My work is grounded in Dialogic Organizational Development (OD), a label introduced by Gervase Bushe and Bob Marshak in 2009 to show that new forms of OD had emerged since the mid-1980s (appreciative inquiry, future search, open space, and world café, among many others).
To learn more go to BMI series and courses for dialogic OD. My recent book is one of this series. http://b-m-institute.com/
OPEN SPACE TECHNOLOGY
OST iIs a simple way to run productive meetings, for five to 2000+ people, and a powerful approach to leadership, in any kind of organization/ or community, in everyday practice and times of and turbulent change.
It is a way to enables a diverse group of all people, to hold conversations that matter, and create self-organizing meetings and events to meet address complex and vital/urgent , burning issues. Over the last 30+ years, it has also become clear that opening space technology OST creates spaces for , where ordinary people who work together, to create extraordinary results.
The World Café methodology is a simple, effective, and flexible format for hosting large group dialogue, creating conversations that matter. Each element of the method has a specific purpose and corresponds to one or more of the seven design principles that make the “etiquette’ of the café.
World Café makes it possible for me to create deep self-managed conversations in a very short time, cross-pollinate and enrich the relationships and understanding over any live and relevant issue.
‘Organizational Kaleidoscope’ is a method for obtaining deep multi-disciplinary and integrative understanding of complex situations, in a short time. Being question focusedFocusing on questions, OK creates a non-threatening and generative exploratory space that promotes the emergence of new vision and new ideas.
The OK was originally created by me Tova Averbuch in 2007, emerging as a result out of the real need to enable deep learning within a very large group during a three day conference. This was a national yearly gathering of the managers of Israeli educational-psychology services managers in Israel , which I facilitated together with Avner Haramati.
“At its heart, AI is about the search for the best in people, their organizations, and the strengths-filled, opportunity-rich world around them. AI is not so much a shift in the methods and models of organizational change, but AI is a fundamental shift in the overall perspective taken throughout the entire change process to ‘see’ the wholeness of the human system and to “inquire” into that system’s strengths, possibilities, and successes. ”
– Excerpt from: Stavros, Jacqueline, Godwin, Lindsey, & Cooperrider, David. (2015). Appreciative Inquiry: Organization Development and the Strengths Revolution. In Practicing Organization Development: A guide to leading change and transformation (4th Edition), William Rothwell, Roland Sullivan, and Jacqueline Stavros (Eds). Wiley
IA AI hads changed my personal and professional life, in shifting my gaze to see and appreciate ‘what is’ more often even when all everything seems lacking, and missing and painful.
Inquiring into ‘what is’ and into ‘what do we want more of’ is a powerful way to be and do in every context: individual, team, organization and all collective forms.