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360 degree feedback, organizational trust, change & sustainability
360 Facilitated® Accreditation for Health
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Wednesday, 24 February 2010
Good for your health? I certainly hope so! 360 Facilitated® is the means to openness and reliability in any organisation - and where is that more urgent than in health? Our Accreditation program is running once more, in Sydney, for the NSW Area Health Services. This will impact a new wave of managers, for their professional development, their improved teamwork, and the highest standards in the Health Service.

If you're one of them, see you there!

Best to everyone

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posted by Dr Ron @ 4:35 PM   0 comments
Appreciative Inquiry (AI) online
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Wednesday, 13 January 2010
If you missed the workshop:

David Cooperrider's Australian workshop on Appreciative Inquiry (AI) is now available online on the SABA Centra system. If you would like to listen to the whole day, unedited, email us and we will provide details of access (no fee). It does require downloading the Centra system, which is quite easy if you follow the instructions!
Email us: admin@leaderskill.com.au
It does make great listening, even if the sound is a little rough at times.
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posted by Dr Ron @ 9:49 PM   0 comments
Customising questionnaires?
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Saturday, 28 November 2009
Someone left a comment on my Best Practice postings that it was better if you could customise the questionnaire. Well, All our questionnaires are customisable but people who have worked with the Leader/Manager Model usually love it as is. Mind you, sometimes you have to make changes to meet org defined competencies and local language (which can mean technical or geographical) and that's fine. We are happy to advise on the changes and ensure you have a good questionnaire at the end of the day. It doesn't cost any more.

The writer suggested that it was better to select from a group of questions. That sounds nice and easy but... Are you sure you selected the ones that will cover all the issues for all the teams and managers in your organisation? That's the reason we (and our clients) love the holistic Leader/Manager Model and it's neat structure, easily understood.

But we're flexible!

And thanks, anon, for the question.
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posted by Dr Ron @ 7:36 AM   0 comments
Cooperrider fills up
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Thursday, 12 November 2009
Under pressure I caved in, gave way and joined Twitter (as DrRons). Well, it was a chance to mention Cooperrider. So I sent off all these twits about him - sorry, tweets. His visit (first to Australia) could well go down as a historic event: the date when Australians started to understand how great we are, how much greater we can all be, leaving behind a lot of pessimism, hopelessness and argument over trivialities, and how we can grow on the positive route together.

If that sounds exaggerated, please understand that I don't do exaggeration. It's for real. Check out Cooperrider's track record at the Appreciative Inquiry Network website and sign up - the workshops are now filling up. You can also get an overview at the 360 Facilitated website.

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posted by Dr Ron @ 8:22 PM   0 comments
David Cooperrider in Melbourne and Sydney!
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Thursday, 8 October 2009
Weds 25 and Thurs 26 November, Melbourne and Sydney - Book it in your planner! David Cooperrider, founder of Appreciate Inquiry will run his first live Australian Worshops. His work has created a quiet worldwide revolution in how change happens, working with the United Nations, the BBC, the US Navy... An AI program was used by ANZ Bank.

University of Michigan Professor Robert Quinn, in his acclaimed book Change the World writes: "Appreciative Inquiry is currently revolutionizing the field of organizational development."

Be in at the start of a program that will succeed perhaps better in Australia that in any other country. Come along and see why.

[More details soon: watch this space!]

Note: the 2009 World Appreciative Inquiry Conference, will be held November 16-19, 2009 in Kathmandu, Nepal.

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posted by Dr Ron @ 10:17 PM   0 comments
Vaccination with mercury
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Wednesday, 7 October 2009
Hard to believe that we have been vaccinating babies and foetuses (via pregnant women) with mercury compounds (thimerosal) for many years while the pharmaceutical companies explained away the explosion of autism as 'better reporting' (i.e. better diagnosis).

But now, we at last have experimental evidence of the effect, shortly to be published in the International Journal Neurotoxicology [preview posted at Thoughtful House] in which baby macaque monkeys experienced, "significant neurological impairment" with just one injection of Hepatitis B vaccine.
"Adjusting for weight, these primates received only 2mcg - the new Swine Flu vaccine contains 24.5mcg or 49 times the FDA allowable daily limit for an adult".

Given that the Australian government with the best intentions has bought 20 million doses of the untested vaccine to run a national campaign beginning with pregnant women, we have every reason to be concerned. And this for an influenza that turns out to be weaker than the seasonal 'flu! What can the government do now? Destroy its dangerous and not very helpful stockpile? Unlikely.

Remember that children are now receiving over thirty vaccines by school age. One problem with mercury is that its effects may take years to show up. Many of these vaccines also contain aluminium, which is synergistic with mercury in the brain to cause impairment. There is also a link between elderly people receiving 'flu injections, and Alzheimers.
Vaccination is a huge and profitable industry. It needs very careful regulation but operates in an environment of fear where untested vaccines with toxic substances are allowed on the market.

