An increasingly complex world demands essential and ethical IA practices. This talk explored sensemaking, wayfinding, complexity, and essential IA practices.
Royal Alberta Museum - Cynefin Framework and Polarity Management WorkshopAngie Tarasoff
油
The document describes a LEGO workshop used to demonstrate the Cynefin framework. It outlines four activities where participants build with LEGOs and then discuss their experiences. The activities increase in complexity from building structures with simple rules to more ambiguous scenarios. This is used to illustrate the different domains in the Cynefin framework - simple, complicated, complex, and chaotic. The document concludes by discussing how the Cynefin framework can be applied to understand contexts and respond appropriately, and provides resources for further information.
The document discusses various models and perspectives of decision making, including the rational model, bounded rationality, incrementalism, organizational procedures, politics, and garbage can model. It also discusses naturalistic decision making and the multiple perspectives approach. The multiple perspectives approach considers technical, organizational, individual, ethical and aesthetic viewpoints. The document then provides an example scenario of a school principal trying to increase student attendance. It also discusses the Cynefin framework for classifying problems as simple, complicated, complex, chaotic or disorder.
MEMSI 2019: Disciplined Entrepreneurship overview | Building a Winning TeamElaine Chen
油
The document provides an overview of the Disciplined Entrepreneurship Framework from MIT. It discusses how MIT believes entrepreneurship is a craft that can be taught using both the spirit of creativity and flexibility of a pirate combined with the skills and discipline of a Navy Seal. It outlines the key skills needed, including problem-solution fit and the ability to build a business model that generates revenue. The document also discusses the importance of team formation, noting that a group working together is not automatically a team. It identifies six key ingredients for an effective team: clear roles and responsibilities; a clear working approach; an effective decision-making process; equitable participation; managing influence; and working through conflict constructively.
An introduction to integrative thinking bit14 shareHeidi Siwak
油
This document provides an introduction to integrative thinking and the tools used to teach it. It discusses using inquiry, knowledge building, design thinking, and teacher-directed learning. It presents models of mental models and the ladder of inference. It describes system 1 and system 2 thinking and finding value in different ideas. The goal is to help students think more integratively about complex issues.
This document summarizes a program called Discoverables that aims to help young people develop character strengths and soft skills to improve their employability. It notes that over 1 million young people are unemployed and lack work experience. Discoverables provides online challenges to build skills like critical thinking, communication, and problem solving. Early feedback showed 90% loved the look and feel and 78% thought the character missions were very good. The program aims to have over 1.6 million visitors in its first three years to help young people gain command of their capacities.
This document discusses polarity thinking and how to address complex problems involving opposing values or forces. It introduces polarity mapping as a tool to understand these dynamics. Key points:
- Polarity thinking views problems as involving interrelated poles rather than "either-or" choices
- Mapping the "upsides" and "downsides" of each pole can reveal the "higher purpose" and "deeper fears"
- Successfully addressing polarities requires leveraging the benefits of both poles while minimizing the downsides of each
- Over-focusing on one pole leads to problems, while balancing both poles creates virtuous cycles toward the overall goal
#EntAnon (Entrepreneurs Anonymous, www.entanon.com) workshop facilitated by Insights Ireland consultant Laurence Knell (@laurenceknell) at the Bank Of Ireland premises Grand Canal Square in #Dublin (@BoIStartups) 10 February 2016.
The document discusses using an appreciative inquiry (AI) model for problem solving and project management. The AI model has four phases - discover, dream, design, and deploy. It focuses on identifying what is already working well and building on organizational strengths. Each step of identifying an issue is followed by appreciative enquiry into how to envision and achieve the best solution. The principles of the AI model are that it is constructive, focuses on positivity, and believes organizational culture is shaped by the stories and language used every day.
In this two-part workshop, we first explore what makes a good founding team, and invite participants to reflect on what roles (hacker, hipster, hustler) they prefer and what skills they bring to the table. We further invite them to think about what they are passionate about. In the second part of the workshop, we explore the importance of defining clear roles and responsibilities, and go through Harvard University Professor Linda Hill's 5 key takeaways for good team process.
