2016

With fantastic people from all over Europe (and some US) we spent 3 fun intensive days looking into a kind of organizational development that deals with self-organization, elegant architectures and those principles that foster emergent behavior, team intelligence, distributive power and decision-making – without rigid new governance models. We explored and examined the key principles, central practices and deep processes of open authentic participation in organizational life.

These were some of  our other topics:

  • succeeding with uncertainty
  • how self organization happens and why we can trust it
  • how values both enable and constrain participation
  • expanding our trust network
  • intention, identity and interaction in group dynamics
  • asymmetric needs and power relations
  • strategic conversations in four languages of change
  • participatory governance
  • how resource allocations drive innovation (or not)
  • assessing team action-potentials
  • building team synergy and high velocity performance
  • method-free facilitation
  • catalyzing insight in teams
  • creativity and cognitive flow

APPWEBLOGO (1)Playing with complex adaptive and complex responsive systems, we gained a new understanding of the nature of emergent processes. We explored new guidance and design principles for organzational life. We looked at how to negotiate organizational and personal intentions, value streams and identities, how to solve the tension between our uniqueness, asymmetrical needs and the distribution of energy, decision and power in a group. We looked at the design of the architecture of the organizational space– one that allows for the release of built up complexity, for emergent behavior and novelty to arise.  We experimented with the four languages of change, that are at the core of Bonnie’s new approach: “I call this new design The Open Participatory Organization, or OPO for short. The OPO is a fully integrated design. It is an open architecture that is supported by a participatory communications platform and is backed-up by a governance that evolves as the organization evolves” from Bonnie’s blog post).
4 languages of changePicture: Bonnitta Roy, APP Associates. 

There are four ‘locations’ with distinctly different values sets, objectives, outcomes and strategic conversations to be held around them. Most organizations have one or two of them, but hardly any are engaging in all of the necessary conversations.

At the end, we explored why this really matters: we are working and living in environments where we have to make choices when we cannot predict outcomes.  Knowing how to allow group dynamics to be emergent becomes invaluable.

Bonnitta Roy’s workshop left us totally inspired, and with many many kind of thoughts and processes to unpack, think about and apply. It opened up new, generative, collaborative spaces. Turning howe to our own business, we have started applying the OPO principles, practices and processes – with first insights and their consequences. We know there are many more insights to come. In some instances we are holding new strategic conversations around our trust networks and new alliances, for example www.eclp.eu and with our Swedish friends around the Crisp Network. Watch this space!  Comments welcome.

More about Bonnitta Roy’s work here in her blog posts.  The next workshop with her is in the US, Ct, in June 16 – 19, and with us in Schmagerow again November 4 – 6. Do not miss it. Also, check out the pre-conference workshop at the Berlin Change Days the week before, October 26-27.

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Think Tank & Workshop with Bonnitta Roy

FACING ORGANIZATIONAL CHALLENGES 

April 1 – 3, 2016 in Germany

3- DAYS with BONNITTA ROY  – An invitation to step into a new way of understanding organizational life, based on principles of open, authentic participation, which we find quite ingenious.

This is for you if you are into the kind of organizational development that deals with self-organization, creating elegant architectures that foster emergent behavior, team intelligence, distributive power and decision-making – without rigid new governance models.

APPWEBLOGO (1)During the 3-day workshop, we will explore in depth headlineswhat is actually happening with relational dynamics in groups. You gain a new understanding of how self-organization works and why you can trust it, whether you work in a conventional set
ting or an open one. You learn how to negotiate organizational and personal intentions, value streams and identities, how to solve the tension between your uniqueness, asymmetrical needs and the distribution of energy, decision and power in a group. Then we look at the design of the architecture of the organizational lab – one that allows for the release of built up complexity, for emergent behavior and novelty to arise. We do that with real organizational problems, so bring your cases. At the end, we wilApp retreat picl explore why this really matters: we are working and living in environments where we have to make choices when we cannot predict outcomes. Knowing how to allow group dynamics to be emergent becomes invaluable.

For more information, please contact Anne: anne.caspari@mindshift-integral.com or over skype. Download the flyer here: App retreat Europe

 


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Buchpräsentation: Integrale Ökologie

Wir laden Sie herzlich ein zur Buchvorstellung und Diskussion mit

Hilde Weckmann und Anne Caspari
Integrale Ökologie
6. November 2013, 19 Uhr

Schweisfurth-Stiftung, Südliches Schlossrondell 1
80638 München

Es gibt heute eine Vielzahl von unterschiedlichen Perspektiven zu Ökologie, Natur und auch zum Klimawandel, die sich nicht selten grundlegend widersprechen. Wie können wir all diese wertvollen Ansichten auf die natürliche Welt – formuliert von vielen Wissenschaftlern, Ökologinnen, Aktivisten und Philosophinnen -vereinen und zu einer umfassenden Perspektive kommen, um unsere Umweltprobleme effektiv in den Griff zu bekommen und in einem angemessenen Einklang mit unserer natürlichen Umwelt zu leben?

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Wir stellen die ‚Integrale Ökologie‘ von Prof. Sean Esbjörn-Hargens und Prof. Michael Zimmerman vor: Diese wendet die Integrale Theorie Ken Wilbers auf unsere Umwelt und unser Verständnis der Natur an, und integriert damit all die unterschiedliche Theorien, Ansätze und Einsichten in einem umfassenden Modell.

