Understanding and working with group identity 3 Levels of Organisational Culture Approaches to develop environments, skills and practices for generative learning and learning culture Basic Assumption Groups Ways to understand how we learn, different learning preferences and how these can be valuable Change and Culture Complexity A way of understanding the stages that people must go through to make effective change happen Coaching Conversations A way of understanding how people explain and understand their actions Cultural Web A way of surfacing how problems are affected by issues in the wider world and how this effects change Ecology of Mind Explores the effects of symbols, stated values and underlying assumptions and beliefs that inform behaviour Ethnography A model for engaging users in changing organisations and services Future Search Evidence based models that show relationships between investment in people and organisational performance Gestalt Theory of Change A way of looking at systems through their connections and the nature of relationships Lewin’s Model of Change A way of understanding how employee engagement improves organisational performance Living Systems A way of developing a structure, skills and culture for peer learning and action around real life issues Multiple Cause Diagrams A way of considering responses to events so that we can learn in ways that avoid replicating past mistakes Open Strategy – PRUB A tool that maps the stakeholders in the system to help understand the ways in which influence is exerted Power Mapping A way to help organisations understand the balance between ‘public value’, resources and what must be done Stakeholder Analysis How to understand the ways in which leaders can use ‘push’ and ‘pull’ energy and style to influence others The Star Model A way of thinking that focuses on outcomes as a way to develop responsibility for achieving them Theories of Action A way of generalising the learning and sharing the learning of an organisation from a ‘change event’