I was asked by Geelong College to present on Sustainability. I am not a scientist or climate change expert, so I decided to focus my presentation on the stuff I know best. This is a presentation about learning to make the transition to a more more sustainable lifestyle, business, school community or wahtever. In advance, apologies for the 'clutter' on a few of the slides.
This document discusses polarity thinking and managing impossible situations. It introduces polarity mapping as a practical tool for mapping and managing polarities to better solve problems. Polarities refer to interdependent pairs of values, such as centralization and decentralization, that tend to be viewed through an "either-or" lens but are best managed through a "both-and" approach. Leveraging both sides of a polarity can help accelerate change while avoiding unintended consequences. All polarities share predictable dynamics and behind every problem lies one or more underlying polarity.
Staffing Software Management Positions in a Development Office4Good.org
油
When hiring someone to manage your Development data, there are a number of traps people tend to fall into, often causing them to hire the wrong person. This webinar will cover what you REALLY need to be looking for in a data management staff member, along with information about salary, background checks, testing and more!
The document discusses leveraging neurobiological principles of genius to design workplaces of extraordinary creativity. It advocates for designing organizations based on principles of emergent complexity seen in the human brain and nature. This includes encouraging interconnectedness, curiosity, independent thinking and whole brain approaches. The document also promotes practices like mobbing, cross-boundary collaboration and increasing diversity to allow for emergent innovation and problem solving to arise from the bottom-up in a self-organizing manner. The goal is to cultivate psychological safety, imagination, performance and anti-fragility in organizational systems.
Leading in Paradox: An introduction to polaritiesCheryl Doig
油
We live in increasingly complex times. Such times require leaders to be adaptive and flexible, to accept that there may not be a right, wrong, or single answer, and to be comfortable with uncertainty. This slideshare introduces leaders to understanding the difference between problems and polarities. It aims to start the conversation rather than provide the tools and strategies for leading in paradox.
This document discusses communication as an important leadership tool for project managers. It provides an overview of communication, emphasizing the importance of honesty, trustworthiness, and managing expectations. It also outlines protocols for effective communication with executives, including focusing on solutions rather than obstacles and presenting status updates concisely. The document recommends conducting effective meetings through proper planning and facilitation. It also suggests using project websites and dashboards to facilitate ongoing communication and updates with stakeholders.
We make decisions every day driven by cognitive biases designed to save time and energy. These mental shortcuts serve us well. Marketers have used this knowledge to build successful marketing strategies for many years. This knowledge can also be used to build engaging products. Behavioral design provides a model for thinking about forming habits and motivating users. Identifying these user stories are critical to build lasting products. They link core user needs with business outcomes. These ideas drive products such as Facebook, Instagram, and Twitter. In this talk, well explore using behavioral design to build an engagement loop and better backlog. I兵ll share how to integrate these ideas into an Agile development process.
Complexity, Collaboration and UnconferencingGeoff Brown
油
Geoff Brown discusses focusing on solutions rather than problems to enable change. He advocates using new approaches like "unconferencing" conferences to invite collaborative content and value non-experts. Understanding complexity is also important, as is recognizing that human behavior is complexly influenced by social networks. Solutions should be the focus through approaches like appreciative inquiry and positive psychology.
The document summarizes a presentation on Metrics 3.0 given by Andy Cleff at the 2017 Mile High Agile conference in Denver. It discusses 12 rules for selecting and using metrics, including measuring for a purpose, shrinking the unknown, seeking to improve, delighting stakeholders, distrusting numbers, setting imprecise targets, owning metrics, avoiding connecting metrics to rewards, promoting values and transparency, visualizing and humanizing metrics, measuring early and often, and trying something new. It also provides examples of metrics for software teams and encourages attendees to brainstorm and discuss metrics for their own organizations.
