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In another blog post I talked about my role as an integrator. My work as a scholar-practitioner has been grounded in evolutionary systems theory, transformative learning, and systemic action-research. My most creative contributions to organizations come from my ability to question and expand perceived boundaries and from connecting seemingly unrelated “dots.” In other words, my work is about innovation as in the creation of new possibilities from the integration of disparate dimensions. I do a lot of work with social entrepreneurs...
Predictive analysis in human resources is becoming a lot more helpful in determining how well-suited potential employees may be for a particular company and a specific job. But what can it tell us about employee engagement? According to a recent Wall Street Journal article regarding a soon-to-be published study by Deloitte Consulting LLP, about 5% of companies with 25,000 or more employees are now using predictive analysis in human resources. This analytical information can go a long way towards learning about who to hire and for what...
We struggle in organizations to clarify objectives and future directions. We are working in complex adaptive systems that are ever changing and uncertain, and our ability to foresee the future, establish goals, and work toward them in a linear way, is difficult, if not impossible, in organizations today. At the same time the challenges before us are great, so are the opportunities. How can we change the way we work in organizations to support us in creating and committing to a strategic vision and working toward it in new ways? As co-chair of...
Queens. Queen Mothers. Princesses. Chieftaincies. Women Cultural Leaders. Royalty. These are terms and concepts I have encountered in folklore, books, music, history lessons and most prominently in the media with the most visibility perhaps being placed on the British monarchy. As far as I know, my community of birth -- Gusiiland, Kenya -- did not have monarchies, so royalty is a concept I have learned about in school. My earliest memory of a monarchy is from one of my first primary school history lessons where a fictitious elderly man “...
We may find it hard to define but we certainly know when we lose trust with either a person, group or an organization. When we lose trust we withdraw our energy and level of engagement. We go on an internal strike, not wanting to give to the other person who has hurt or wrongly treated us (according to our values). We may not show it overtly, but internally we feel less need to tell the trust, share what is important to us, or to follow through on commitments. We pull back and feel less part of the other.  Loss of trust is sometimes...

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