Author name:  Nivedita Narain and Kanika T. Bhal

THE SOCIAL-CHANGE PROFESSIONAL: The context and roles of the social-change professional viewed through the lens of professional-client relationships

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Author name: 
In this article, I explore the use of Self in the practice of Organization Development
(OD) consulting, including the challenges of saying difficult things to your clients and
to yourself. As OD consultants who are intending to help our clients to change for the
better, our primary tool is the use of the Self. This means our presence, our awareness,
our mindfulness. Our honesty and courage. Our in-the-moment agility and ingenuity.
Further, it means our humility because we are entering the client’s domain, and there
is always much that we do not know. This authentic humility is essential. And it may
be very hard to acquire for those experts who carry a fully packed tool kit.
In this article, I also revisit and honor the work done by OD legend, Herb Shepard,
whose essay called Rules of Thumb for Change Agents has influenced many since its
publication. In so doing, I add a few suggestions of my own.

OD Morphogenesis: The Emerging Dialogic Platform of Premises

OD_Morphogenesis



Author name: 
In this article, I explore the use of Self in the practice of Organization Development
(OD) consulting, including the challenges of saying difficult things to your clients and
to yourself. As OD consultants who are intending to help our clients to change for the
better, our primary tool is the use of the Self. This means our presence, our awareness,
our mindfulness. Our honesty and courage. Our in-the-moment agility and ingenuity.
Further, it means our humility because we are entering the client’s domain, and there
is always much that we do not know. This authentic humility is essential. And it may
be very hard to acquire for those experts who carry a fully packed tool kit.
In this article, I also revisit and honor the work done by OD legend, Herb Shepard,
whose essay called Rules of Thumb for Change Agents has influenced many since its
publication. In so doing, I add a few suggestions of my own.

TELLING YOUR CLIENT THE BABY IS UGLY: Revisiting Herb Shepard’s Rules of Thumb for Change Agents.... and other wisdom for consultants

ntl-img-1

In this article, I explore the use of Self in the practice of Organization Development(OD) consulting, including the challenges of saying difficult things to your clients andto yourself. As OD consultants who are intending to help our clients to change for thebetter, our primary tool is the use of the Self. This means our presence, our awareness,our mindfulness. Our honesty and courage. Our in-the-moment agility and ingenuity.Further, it means our humility because we are entering the client’s domain, and thereis always much that we do not know. This authentic humility is essential. And it maybe very hard to acquire for those experts who carry a fully packed tool kit.



Author name: Michael Ciszewski

What is the Opposite of Certainty (and why does it matter)?

what-is-the-opposite-of-certainty

As human beings, we crave certainty. As practitioners and theorists, we have spent decades
building simplifying frameworks to support us in this quest. This lineage traces back to the
earliest years of the 20th century when Frederick Taylor and others were helping to create
efficiency gains through scientific management, to the mid-20th century and the monumental
contributions of Kurt Lewin, and it has continued in anything but a straight line to the current
time through many giants in the field of applied behavioural science. These contributions have
created a rich library of resources from which practitioners can choose according to their
circumstances and preferences.



Author name: Heather Berthoud and Bob Greene

The Paradox of Diversity in Social Change Organizations


Many social change organizations demonstrate their commitment to
diversity and inclusion by serving a range of constituencies; having
diverse members, staff, and/or boards; and working in broad coalitions.
The importance of diversity may also be expressed in an organization's
mission, policy, and strategic and program plans. Social change advocates
often speak eloquently and forcefully about historical trends and the legal
enshrinement of bigotry, how those acts affect us today, and the cultural
assumptions that drive social trends. Yet even with clearly positive
intentions, patterns of bias and oppression may exist within social change
organizations. In this essay, we offer our observations based on work
with numerous organizations as both activists and consultants.

 



Author name: Rune Kvist Olsen
Why is the nature of ‘leading’ such a determinant in the potential of an
organisation? In search of a reasonable explanation to this question,
we must look into what we are thinking and doing when we perform
in the process of ‘leading’. In this article I offer a distinction between
leadership and ‘leading-ship’, and advocate a personal responsibility
model for organising work to facilitate creativity, productivity and
efficiency amongst people.

From Leadership to Leading-ship: a personal responsibility model for organising work


Why is the nature of ‘leading’ such a determinant in the potential of an organisation? In search of a reasonable explanation to this question,we must look into what we are thinking and doing when we perform in the process of ‘leading’. In this article I offer a distinction between leadership and ‘leading-ship’, and advocate a personal responsibility model for organising work to facilitate creativity, productivity and efficiency amongst people.

 



Author name: Julian Walker

Recovery, Identity and Use-of-Self: A Personal Journey

This article describes two strands of my personal development: my membership of a 12-step fellowship; and my on-going explorations of personal identity within wider group identities, especially race and gender. I sum up the changes these developments have brought to my worldview by contrasting my old, western, intellectual paradigm with a more subjective and intuitive paradigm that I identify with use-of-self. I end by examining the conditions that make change possible, and offer observations from the process of writing this article.



Author name: David Kiel and Rolf Lynton

From Reflective Practitioner to Reflective Institution

In this article we put forward a new approach to reflective practice that is built upon a framework of consulting with social change institutions.  We argue that the problems of the reflective practitioner will not be solved until we create (for consultants and clients alike) the conditions needed to support the reflective institution. We predict that new communication technologies will create unprecedented opportunities for this promising development.



Author name: Earon Kavanagh

Informed by Diversity: Relational Self/Other Practice, Language Performance, and Social Realities as Critical Approaches to Persons, Peoples, and Organizations

This article introduces critical approaches to persons, peoples and change efforts that involve the assistance of practitioners. Such approaches place an emphasis on: 1. An evolving relational, embedded and distributed Self, 2. The idea that language constructs or re-constructs social realities, and 3. Reconstructions of practitioner knowledge, from the assumption of a world ‘out there’ that can be measured and known, to focusing on social realities and including client-local knowledge.



Author name: John D. Carter

Reflections

Edwin Nevis changed the landscape of Gestalt Psychology, Gestalt Therapy, Gestalt Theory and the field of applied behavioral science. He made a difference with his presence. He made an art out of identifying and creating what was missing and necessary to change individuals and society for the better.



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