Archive for the ‘Case Studies’ Category
Background
The organisation is an ex-MOD facility, a big engineering employer in the local area, with an enviable steady state history and past protection from commercial pressures, which is now experiencing accelerating change. It has already passed into commercial ownership and is beginning to adapt to commercial pressures. At the point we are asked to help they have just been acquired by a new owner, and no one is quite sure what their plans might be. A new Managing Director has been appointed with a very different focus and orientation to the previous one. There is a new leader in this particular unit. And the end is in sight for the product on which this team works – no one is quite sure what this means for them.
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Tags: acting appreciatively, appreciating change, appreciative enquiry, appreciative inquiry, business psychology, Case Studies, case study, employee engagement, facilitation, leadership, positive psychology, positive psychology at work, sarah lewis, team development, uncertainty
Posted in Appreciative Inquiry, Case Studies, Change, Leadership, Positive Psychology |
Time to Think is the title of a book by Nancy Klein. It was recommended as a resource by people I trust.
The first time I read it I didn’t really get it, it seemed like a variation on what I already knew and did.
Yet people I valued kept referring to it as being a terrific resource and method.
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Tags: acting appreciatively, active listening, ai at work, appreciating change, appreciative enquiry, appreciative inquiry, appreciative listening, business psychology, Case Studies, case study, change techniques, communication, Deep listening, employee engagement, facilitation, leadership, listening, positive, positive psychology, psychology, psychology at work, sarah lewis, team development
Posted in Appreciative Inquiry, Case Studies, Change Techniques, Leadership, Team Development |
Introduction
The UK is currently deafened by the sound of executives crashing and burning as their careers derail in the unfolding phone hacking scandal – Rebecca Brooks and John Yates to name just two. Robert Kaiser argues that there is an identifiable phenomena of ‘high fliers’ who see their career progress suddenly interrupted when a firestorm erupts around them, as is happening in News International right now. The question is, why do some executives come to such an abrupt end? Is it just bad luck, or is it something to do with the attributes they bring to the job?
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Tags: appreciating change, business psychology, case study, john yates, leadership derailment, news international, psychology, rebecca brooks, resignation, sarah lewis, scandal
Posted in Case Studies |
The Challenge
Five strangers have two hours to prepare for a three-hour consulting session with a client they have never met.
We are a British woman, a Greek woman, two Dutch men, and a Dutch woman. All of us have volunteered to try to help this organisation as part of our two-day experience at the 11th meeting of the Begeistring Network, a European network of people interested in Appreciative and strengths-based ways of working, at Volendam in Holland April 27-29 2011.
We will be working in English throughout. On our first evening we had about an hour to start planning how we might usefully use this opportunity.
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Tags: ai, appreciating change, appreciative auditing, appreciative enquiry, appreciative inquiry, begeistring network, business psychology, case study, employee engagement, facilitation, positive co-creation, positive psychology, psychology, resistance to change, sarah lewis, strengths-based, team development
Posted in Appreciative Inquiry, Case Studies, Team Development |
The Invitation
‘Previously we were autonomous business units, now we’re forming into one central support unit. We are spread over 2, previously 3, sites. Some people have been made redundant so we need to do more with less. The organisation is experiencing change, indeed is about to be acquired by another organisation. We need to start functioning as an effective team fast. We have put a day aside. Can you help?’
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Tags: ai, ai at work, appreciating change, appreciative enquiry, appreciative inquiry, business psychology, Case Studies, change, employee engagement, facilitation, od, organisational development, positive psychology, positive psychology at work, psychology, resistance to change, sarah lewis, strengthening teams, strengths-based, team development
Posted in Case Studies, Change, Organisational Development, Strengths, Team Development |
The Invitation
‘We want to run a rehearsal process for our EQUIS assessment, and a strategy development day for about 180 people simultaneously. Are we being too ambitious? Can you help us?’ Read on »
Tags: ai, ai at work, appreciating change, appreciative enquiry, appreciative inquiry, business psychology, Case Studies, change techniques, employee engagement, facilitation, large group change, large group psychology, od, organisational development, positive psychology, positive psychology at work, psychology, resistance to change, sarah lewis, strengthening teams, strengths-based
Posted in Case Studies, Change Techniques, Organisational Development |
The Challenge:
‘We want to hold a strategy conference and we want to do it in a strengths based way. Can you help us?’
Strategy is the lode star of organisation. Without a sense of the over-arching purpose, direction and values, is difficult for people to prioritise amongst the many competing demands on their time and energy. A good strategy acts like an internal compass for all employees, enabling them to prioritise their activities against a common understanding of ‘the most important things’, even when working in isolation.
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Tags: acting appreciatively, ai, ai at work, appreciating change, appreciative enquiry, appreciative inquiry, business psychology, Case Studies, case study, change techniques, conference, employee engagement, facilitation, positive psychology, psychology, resistance to change, sarah lewis, strengths-based
Posted in Case Studies, Change Techniques, Employee Engagement |
