Posts Tagged ‘large group change’
Barack Obama famously crowd-sourced the finance for his election campaign, a powerful example of the ability of new technology to create a great aggregate result out of lots of small voluntary actions. But this process is not as new as it seems: Sir James Murray used a similar approach to creating the Oxford English Dictionary, a project he began in 1897.
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Tags: acting appreciatively, ai, ai at work, appreciating change, appreciative enquiry, appreciative inquiry, business psychology, crowd sourcing, employee engagement, facilitation, large group change, positive co-creation, positive psychology, positive psychology at work, practical positive psychology, psychology, sarah lewis, volunteer principle
Posted in Appreciative Inquiry |
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This master class workshop will help you understand the most important findings from positive psychology and happiness research so you can help your clients reap the benefits.
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Tags: ai, ai at work, AI masterclass, appreciating change, appreciative enquiry, appreciative inquiry, business psychology, employee engagement, events, facilitation, large group change, Masterclass, positive psychology, positive psychology at work, practical positive psychology, psychology, resistance to change, sarah lewis, strengthening teams, strengths-based
Posted in Events |
A Self-Organising Meeting
The Open Space process allows people to contribute to conversations that interest and energise them. It ensures that all topics that need to be discussed, are discussed. It allows people to add value to the discussions in a way that works for them. It disrupts established patterns of organisational behaviour, allowing new voices, views, opinions and perspectives to be heard and developed.
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Tags: acting appreciatively, appreciating change, business psychology, change, employee engagement, facilitation, large group change, management, open space, positive co-creation, positive psychology, positive psychology at work, psychology, resistance to change, sarah lewis, strengthening teams, strengths-based
Posted in Change Techniques |
Simu-Real is a technique used to represent an organisation to itself by showing its members how the different parts of the organisation affect each other in their work. By showing how the behavior of the constituent pieces of the whole have unforeseen or unappreciated consequences elsewhere in the organisation it allows the participants to analyse and change their ways of working to be more helpful to each other. Here are answers to some commonly asked questions about Simu-Real.
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Tags: acting appreciatively, appreciating change, business psychology, change techniques, employee engagement, facilitation, large group change, leadership, management, positive co-creation, positive psychology, positive psychology at work, psychology, psychology and strategy, resistance to change, sarah lewis, simu-real, strengthening teams, strengths-based
Posted in Change Techniques |
What is it?
Appreciative Inquiry is a psychologically based, revolutionary way of approaching organisational change and development. It is based on an understanding of the organization as a living human system. It calls on all the things that encourage change in people: energy, excitement, imagination, empathy and connection, trust, relationships, understanding, shared goals and concerns, and a strong desire to be connected with good things.
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Tags: ai, ai at work, ai in manufacturing, appreciating change, appreciative enquiry, appreciative inquiry, business psychology, change techniques, employee engagement, large group change, leadership, positive psychology, positive psychology at work, psychology, resistance to change, sarah lewis, strengthening teams, strengths-based
Posted in Appreciative Inquiry, Change Techniques |
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 |