Die Integrale Ökologie als Metatheorie macht blinde Flecken und Grenzen einzelner ökologischer Disziplinen dort sichtbar, wo Praktikerinnen und Experten immer wieder an Grenzen stoßen. Aus der Zusammenschau möglichst vieler Perspektiven heraus können komplex-adaptive Systeme diagnostiziert und Initiativen erfolgreich geplant und durchgeführt werden. Wir werden dies praktisch verdeutlichen und zeigen den Teilnehmenden anhand recht verschiedener Themen, wie z.B. Klimawandel, nachhaltigem Tourismus und ökologischem Landbau auf, wie solch ein integraler Methodenpluralismus wesentlich mehr Ansatzpunkte und Hebelwirkung für effektives Handeln liefert.

Anmeldungen bitte bis 1. November telefonisch unter 089-17 95 95 11 oder per E- Mail: veranstaltungen@schweisfurth.de.hilde anne


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Integral Leadership: Feeling into the Moment

How does it fit together: intuition, integrity, leadership, (construct) awareness, subtle states? Here is the attempt of an architecture. Presentation at the Integral Theory Conference, San Francisco,  July 18 -21, 2013 

integral leadership caspari

Academic Paper download here: Reams & Caspari_ITC2013

Powerpoint: ITC California 2013 Reams Caspari


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Transformative Processes and Adaptive Pushback. Mapping out Stages, Patterns, Mechanisms, Immunities to Change and How to Respond

shiftWhy are we resisting Transformation?

In the global change arena we see more and more the need for leaders to know about what happens in transformative processes inside out in order to play a different game. It is ironic that our best whole systems thinkers are becoming ever more frustrated at the lack of visible change in response to knowledge and evidence about growing threats to sustainability. The problem is more often than not that the intrinsic mechanisms of transformation are still not widely understood nor mastered. Transformative processes that are supposed to respond to adaptive challenges require a fundamental shift in perspective and meaning. In order to be able to design, catalyze, foster or lead such shifts, leaders need to recognize stages, depth and width of the process, need to identify patterns of systemic pushback, know what to do with immunities to change and how to handle the usual resistances and escape mechanisms.

The following Powerpoint shows maps of

  • stages and stations on a archetypical transformative process
  • pushback and escape mechanisms tipically occurring in relative accordance with the stage of the process
  • generative interior and exterior condition that can foster a successful process
  • a selection of toolboxes, techniques and methods that are helpful in order to bring participants back on track

What are your thoughts? Download the presentation here:

looking into transformative processes and adaptive pushback

Paper Presentation during the Conference on ‘Transformation in a Changing Climate’, University of Oslo, June 2013.


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Taking on the Future: Transformation in a Changing Climate

Workshop on Transformative Leadership in a Changing Climate, Saturday 22 June, 2013, Oslo 

If we see transformative change as a necessary response to global climate change, we have to know its processes intimately. Transformations that respond to adaptive challenges involve fundamental shifts in perspective and meaning. In order to be able to design, catalyze, foster or lead such shifts, leaders need to recognize stages, depth and width of the process, identify patterns of systemic pushback, and know what to do with immunities to change, as well as how to handle the usual resistances and escape mechanisms.

For those who are interested in learning more about leadership for change, we offer a one-day intensive workshop directly following the international conference on  “Transformation in a Changing Climate” at the University of Oslo .

The workshop will lead participants into experiencing transformative processes first hand and head-on. We will look at how our evolving worldviews frame the problem in need of transformation, how to shift polarized perspectives, and unlock movement towards solutions.

The work offers insights into the more concealed mechanisms and stages of transformation and on how to detect and overcome hidden immunities to change and adaptive pushback in yourself and others. Other expected results include insights into personal recurring patterns and on how to restructure seemingly fixed conditions. The links between personal and global trans-formation, and leadership, will become clear.

The workshop is delivered by a team of international professionals in the field of transformation and leadership development: Abigail Lynam, Geoff Fitch and Anne Caspari.

Click for more information on the workshop,  for registration or contact me on an.caspari@gmail.com

Taking on the Futuredownload the flyer: Taking on the Future


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New Publication: You say you want a revolution?

Karen O’Brien, Jonathan Reams, Anne Caspari et al. (2013): You say you want a revolution? Transforming education and capacity building in response to global change. Environ. Sci.Policy

A b s t r a c t

This paper considers the changes in education and capacity building that are needed in response to environmental and social challenges of the 21st Century. We argue that such changes will require more than adjustments in current educational systems, research funding strategies, and interdisciplinary collaborations. Instead, it calls for a deeper questioning of the assumptions and beliefs that frame both problems and solutions. We first discuss the challenges of transforming education and capacity building within five key arenas: interdisciplinary research; university education systems; primary and secondary education systems; researchers from the developing world; and the public at large and politicians. Our starting point is that any type of revolution that is proposed in response to global change is likely to reflect the educational perspectives and paradigms of those calling for the revolution. We differentiate between a circular revolution (as in the ‘‘plan-do-check- act cycle’’ often used in change management) versus an axial revolution (moving to a different way of thinking about the issues), arguing that the latter is a more appropriate response to the complex transdisciplinary challenges posed by global environmental change. We present some potential tools to promote an axial revolution, and consider the limits to this approach. We conclude that rather than promoting one large and ideologically homogenous revolution in education and capacity building, there is a need for a revolution in the way that leaders working with education and capacity building look at systems and processes of change. From this perspective, transformative learning may not only be desirable, but critical in responding to the challenges posed by global  environmental change.

http://www.sciencedirect.com/science/article/pii/S1462901112002146