Here's another view on staying healthy: eat food, not junk, avoid chemicals (environmental as well as pharmaceutical and other), exercise, relax, sleep, have fun, be positive... It works, and it's cheap. No, it doesn't gaurantee big profits for anyone, sorry.
If our Ideal Vision is to achieve the World for Tomorrow's Child (Mega Planning), then we are obliged to put health well ahead of profits.
[more - read this small but compelling study]

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posted by Dr Ron @ 5:25 PM   0 comments
Interpreting your 360 Profile
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Friday, 2 October 2009
Accurate?
Despite all the hullabaloo about how 'accurate' 360 degree profiles are, none of them are accurate - even ours! Why not? Well come on, think a minute. When you fill in a questionnaire like this, your answers will almost certainly be influenced by who you are (easy going, demanding...), what you think about the Recipient (nice guy, nasty...), what's going on (just got a pay rise, a popular person got fired...), even whether you're in a hurry or have time to ponder! 360s are not absolute scores of your abilities - even when they claim to be! They are feedback, a useful guide, often telling you a lot about the environment.

As a result, all 360s, no matter how large a number of people they have been tried on, have a high SD (Standard Deviation). But even though they are not an accurate 'measure of a manager' (perish the thought!), they still are quite useful.

What to look at
In general, with a rating scale it's best to prioritise the weakest (worst) ratings you are given as the areas for development. Also be sure to note the best ratings as your perceived strengths. The actual numerical score is not so important.

It's also very useful to compare the ratings you get from different groups of Respondents - do you get along better with your manager? Or do they know things that the staff don't? If your perceptions differ a lot from others (there are gaps appearing), what would cause that? Sometimes you may be worrying needlessly about issues, other times you may not be aware of them. As with the scores, the gaps will be dependent on the people and the situation, and each profile is individual in that respect.

While your profile many suggest issues that require attention, change can come from the team as well as from you, the manager. It is always a matter of perception, issues sometimes require change, sometimes it's PR (communication) that's lacking!

This advice is pretty much the same for any scale. The great value of Leaderskill's 360 Facilitated® scale is that is that you are not being judged, only being asked to do more or less - and that makes the feedback a lot easier to receive, and much more useful to act on.
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posted by Dr Ron @ 6:31 PM   1 comments
Appreciation is what we want!
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Wednesday, 19 August 2009

"The deepest principle of human nature is to be appreciated."
William James, Psychologist and Philosopher



Late 19th to early 20th century "father of psychology" William James laid the foundations for understanding the workings of the human mind. His quote about appreciation is perhaps one of the most significant things we have ever learned about humanity - perhaps about the animal world in general (and some people would like to take it beyond that!).
Try the experiment (if you haven't already). Help those around you to be at their best by telling them what you appreciate - not what you don't! You will soon discover that they already know or will quickly understand what you don't like! (And if they don't, well, there is still the option to tell them!).
If you want to take this further still and use it in a professional sense, then try the AtMyBest questionnaire, a development of 360 Facilitated™. We are keen to promote this approach to people development and offer it at a very low fee for the benefit of all.

See more quotes from William James (1842 - 1910), such as:

A great many people think they are thinking when they are really rearranging their prejudices. William James

The art of being wise is the art of knowing what to overlook.
William James

The greatest discovery of my generation is that a human being can alter his life by altering his attitudes of mind.
William James

Want more? Take a look at The Quotations Page

Instead of going out of date, James comes into fashion. It took generations to get back to Positive Psychology and Appreciative Inquiry (AI).

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posted by Dr Ron @ 12:12 PM   0 comments
Building Green Opportunities
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Thursday, 30 July 2009
Now that the number of building approvals has picked up again, maybe we could start to think about what we build?!? It doesn't cost any more to build sustainably, check out the Green Building Council of Australia. It's filled with opportunity - and better living! Not just for the moment, but for the future. We suggest their website as one of the best around. Not only good viewing but full of hope! There is a future and they have their eye on it. You can also study online for GreenStar Accreditation.

Or you can go to Canberra:

On 11th & 12th Aug, BEMP 2009 will focus on how the building sector, in partnership with Government, can contribute to Australia's early recovery and provide a strong foundation for future prosperity.

At Leaderskill Group, we see 'green' as opportunity, not threat. If you start from a future that we all want, then you can earn a good living creating it. This is what Mega Planning is about - take a look at Start-up Mega Planning, the easy-to-do structured approach to sustainability - and more.

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posted by Dr Ron @ 8:34 PM   0 comments
360 in development – Part 3: Action Learning
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Friday, 26 June 2009
Action learning is an exchange of gifts. Staff members (managers or trainees - often young ) give ideas and effort in the pursuit of an individual project that has real payoffs for the organization. Or they carry out action plans based on feedback from others.

The organization gives opportunity, encouragement and resources to make it happen. The results are: professional development and experience for the staff members; development in terms of improved performance and output, and a more skilled workforce for the organization. Bob Dick offers this definition of the broad field of action/research/experiential learning:

action --> review --> planning --> action

When the organization provides the opportunity, 360 Facilitated® will do precisely this. Managers learn by getting an accurate understanding of how their behaviour is affecting their team and what they can change. Teams learn by getting a better understanding of their manager and what responsibilities they can take on. Together they plan better ways to get the job done. While development for all parties is a major part of the process, the context for the whole exercise is task improvement. How can you be more cost effective than that? While Action Learning has often been reserved for the young, 360 Facilitated® makes it available to all. Leaderskill’s motto has always been:

“Let your people contribute”.

Yes, they would like to, why not lend them your ear?
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(to be continued…)

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posted by Dr Ron @ 11:09 PM   0 comments
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