Home page. Inquire via e-mail. Register.The following topics are among those around which dialog will occur during the ODI Cultural Facilitation Advanced Course:
1. Ad Hoc Teams- How could we use them?
2. Advocate or Zealot? How much enthusiasm for organization development is too much?
3. Alignment - what is it?
4. Alternative decision-making methods
5. Are we a human system?
6. Are we re-learning this lesson or does the fact we're here again mean we're NOT learning?
7. Attitude adjustment - mine and someone else's
8. Basic Model - how often do we recycle?
9. Becoming the "Facilitated Meetings Police"
10. Beliefs, Rules, Evidence
11. Bitchy people in our shop meetings
12. Body language - our own and other people's
13. Broadcasting the evidence I collect as a change effort
14. Building a relationship with a Champion
15. Charting - the experience of listening
16. Coaching people one on one about the results from CapacityWare.
17. Collecting evidence of positive change
18. Culture - new rules, old rules
19. Dealing with resistance to cultural change
20. Defining our Quality of WorkLife
21. Defusing the effect of the sarcasitc person - the nay-sayer
22. Developing thick skin without losing touch with my constituency
23. Diagnosing our culture - what the data says
24. Distinguishing a "tough issue" from a "set up for failure"
25. Do we believe our Beliefs Set?
26. Engaging management
27. Explaining "lessons learned"
28. Explaining organizational pulse
29. Explaining the process of cycling Q1 to Q4
30. Facing an angry mob
31. Feedback - to solicit or not to solicit
32. Flow Chart Diagramming for cultural improvement
33. Gems - what's our version?
34. Gender issues - being men and women in the workplace
35. Handling a quiet group
36. Handling difficult people
37. Handling sexual innuendo when it appears (usually after teams become "friendly")
38. Helping people identify personal agendas that interfere with team process
39. How does charting help inclusion
40. How do our values impact our daily work?
41. How does StreamLearning translate into the workplace?
42. How to go back to someone and say, "Here's a mirror..."
43. How to use the Clinic process to improve my skills and our processes
44. How's our information flow?
45. ICO - where am I and where are we?
46. Identifying "lessons learned"
47. Identifying situational pulse.
48. Identifying what it takes to keep myself positive
49. Is collaboration feasible in my organization?
50. Is the formation of teams around specific work increasing or decreasing workload?
51. Job of a Change Agent
52. Knowing when it's time to cut a meeting off
53. Leadagement - the best it could be
54. Leadership as opposed to management?
55. Leading a clinic people can learn from
56. Learning as a cultural pay-off
57. Learning to dance with the Champion
58. Making room for "forum" in our regular meetings
59. Making the Beliefs Set live in our daily work
60. Marketing facilitation services
61. Melding the infected with the uninfected
62. Models I can count on in a pinch
63. OMR2 - its implications for facilitators
64. Other "Facilitation" tips I wish I knew
65. Our customers as stakeholders in our success
66. Outcomes - beginning with the end in mind
67. Paradox in our organization
68. Performance metrics that matter
69. Positive re-frames for challenges we face
70. Preparing my CF replacement
71. Priorities - how to determine when they change/need to change
72. Priority formation means we have to do something FIRST!
73. ProZone building as an outcome for every gathering - pros and cons
74. Pushing ahead when middle management lacks the enthusiasm I would like them to have
75. Quick ways to bring someone on board with the concept of organization "culture"
76. Radical steps it is safe for me to take - just how big a rock can I kick and survive?
77. Return on Investment - defending the dollars spent on organization development
78. RGB - developing tolerance for individual differences
79. Self-disclosure as a way to increase depth in a forum
80. Striking a balance between celebrating our successes and improving our processes
81. Styles of influence - what's helpful to know?
82. Sustainment = Abandonment?
83. Taking a team Charter and running with it
84. The cultural advantages to an annual cultural "check-up"
85. The decision to smooth it over or confront it - which when?
86. The Facilitation Dance
87. The natural history of realignment - does it ever end?
88. Time management - all this and my other job too!
89. 30 Sec. Answers - let's talk about them
90. UHS - how to explain human systems
91. Ways to increase ownership when factions are polarized
92. Website resources at ltodi.com
93. What if there are other Cultural Facilitators in my organization who embarrass me?
94. What is "Concordance" and can we use it?
95. What's a team vs. a work group?
96. What is our IDEAL target on the 0 - 9 scale?
97. When 4 people want to talk at once - techniques for crowd control
98. When "Lessons Learned" turns into finger-pointing
99. Why the RGB archetypes are important when we are in conflict with each other
100. Will the parallel organization endure?
101. Work Model - how performance relates to culture
Home page. Inquire via e-mail. Register.