Think Like an Agilist (repeat) Sydney Agile and Scrum 2014Jason Yip
油
This document describes an approach called "Think Like an Agilist" to help practitioners understand and practice an Agile culture. It involves using difficult scenarios and a think-aloud protocol to expose people's underlying assumptions. Participants discuss their thoughts in response to scenarios while a scribe captures them. This allows examination of assumptions about factors like problem-solving and involvement. The goal is to learn about one's own assumptions and compare them to Agile assumptions around iterative work, validation, and involving those close to problems. Practicing with scenarios can help adjust culture by considering how one thinks, not just outward behaviors.
This document outlines five steps for maintaining employability as computers take over more job responsibilities:
1. Step up - Take on higher-level work and let machines handle more routine tasks.
2. Step aside - Focus on strengths like interpersonal skills that are difficult for computers rather than purely rational cognition.
3. Step in - Monitor computer work and make improvements by ensuring algorithms are performing well and addressing human needs.
Slovenia Appreciative Inquiry 際際滷s With Cooperriderdlc6
油
This document discusses Appreciative Inquiry (AI), a strengths-based approach to organizational change and development. It introduces AI principles and methods, including affirmative topic choice, the 4-D cycle of Discovery, Dream, Design, and Destiny, and the use of AI summits and interviews. Examples are provided of successful applications of AI in businesses to improve performance, speed up mergers, and increase employee engagement. The document advocates reframing issues positively to focus on strengths rather than deficiencies.
Values practices of agile leadership v1.1Helen Meek
油
The document discusses values and practices of agile leadership. It proposes four key values or "Cs" of agile leadership: curiosity, clarity, courage, and care. For each C, it outlines related leadership practices such as exploring options, clarifying outcomes, challenging from the heart, and recognizing contributions. The document argues that these values and practices can help address three common "gaps" that cause friction: knowledge, effects, and alignment gaps. It encourages leaders to keep reflecting and adapting the values over time based on experience.
Values and Practices of Agile LeadershipDragan Jojic
油
In order to succeed in todays fast-moving business environment, we need to "build our organisations into engines of possibility". This relies on attaining high levels of alignment AND autonomy so that everybody in the organisation knows what they need to achieve and why, is free to decide how best to do it, and genuinely cares that it gets done. I call this "the agility challenge". Rising to this challenge requires a new type of leadership characterised by 4 Cs: Curiosity, Clarity, Courage and Care. In this talk, I explore leadership values and practices essential for the agile enterprise.
Chris Jansen (www.Ideacreation.org) - "Strategising towards 'inside-out' orga...Chris Jansen
油
This document discusses frameworks for leading organizational change, including positive deviancy and the diffusion of innovation. It outlines a positive deviancy process that defines problems, determines common practices, discovers positive outliers, and designs activities to expand successful solutions. The diffusion of innovation model is also summarized, explaining how different groups adopt changes at different rates from innovators to laggards. Finally, an 8-step organizational change process is presented that establishes urgency, forms a coalition, develops a vision, launches pilots, communicates the vision, consolidates improvements, widens support, and embeds changes.
Leveraging the Twitter Economy for a DevOps WorldTodd Vernon
油
DevOps aims to solve the problems that arise from deploying and operating software applications. It is difficult because infrastructure issues can occur at any time and require expertise from different domains. Existing collaboration platforms do not fully address the needs of DevOps teams. The document proposes building a platform that leverages principles of continuous partial attention and asynchronous collaboration, as seen on social networks, to allow DevOps teams to more effectively solve problems together across locations and times. Research on remote collaboration and interruptions supports this approach of allowing teams to collectively but flexibly engage with issues as they arise.
This document discusses the ethical responsibilities of user experience designers. It notes that designs can shape human behavior and experiences, even unintentionally, so designers must consider the implications of their work. Studies found that artificial intelligence and social media can exhibit and spread biases. The document argues that designers should critically evaluate their work, choose clients carefully, consider how designs may influence behaviors both positively and negatively, and prioritize solving real problems over just making things that get likes or sell products. Designers are responsible to society, their profession, their clients, and themselves.
The document discusses using an appreciative inquiry (AI) model for problem solving and project management. The AI model has four phases - discover, dream, design, and deploy. It focuses on identifying what is already working well and building on organizational strengths. Each step of identifying an issue is followed by appreciative enquiry into how to envision and achieve the best solution. The principles of the AI model are that it is constructive, focuses on positivity, and believes organizational culture is shaped by the stories and language used every day.
