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FOUNDATION PROGRAMME IN SYSTEMIC ORGANISATIONAL PRACTICE
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Learning group session topics in past Programmes
The specific topics covered reflect the learning needs of the group and contemporary organisation and management debates. Those covered in past years give a taste of what is possible.
Systemic Organisational Practice Foundation Programme - September 2006 - July 2007
Introductory 1 day workshop Opportunity to develop systemic practice
Describing systemic organisational practice - key words and themes. Experiential use of key interventions and techniques. Establishing a collaborative learning dynamic within this reflective practice group.
Session 2 Organisational and individual learning. Essential skills of working systemically – reflective & inquiry abilities: practising hypothesising, questioning, reframing
Session 3 Talent management and CMM (Coordinated Management of Meaning)
Session 4 Focus on circular and reflexive questioning techniques, a skills build. CMM revisited and Approach - Method - Technique
Session 5 Complexity and ambiguity in leadership and the containment of anxiety
Session 6 Organisational resilience and when resilient change takes place. Conversations which create change
Session 7 Charismatic Leadership and strange loops of stuckness which charismatic leaders & their followers get into. Unravelling unwanted repetitive patterns.
Session 8 Harvesting the systemic crop and celebrating the group: ending by participants presenting their application of systemic concepts to a work project. Reviewing and acknowledging our learning within the group dynamic.
Contact time: 50 hours                     Course work: 30 hours
Systemic Organisational Practice Group 2005/6
Session 1 Organisational and individual learning. essential skills of working systemically: practising, hypothesising, enquiry, reframing and reflection.
Session 2 Feedback processes in organizations - discovering the patterns that connect people to organisations and how feedback can strengthen these
Session 3 Focus on circular and reflexive questioning techniques, a skills build. The Domains Model for choosing how to speak and act
Session 4 Conversations which create change, change through conversations using CMM - Coordinated Management of Meaning, as a framework
Session 5 Leader conversations and leader actions: unravelling unwanted repetitive patterns - getting out of stuckness using CMM & Strange Loops
Session 6 Organisational resilience and when resilient change takes place
Session 7 Ending by reviewing and acknowledging our learning within the group dynamic using the framework of Appreciative Inquiry and psychodynamic theories of groups
Systemic Organisational Practice Group 2004/5
Session 1 The framework and essential skills of working systemically. Practicing hypothesising, inquiry and reflection while doing consultation the Systemic way
Session 2 Taking a look at our own practices using Domains of Action model.
Circular questioning theory-practice
Session 3 Skills build: Consultation using the Daisy model to inform Circular interviewing. Exploring the power of transference for why people follow leaders
Session 4 Coordinated Management of Meaning (CMM) and strange loops in the context of learning. Postmodernist and modernist definitions of learning and dilemmas of learning in our group
Session 5 Appreciative inquiry in the context of inspiring change and leadership development throughout an organisation using the theory of employee engagement
Session 6 Organisational resilience and when resilient change takes place
Session 7 Ending by reviewing and acknowledging our learning within the group dynamic
Systemic Organisational Practice Group 2003/4
Session 1 Consultation the Systemic way and use of circular questioning, curiosity and language
Session 2 Taking a look at our own practices using ‘Approach, Method, Technique’ and the Domains model
Session 3 The Power of the Discourse including the Management of Change, transformational or second order change. Skills build: systemic questioning technique.
Session 4 Conversations as change, change through conversations What kind of conversations do you have that create change?
Session 5 Organisational resilience and when resilient change takes place
Session 6 Organisational change and story telling. Coordinated Management of Meaning – inspiring and harnessing incremental, spontaneous change
Session 7 Group dynamics. Ending by acknowledging how the group has enabled our learning.
Also see:
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For more information or to express an interest please contact:
elspeth@ozten.demon.co.uk or teresa.norman@btinternet.com