The surprising power of liberating structures pdf

This elegant method prompts readers to engage with three deceptively simple questions: What? So what? Now what? The first leads to careful observation.

The second invites you to thoughtfully consider options and implications. The third ignites effective action. Together, these questions and the tools that support them produce a dynamic and creative dance with uncertainty. The road-tested steps of adaptive action can be used to devise solutions and improve performance across multiple challenges, and they have proven to be scalable from individuals to work groups, from organizations to communities.

In addition to laying out the adaptive action framework and clear protocols to support it, Glenda H. Eoyang and Royce J.

Holladay introduce best practices from exemplary professionals who have used adaptive action to meet personal, professional, and political challenges in leadership, consulting, Alzheimer's treatment, evaluation, education reform, political advocacy, and cultural engagement—readying readers to employ this new toolkit to meet their own goals with a sense of ingenuity and flexibility.

Traditional governance, even when it is functioning effectively and fairly, often produces clear winners and clear losers, leaving smoldering resentments that flare up whenever there is a shift in the balance of power.

Over the past two and a half decades, a new style of governance has arisen to disrupt some of that winner-takes-all dynamic, offering parties a means to collectively navigate their interests in a highly focused and democratic way.

Collaborative Governance is the first comprehensive practice-based textbook on the topic, presenting a solid grounding in relevant theory while also focusing on case studies, process design, and practical tools. Bringing together theory and tools from the fields of negotiation and mediation, as well as political science and public administration, this book introduces students and practitioners to the theory of collaborative governance in the context of practical applications.

Collaborative Governance is an ideal primary textbook in public administration, planning, and political science courses, as well as a jargon-free primer for professionals looking to learn more about the theory and practice of this important field.

Facilitators exist wherever learning happens. Facilitators can also be consultants or post-secondary instructors who have been hired to lead one course or more. The more engaging and interactive you make your learning events, the more people will actually learn from them.

Practical, accessible, and jam-packed with tools to support facilitators to create impactful learning experiences, Design to Engage is a revelation and an inspiration. People are happiest and most productive if they can choose what they work on and who they work with. Self-selecting teams give people that choice.

Build well-designed and efficient teams to get the most out of your organization, with step-by-step instructions on how to set up teams quickly and efficiently. You'll create a process that works for you, whether you need to form teams from scratch, improve the design of existing teams, or are on the verge of a big team re-shuffle. Discover how New Zealand's biggest e-commerce company completely restructured their business through Self-Selection.

In the process, find out how to create high-performing groups by letting people self-organize into small, cross-functional teams. Step-by-step guides, easy-to-follow diagrams, practical examples, checklists, and tools will enable you to run a Self-Selection process within your organization.

If you're a manager who wants to structure your organization into small teams, you'll discover why Self-Selection is the fastest and safest way to do so. You'll prepare for and organize a Self-Selection event and make sure your Self-Selection participants and fellow managers are on board and ready.

If you're a team member, you'll discover what it feels like to be part of a Self-Selection process and what the consequences are for your daily work. You'll learn how to influence your colleagues and bosses to be open to the idea of Self-Selection. You'll provide your manager with a plan for how to facilitate a Self-Selection event, and with evidence that the system works. If you're feeling the pain and chaos of adding new people to your organization, or just want to ensure that your teams have the right people with the right skills, Self-Selection will help you create the effective teams you need.

Open Space Technology is a methodological tool that enables self-organizing groups of various sizes to deal with hugely complex issues in a very short period of time. Authored by the originator of Open Space Technology, this work presents a user's guide that details what needs to be done before, during, and after an Open Space event. Child welfare workers often need cooperation from other agencies that have their own goals and regulations.

The tangle of red tape that can result frustrates staff and robs youth of confidence in the system. Child Welfare sets forth real-world examples to guide interagency collaboration. Completely revised and updated, the second edition is loaded with new tools and techniques.

Two powerful new chapters on agenda design A full section devoted to reaching closure More than twice as many tools for handling difficult dynamics 70 brand-new pages and over pages significantly improved. Qualitative Research: Analyzing Life presents a fresh approach to teaching and learning qualitative methods for social inquiry—one that focuses on analysis from the very beginning of the text.