In this two-part workshop, we first explore what makes a good founding team, and invite participants to reflect on what roles (hacker, hipster, hustler) they prefer and what skills they bring to the table. We further invite them to think about what they are passionate about. In the second part of the workshop, we explore the importance of defining clear roles and responsibilities, and go through Harvard University Professor Linda Hill's 5 key takeaways for good team process.
I was asked by Geelong College to present on Sustainability. I am not a scientist or climate change expert, so I decided to focus my presentation on the stuff I know best. This is a presentation about learning to make the transition to a more more sustainable lifestyle, business, school community or wahtever. In advance, apologies for the 'clutter' on a few of the slides.
This document discusses polarity thinking and managing impossible situations. It introduces polarity mapping as a practical tool for mapping and managing polarities to better solve problems. Polarities refer to interdependent pairs of values, such as centralization and decentralization, that tend to be viewed through an "either-or" lens but are best managed through a "both-and" approach. Leveraging both sides of a polarity can help accelerate change while avoiding unintended consequences. All polarities share predictable dynamics and behind every problem lies one or more underlying polarity.
Staffing Software Management Positions in a Development Office4Good.org
油
When hiring someone to manage your Development data, there are a number of traps people tend to fall into, often causing them to hire the wrong person. This webinar will cover what you REALLY need to be looking for in a data management staff member, along with information about salary, background checks, testing and more!
The document discusses leveraging neurobiological principles of genius to design workplaces of extraordinary creativity. It advocates for designing organizations based on principles of emergent complexity seen in the human brain and nature. This includes encouraging interconnectedness, curiosity, independent thinking and whole brain approaches. The document also promotes practices like mobbing, cross-boundary collaboration and increasing diversity to allow for emergent innovation and problem solving to arise from the bottom-up in a self-organizing manner. The goal is to cultivate psychological safety, imagination, performance and anti-fragility in organizational systems.
Leading in Paradox: An introduction to polaritiesCheryl Doig
油
We live in increasingly complex times. Such times require leaders to be adaptive and flexible, to accept that there may not be a right, wrong, or single answer, and to be comfortable with uncertainty. This slideshare introduces leaders to understanding the difference between problems and polarities. It aims to start the conversation rather than provide the tools and strategies for leading in paradox.
This document discusses communication as an important leadership tool for project managers. It provides an overview of communication, emphasizing the importance of honesty, trustworthiness, and managing expectations. It also outlines protocols for effective communication with executives, including focusing on solutions rather than obstacles and presenting status updates concisely. The document recommends conducting effective meetings through proper planning and facilitation. It also suggests using project websites and dashboards to facilitate ongoing communication and updates with stakeholders.
We make decisions every day driven by cognitive biases designed to save time and energy. These mental shortcuts serve us well. Marketers have used this knowledge to build successful marketing strategies for many years. This knowledge can also be used to build engaging products. Behavioral design provides a model for thinking about forming habits and motivating users. Identifying these user stories are critical to build lasting products. They link core user needs with business outcomes. These ideas drive products such as Facebook, Instagram, and Twitter. In this talk, well explore using behavioral design to build an engagement loop and better backlog. I兵ll share how to integrate these ideas into an Agile development process.
Complexity, Collaboration and UnconferencingGeoff Brown
油
Geoff Brown discusses focusing on solutions rather than problems to enable change. He advocates using new approaches like "unconferencing" conferences to invite collaborative content and value non-experts. Understanding complexity is also important, as is recognizing that human behavior is complexly influenced by social networks. Solutions should be the focus through approaches like appreciative inquiry and positive psychology.
The document summarizes a presentation on Metrics 3.0 given by Andy Cleff at the 2017 Mile High Agile conference in Denver. It discusses 12 rules for selecting and using metrics, including measuring for a purpose, shrinking the unknown, seeking to improve, delighting stakeholders, distrusting numbers, setting imprecise targets, owning metrics, avoiding connecting metrics to rewards, promoting values and transparency, visualizing and humanizing metrics, measuring early and often, and trying something new. It also provides examples of metrics for software teams and encourages attendees to brainstorm and discuss metrics for their own organizations.
