At the 100% Open meeting I attended, we asked the audience to come up with things they hated about innovation events (amongst other questions). I thought their responses, shown above were interesting.
I often think it’s good to find out what people don’t like (there are downsides to appreciative enquiry if we take it too far). And I agree with a lot of the answers – a lot of events about innovation seem surprisingly conventional to me.
Managing anxiety is a familiar challenge for facilitators.
Managing in a world of uncertainty where people don’t live up to their stated values
I shot this in a single eight-minute take, which is in the spirit of an experience of Ralf Wetzel’s workshop, Leading from the Clown. Clown training is probably the deepest and most challenging work I’ve done. Enjoy.
A casual conversation in a pub makes me pay attention to thinking being embodied
Creating eye contact despite the limits of Zoom and Teams
The power of small gestures and noticing
Exploring the inner dialogue of facilitation
Getting away from grandiosity or solemnity. small p presence is about being open to the life around us
Facilitation is often about small, subtle acts of noticing and experimenting
Beyond heroic leadership
I must say I am thoroughly enjoying the massive public response to the 2012 Olympic Logo. What a well-deserved pushback to the ludicrous hype with which the thing was launched.
Thanks (again!) to Curt Rosengren for pointing to the Zen Entrepreneur. …Most Americans are caught in jobs that they do not like and would rather not be doing. We see
Surfing around I found this elegant description of the Satir Change Model by Steve Smith. I’m fairly phobic about “change models” but I’ve worked with this one and sometimes found
I went to a fascinating presentation yesterday, given by Cynthia Haddock and organised by AMED. She talked about Polarity Management and her experience of working with it. Here’s a snippet
