Good news and great opportunities for European and Italian Leaders who enjoy learning about ways to create organizational performance with innovative approaches. This is somehow a promotion of the event, but it really deserves the attention. Harrison Owen is going to tour Europe, and will be in Italy, Milano, from the 4th until the 12t, next November. The highlight of the trip will be his Learning Workshop: Wave Rider: the Way of High Performance in a Self-Organizing World.

This is a great opportunity for European and Italian leaders to meet and develop breakthrough thinking as to how to create and inspire change and performance in organizations.

Who is going to benefit from the participation in the Event?

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Ho scritto alcune note sintetiche sull’Appreciative Inquiry in Brain Team Consulting.

Chi vuole può visitare, ci fa piacere. In ogni caso sto riportando il contenuto qua di seguito, links e risorse incluse.

Appreciative Inquiry

“Avvicinarsi ai problemi dalla parte opposta.” - David Cooperrider - Diana Whitney

“Il compito della Leadership è creare un allineamento di forze in modi che rendono le debolezze del sistema irrilevanti.”  - Peter Drucker

L’Appreciative Inquiry è un approccio al Cambiamento che si basa sulla valorizzazione del positivo.

Conduce a:

• PIanificazione;
• Implementazione rapida ed efficace;
• Motivazione e Coinvolgimento;
• Rinnovamento e Miglioramento delle relazioni tra le persone

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An interesting episode triggered some thoughts:  many times, the stories we tell ourselves, about a person, or about whole set of circumstances, prevent us from behaving in ways that are practical and useful.

I was faced with a statement, a few days ago: “There are people that just tend to be conflictual. It is their personality”.

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Wha did Drucker mean when he wrote: “So much of what we call management consists of making it difficult for people to do work.”

Terrence Seamon, on Linkedin, asked this thought provoking question

I replied …

There happens to be a basic misunderstanding about what a manager should do in order to achieve results.

This lies in the view that a manager should issue directions and control the achievement of specific tasks/projects. Management skills are, in this view, mostly technical and task related.

Too often the emphasis on the specific task/project does not allow for an adequate care as to relationships, engagement, support, motivation and climate in groups and organizations. Managers who are not aware of leadership skills for themselves and others will surely make things difficult for people who do work.

Here you find the link to all of the answers to that question.

More information on Peter Drucker is here.

Uploaded with plasq’s Skitch!

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Conduciamo questa riflessione valutando due modi diversi di supportare le organizzazioni, e vediamo due figure: il “consulente esperto” e il “consulente di processo”.

Poi osserviamo due tipologie di organizzazioni di consulenza.

Proviamo ad aiutarvi nelle scelte. Non mancate di commentare.

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Photo credit: Dave Gray

Treat people as if they were what they ought to be and you help them become what they are capable of being.

- Johann Wolfgang Von Goethe

This is an extraordinarily useful reflection for those of you who want to motivate their employees!

Too often leaders linger over negative conversations, even succeeding in persuading their people they are not adequate for the challenge.

What’s the use in this? And you … what do you think?

Read a similar perspective in Slacker Manager: How to treat people: Management by quotation

Photo credit: http://www.flickr.com/photos/dunechaser/253036292/

Comando e Controllo, oppure processi partecipativi?

Vi propongo alcuni pensieri di Margaret Wheatley … e poi alcune altre nostre riflessioni.

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Due o tre notti fa ho partecipato ad un webinar organizzato dalla Weatherhead School of Management, condotto da David Cooperrider: il più noto ispiratore della Appreciative Inquiry.

Ha detto, (e dice continuamente), un numero di cose interessanti ed utili. Ve ne propongo una strettamente legata ad uno studio di Marcial Losada:

Con performance intendiamo la profittabilità di un business e il livello di customer satisfaction (soddisfazione del cliente).

Cosa vuol dire tutto questo?

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Image via Wikipedia

Tutte le nostre realizzazioni sono il risultato di un lavoro fatto con altre persone: pensate a risultati sportivi o risultati aziendali. Per fare le cose insieme agli altri ci riuniamo con loro per parlarne.

Nelle organizzazioni, la gente si riunisce … ma queste riunioni sono sempre utili?

Vi propongo un modo di ragionare, e di agire, perchè le vostre riunioni abbiano senso, e portino effetti concreti in termini di azione, entusiasmo e coinvolgimento.

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