Think Like an Agilist (repeat) Sydney Agile and Scrum 2014Jason Yip
油
This document describes an approach called "Think Like an Agilist" to help practitioners understand and practice an Agile culture. It involves using difficult scenarios and a think-aloud protocol to expose people's underlying assumptions. Participants discuss their thoughts in response to scenarios while a scribe captures them. This allows examination of assumptions about factors like problem-solving and involvement. The goal is to learn about one's own assumptions and compare them to Agile assumptions around iterative work, validation, and involving those close to problems. Practicing with scenarios can help adjust culture by considering how one thinks, not just outward behaviors.
This document outlines five steps for maintaining employability as computers take over more job responsibilities:
1. Step up - Take on higher-level work and let machines handle more routine tasks.
2. Step aside - Focus on strengths like interpersonal skills that are difficult for computers rather than purely rational cognition.
3. Step in - Monitor computer work and make improvements by ensuring algorithms are performing well and addressing human needs.
Slovenia Appreciative Inquiry 際際滷s With Cooperriderdlc6
油
This document discusses Appreciative Inquiry (AI), a strengths-based approach to organizational change and development. It introduces AI principles and methods, including affirmative topic choice, the 4-D cycle of Discovery, Dream, Design, and Destiny, and the use of AI summits and interviews. Examples are provided of successful applications of AI in businesses to improve performance, speed up mergers, and increase employee engagement. The document advocates reframing issues positively to focus on strengths rather than deficiencies.
Values practices of agile leadership v1.1Helen Meek
油
The document discusses values and practices of agile leadership. It proposes four key values or "Cs" of agile leadership: curiosity, clarity, courage, and care. For each C, it outlines related leadership practices such as exploring options, clarifying outcomes, challenging from the heart, and recognizing contributions. The document argues that these values and practices can help address three common "gaps" that cause friction: knowledge, effects, and alignment gaps. It encourages leaders to keep reflecting and adapting the values over time based on experience.
Values and Practices of Agile LeadershipDragan Jojic
油
In order to succeed in todays fast-moving business environment, we need to "build our organisations into engines of possibility". This relies on attaining high levels of alignment AND autonomy so that everybody in the organisation knows what they need to achieve and why, is free to decide how best to do it, and genuinely cares that it gets done. I call this "the agility challenge". Rising to this challenge requires a new type of leadership characterised by 4 Cs: Curiosity, Clarity, Courage and Care. In this talk, I explore leadership values and practices essential for the agile enterprise.
Chris Jansen (www.Ideacreation.org) - "Strategising towards 'inside-out' orga...Chris Jansen
油
This document discusses frameworks for leading organizational change, including positive deviancy and the diffusion of innovation. It outlines a positive deviancy process that defines problems, determines common practices, discovers positive outliers, and designs activities to expand successful solutions. The diffusion of innovation model is also summarized, explaining how different groups adopt changes at different rates from innovators to laggards. Finally, an 8-step organizational change process is presented that establishes urgency, forms a coalition, develops a vision, launches pilots, communicates the vision, consolidates improvements, widens support, and embeds changes.
Leveraging the Twitter Economy for a DevOps WorldTodd Vernon
油
DevOps aims to solve the problems that arise from deploying and operating software applications. It is difficult because infrastructure issues can occur at any time and require expertise from different domains. Existing collaboration platforms do not fully address the needs of DevOps teams. The document proposes building a platform that leverages principles of continuous partial attention and asynchronous collaboration, as seen on social networks, to allow DevOps teams to more effectively solve problems together across locations and times. Research on remote collaboration and interruptions supports this approach of allowing teams to collectively but flexibly engage with issues as they arise.
