DANA CARMAN HORIZON INTEGRAL (DESIRABILITY (Patterns who are you talking…
What problems do you see leaders facing at the moment?
everyone has too much to do
scarcity of time
even though leaders are interested in own development, as an individual, learning about habits and blindspots gets divorced from the work that needs to be done
the skills needed for VUCA are the ones that get thrown out the window when shit hits the fan
when you need reflexive practice the most is when it gets thrown overboard
how to make imperative for development when it's most needed clear when at the same time when it's most needed is the last thing people want to do?
trying to build new tracks while on the train
What is the appetite like in the OD & leader development space for visceral, experiential learning?
I had a painful client failure 4 yrs ago; start looking at what I want to do and what I'm most wanting to do, and get clear about a couple of offers, organic flow where I don't do marketing
my creativity rubs off out of doing that kind of work it spreads
if you have the faith that there are clients out there that want what you have to offer then your job is to accelerate the "no's"
can I keep myself grounded in there's work there and talk to enough people to be clear, create viscious circle doing work I don't really want to do
if we practice in this simulator, then we would be ready for real time experiences
My approach is counterintuitive - if you have the faith that there are clients out there that want what you have to offer then your job is to accelerate the "no's"
Is there an appetite?**
with the most mature leaders
where there is the most trust btwn leaders and teams and me
I see how hard it is, a human dilemma, exasperated by org that are trying to keep 1 foot in old world while trying to right size for new one, hard to do both at once
orgs further along in journey to move into new world
financially stable enough where everything doesn't have to be done yesterda
Mature Leaders in Mature Companies managing tension between current and future
Patterns who are you talking to?
the more hierarchial power they have, the more they have to make priortiies
CEO in hospitals
Corporate 5 or 6 orgs within an umbrella
partner with other consultants
offer 360 assessment and coaching package
from coaching package, pple want to do more
well thought of physician was talking about how important this work was and recognised their was a need and got me on the phone with executives who were responsible for developing leadership capacity
one day workshop led to doing team development project, which led to how do we spread the work
some one from hospital was in a course I delivered and ended up doing coaching for a division and working with the HR division led by a senior vice president
go to HR for leadership support and I am there to do 360 assessments which leads to coaching and team work
coaching and team development
met the founders of progressive health care org in UK at a conference and started to coach the founders ongoingly over the years
Individual Leaders, introduced to Teams, Then Org wide
How would you price an experience like this?
don't have to make a huge investment to do it, it gives them a taste of what could be
can you do this for a price that you are paid well for the day
client felt they got more value than what they paid
could you get a lot of these
how would you position it within a suite of consulting services?
how to do this with my team and my partners?
if you get a lot of them you are doing paid marketing
making a difference and gives a chance to road test each other
Entry - all kind of things that come out of it
marketing is something you do as part of the joy and fun of delivering value rather than a separate activity
When you facilitate group learning experiences, what types of experiences have the most impact?
experiences where the leaders see's a clear business case for developmental work
leader is willing to go first
when leaders invite others on the team people already see difference in them
that it's truly an invitation
SAFE with me as coach and with each other
CONTAINER feels SAFE enough to engage in challenge and experiential learning
allowing them to tell stories and get to know each other
light ground rules
practice in listening
go slow in the beginning
follow their lead rather than to push it
reading ahead of time
business case and credibility in advance
using nature - individually and together
embody what they are talking about so they have a map to walk on
clear agreements moving forward
integrate what we're talking about with what the real work is in new ways
when working with men and women together, the men need to demonstrate that they are trustworthy and willing to be vulnerable before the women will really open up. Once men are trust worthy and women feel safe to open up, then the possiblity of real partnership between men and women, men and men, women and women
more co-facilitating with someone on the team in the org
team dynamics - gender issues and trust
What is it about those experiences that make them work?
frame paradox as a challenge they have CHOICE about
this conversation gets marginalised when bosses can only see what the target is rather than looking at the unintended consequences of doing that
fun engaging experience that they can talk about and practice with - to do together would be cool
make sure simulator is fun, I'm myself at my best, clients at their best or notice where they get in their own way and see possiblity of how to get out