By exploring qualitative research through a unique analytic lens, then cumulatively elaborating on methods in each successive chapter, this innovative work cultivates a skill set and literacy base that prepares readers to work strategically with empirical materials in their own fieldwork.

Hierarchy in organizations is obsolete. There is a better way: one that increases the engagement of employees and managers alike, reduces micromanaging and other limiting approaches, and promotes organizational and individual success.

In this book, self-management expert Samantha Slade presents seven concrete practices to help your organization flatten its existing hierarchy and develop a horizontal organization. The result will be enhanced creativity, greater growth, and a increased employee retention and productivity—and a better bottom line.

These days, more than ever, successful organizations must respond quickly and nimbly to change—they need every employee's best thinking. A horizontal organization creates an environment of true collaboration, respect, and openness. It allows everyone more freedom to express unconventional ideas or to work through issues that are getting in the way of organizational goals.

And it's a more human way to organize—after all, we function perfectly well in our day-to day lives without someone telling us what to do.

But when an organization decides to go horizontal, it can be overwhelming for both managers and employees. Slade offers a practical, proven, incremental method to help organizations of all kinds and sizes ease in to a non-hierarchical model. She includes techniques for using your organization's purpose to stay focused and aligned, developing shared decision-making, creating a mutual feedback culture, nurturing autonomy, holding co-managed meetings, and maintaining an environment of collective learning.

Going Horizontal will help organizations become more adaptive, collaborative and innovative, which is vital in today's highly competitive and constantly-evolving world. Author : Sharon L.

From Sharon L. This innovative resource introduces 65 training strategies that are guaranteed to deliver outstanding training results no matter what the topic, group, or learning environment. Now, trainers can replace the traditional "Trainers talk; learners listen" paradigm with a radical new model for designing and delivering instruction: "When learners talk and teach, they learn. What does leadership look like in a company with no bosses?

How do you develop a culture that allows self-managing organisations to thrive? What mindset and relational shifts are required? In this book, the authors share stories and insights from nearly twenty years of coaching teams and organisations to become self-managing. Rather than looking at complicated self-management frameworks and models, these pages reveal a perspective of organisational transformation based on the simple but powerful premise of facilitating different kinds of dialogues.

Author : Hiren Doshi Publisher : Practiceagile. Hiren Doshi, Scrum. The Scrum Guide recommends three to nine members in a Development Team, but we have fifteen members. Is this Scrum? My designation is development manager. Does this mean I have no role in Scrum?

How is Scrum Empirical? In fact, innovation may also be viewed as an iterative process that builds on existing knowledge and, through trial and error and … Expand. Highly Influenced. View 3 excerpts, cites methods. There is a tension between enhancing vulnerable people's access to local nutritious food and ensuring viable incomes for local farmers.

This tension arises as a result of interactions and processes … Expand. View 1 excerpt, cites background. The big breach: An experiential learning exercise in mindful crisis communication. Courses: Advanced organizational communication, crisis communication, public relations. Objectives: The objectives for this unit activity are to define and explain mindfulness, reflect on the … Expand. In this chapter the impact of the vanishing managerial hierarchy in shared leadership and its impact on the psychology of circles and circle members is reflected upon, and the crucial need for … Expand.

We live in a world of rapid change and increasing complexity. Libraries are no exception. Each of us has a choice of how to respond to these changes, either proactively or reactively. This article is … Expand. Management for Professionals. To change the culture of an organization, it is important to get people talking about the behaviors that they experience and that they want to experience in the future. Organizational behavior is … Expand.

Understanding Innovation. This chapter explores the use of space as a means of effectively fostering creativity and innovation in organizations more specifically, so-called spatial interventions.

Spatial interventions refer … Expand. Related Papers. Abstract 52 Citations Related Papers. By clicking accept or continuing to use the site, you agree to the terms outlined in our Privacy Policy , Terms of Service , and Dataset License.