This document discusses the ethical responsibilities of user experience designers. It notes that designs can shape human behavior and experiences, even unintentionally, so designers must consider the implications of their work. Studies found that artificial intelligence and social media can exhibit and spread biases. The document argues that designers should critically evaluate their work, choose clients carefully, consider how designs may influence behaviors both positively and negatively, and prioritize solving real problems over just making things that get likes or sell products. Designers are responsible to society, their profession, their clients, and themselves.
The document discusses adopting agile methods in medium and large organizations and outlines some of the risks and strategies involved. It notes that organizational culture, processes, and human resistance can make adoption difficult. Common risks include having too many reasons and approaches to adoption, as well as barriers related to organizational size, structure, and culture. The document recommends understanding an organization's culture and choosing the right strategy and risks, with a focus on communication, consistency, and making any change process acceptable.
Program Development and Evaluation (David Diehl, Ph.D.)Kari Brill
油
This document provides a summary of a presentation given by Dr. David Diehl on program development and evaluation. Dr. Diehl discussed his background and current evaluation projects. He outlined key principles for evaluation including basing decisions on facts, engaging stakeholders, being specific about intended outcomes, uncovering underlying issues, aiming for lasting community change, and continuously measuring, learning and improving. The presentation emphasized using evaluation principles to understand problems and create effective programs.
Elf 2011 Chris Jansen Appreciative Inquiry In ActionSmartNet
油
Positively Engaging Education Professionals - The power of Appreciative Inquiry to strengthen
a learning community's capacity to adapt and innovate and transform learning culture presented by Chris Jansen, Senior Lecturer, University of Canterbury at Education Leaders Forum 2011, Wellington.
The document discusses creating an innovative culture in organizations. It argues that culture is important and difficult to change. An innovative culture is characterized by behaviors like collaboration, open feedback, informed decision making, and encouraging experimentation. The key imperatives for changing culture are to work with the existing culture, start by changing behaviors not mindsets, mobilize both rational and emotional forces, and spread behavior changes virally. Case studies of companies that successfully changed their culture are also presented.
The document discusses creating an innovative culture in organizations. It argues that culture is important and difficult to change. An innovative culture is characterized by behaviors like collaboration, open feedback, informed decision making, and encouraging experimentation. The key imperatives for changing culture are to work with the existing culture, start by changing behaviors not mindsets, mobilize both rational and emotional forces, and spread behavior changes virally. Case studies of companies that successfully changed their culture are also presented.
i4 2020 Session: Mucking Around Innovation Culture & Toolsi4 2020
油
Ben Weinlick discusses patterns of innovation culture that can help organizations tackle complex challenges through disciplined innovation. He outlines six patterns: 1) supporting looking in unexpected places for new ideas, 2) valuing diverse perspectives, 3) bottom-up co-design, 4) playfulness, 5) environments fostering creative collisions, and 6) understanding user needs. Weinlick emphasizes the need for both innovative culture and tools, and provides examples of how these patterns have helped address issues like social services and disability inclusion. The presentation encourages participants to consider how to apply these patterns within their own work to enable meaningful innovation.
The document discusses sensemaking as the process of understanding ambiguous situations and establishing situational awareness to make decisions. It defines sensemaking from both textbook and expert perspectives. It then discusses different contexts where sensemaking occurs, including at the individual, organizational, and societal levels. Finally, it outlines different models and methodologies for studying sensemaking, emphasizing the need to understand complex problems and situations before designing interventions.
This document presents a model for developing expert leaders called WICS, which stands for Wisdom, Intelligence, Creativity, and Synthesized. It argues that wisdom is the most important component of leadership and defines wisdom as balancing short-term and long-term interests through values. The model proposes that expert leaders attain common goods through a balance of intrapersonal, interpersonal, and extrapersonal interests using successful intelligence. It also discusses how practical intelligence, tacit knowledge, and wisdom can be developed to improve leadership.
Appreciative Inquiry is a philosophy and process for organizational change that focuses on what is working well rather than trying to fix problems. It involves discovering an organization's strengths through appreciating past successes, envisioning potential positive futures, and designing ways to achieve this vision. The key aspects of Appreciative Inquiry include its 4 D cycle of Discovery, Dream, Design, and Destiny and using positive, open-ended questions to identify what employees value most in their work. Appreciative Inquiry aims to build on an organization's strengths and potential through collaborative processes that energize employees and create positive change.
