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.
Posts Tagged ‘large group change’
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.
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.
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.