Problem solving is a cognitive process used to achieve goals when no obvious solution is apparent. It involves defining the problem, gathering information, analyzing the problem from different perspectives, generating potential alternatives, selecting the best alternative, and implementing it. Expert problem solvers have better memory, classify problems by principles, use established procedures, and work towards goals. The problem solving process involves skill, tools, and defined steps like defining the issue, collecting data, analyzing causes, considering options, deciding on a solution, and implementing it.
Developing professional learning communities through Appreciative InquiryChris Jansen
油
Appreciative Inquiry as a powerful tool for positive change in organisations, networks and communities - INTASE Leadership Conference Singapore April 2014
UX STRAT USA 2017: Peter Morville, "Planning for Strategic Design"UX STRAT
油
Peter Morville's document discusses planning for strategic design. It begins with an introduction and overview of the agenda. It then provides principles for planning, including making planning social, tangible, agile, and reflective. It also outlines practices for each step of the planning process: framing the problem, imagining possibilities, narrowing options, deciding on a course of action, executing the plan, and reflecting on the results. The goal is to promote understanding and flexibility through practices like prototyping, iteration, and considering alternative scenarios.
Urgent problems, rational solutions and passionate patient advocates are necessary but not sufficient to create change in health care organisations.
Lois Kelly and Carmen Medina of Rebels at Work will look at common mistakes in developing and introducing new ideas and discuss important and often overlooked organizational, interpersonal and personal self-awareness practices needed to navigate the journey from I see a problem and have an idea to the idea being adopted.
ACTION LEARNING, KNOWLEDGE CREATION AND ORGANISATION LEARNING Jamil Nahra
油
Paper work presented by PROFESSOR JEFF GOLD @ the 1ST ACTION LEARNING FORUM in Dubai, 29/05/2014, Organized by The Emirates Center for Organizational Learning of the Emirates Identity Authority
Robert Dilts has been a pioneer in the field of Neuro-Linguistic Programming (NLP) since its creation in 1975. He spearheaded applications of NLP to areas like education, creativity, health, and leadership. Some techniques he developed include reimprinting, integration of conflicting beliefs, and neuro-logical levels. Barriers to creative thinking include habit, not being taught creativity, focusing on one right answer, following rules without questioning them, avoiding ambiguity, and believing creativity is not one's area. The creative problem solving process involves defining the problem, gathering facts, restating the problem clearly, brainstorming alternatives, evaluating options, implementing a decision, and evaluating results.
How Simone Laubscher Abc is Redefining Luxury Fashion with Ethical Designs.pptxSimone Laubscher ABC
油
In an era where sustainability and ethical fashion are gaining prominence, Simone Laubscher Abc is at the forefront of a revolutionary change. With a commitment to redefining luxury fashion through ethical designs, Simone Laubscher Abc is proving that style and sustainability can coexist harmoniously. This article explores how Simone Laubscher Abc is making waves in the fashion industry by prioritizing ethical practices, sustainable materials, and innovative design techniques.
The Vision of Simone Laubscher Abc
At the heart of Simone Laubscher Abc lies a strong vision: to create high-end fashion that is both luxurious and environmentally responsible. Unlike traditional luxury brands that often rely on mass production and resource-intensive materials, Simone Laubscher Abc takes a different approach. The brand is built on the philosophy that fashion should be elegant, timeless, and kind to the planet.
Simone Laubscher Abc focuses on crafting garments that are ethically sourced, sustainably produced, and designed to last. From selecting eco-friendly fabrics to ensuring fair wages for artisans, the brand is committed to making a positive impact in the fashion world.
Sustainable Materials: The Foundation of Ethical Luxury
One of the key ways Simone Laubscher Abc is redefining luxury fashion is through the use of sustainable materials. Instead of relying on synthetic fabrics and environmentally harmful dyes, the brand incorporates organic, biodegradable, and recycled materials. Some of the most commonly used fabrics in Simone Laubscher Abc collections include:
Organic Cotton: Free from pesticides and harmful chemicals, organic cotton is a staple in Simone Laubscher Abc designs.
Hemp Fabric: A durable and biodegradable textile that requires minimal water to cultivate.
Recycled Wool and Cashmere: Repurposing high-end fibers to reduce waste while maintaining luxury quality.
Plant-Based Vegan Leather: Derived from materials like pineapple leaves and mushrooms, this eco-friendly alternative to traditional leather is a favorite in Simone Laubscher Abc collections.
By choosing these materials, Simone Laubscher Abc ensures that each garment not only looks exquisite but also contributes to a greener planet.
Ethical Production: Fair Wages and Sustainable Practices
Beyond using sustainable materials, Simone Laubscher Abc prioritizes ethical production methods. Many luxury brands outsource their manufacturing to factories with questionable labor practices, but Simone Laubscher Abc is committed to fair trade and transparent supply chains. The brand partners with skilled artisans and small-scale workshops to ensure fair wages, safe working conditions, and ethical treatment of workers.
Additionally, Simone Laubscher Abc embraces slow fashion principles, focusing on quality over quantity. Unlike fast fashion brands that mass-produce garments, Simone Laubscher Abc creates limited-edition collections that are carefully crafted to last for years.
>Capcut Pro Crack For PC Latest Version 2025crackstore786
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I decided to make another post because the last one got cluttered with comments lol, so here's a cracked version of capcut pro! Cracked Capcut ...
20. Past Present Future
There have always been IA and
design challenges
Relatively straight forward
Self-contained
Complicated, but not complex
Growing complexity and
interconnectedness
CX Stagnation
MarTech backlash
Data rich, information poor
Great opportunities for IA, UX
Embrace IA and design principles
Creative Problem Solving
Diagnose and address complex
problems
Responsible and ethical practice
30. Sensemaking
Structuring and framing the unknown; giving meaning to
something
Sensemaking is the activity that enables us to turn the
ongoing complexity of the world into a situation that is
comprehended explicitly in words and that serves
as a springboard into action (Weick, et al 2005)
33. - Deborah Ancona, MIT-Sloan School of Management
"Do not simply overlay your existing framework on
a new situation. The new situation may be very
different. Instead, let the appropriate map or
framework emerge from your understanding of the
situation.
34. Jay Forrester
Counterintuitive Behavior of Social Systems
"In other words, the known and intended practices of the
organization are suf鍖cient to create the dif鍖culties being
experienced. Usually, problems are blamed on outside
forces, but a dynamic analysis often shows how internal
policies are causing the troubles. In fact, a downward spiral
can develop in which the presumed solutions make the
dif鍖culties worse and thereby cause greater incentives to
redouble the very actions that are the causes of trouble.油
TL;DR managers can usually identify the
problem; its in the companys control; but they
push the lever in the wrong direction.
55. Technical
(Tame)
Adaptive
(Wicked)
Problem de鍖nition is clear; solution is clear Both problem de鍖nition and solution are unclear
Leader or expert provides solution
Responsibility for the solution resides within the
followers; the leaders joins the followers in
exploring for solutions
Solutions are cut and dried and can be
implemented quickly
Solutions require experiments and continuous
learning; solutions can take time to develop and
implement
From the Strategic Doing Practitioners Field Guide
97. Kurt Vonnegut
We are what we pretend to be, so we must
be careful about what we pretend to be.
99. Abby Covert
Practicing information architecture means
exhibiting the courage to push past the
edges of your current reality. It means
asking questions that inspire change. It
takes honesty and con鍖dence in other
people.
104. References
How to Make Sense of Any Mess, Abby Covert
Sensemaking, Deborah Ancona
Living with Complexity, Don Norman
The Half Life of Facts, Samuel Arbesman
Strategic Doing, Ed Morrison et al.
Counterintuitive Nature of Social Systems, Jay Forrester
Team Tools for Wicked Problems, Michael Pacanowsky
Understanding Context, Andrew Hinton
Ruined by Design, Mike Monterio
Design Non鍖ction (documentary series by Tellart)