-
Recent Posts
- Up-dated PPT ‘Part 1, Emergent Change’
- My Approach To Traditional Organizational Development
- PPT Presentation on EMERGENT CHANGE®
- The Simple Law of Emergent Transforming™
- Emergent Organizations®: An Introduction To Emergent Organizational Development And Change (EODC)®
- Key Emergent Phrases / Terms
- Basic Principles Of The Emergent Organizational Development and Change (EODC)® Platform
- Part 4. Emergent Organizational Development® – Novel Technologies and Collaborative Network Organizations For The 21st Century Video
- Planned Change, Event Change and Emergent Change®
- The Emergent Organizational Development and Change (EODC)® Platform
- Emergent Action Research™ (EAR), and Emergent Learning™
- A Leadership Culture
- Part 1: Emergent Organizational Development® – Emergent Change® Video
- Re-Framing Perspectives
- Emergent Change vs. Planned Change
- Culture As A Core Business Strategy
- Emergent Organizational Development And Change (EODC)™
- A “Living Vision” – Emergent Organizational Development (EOD)®
- “Creating Readiness For Desired Change and Development”
- “A Living, Emerging Vision” – The Land Of Org.
- Beauty (Cultural Congruency) and the Beast (The Culture Gap)
- Rethinking Resistance
- The 60% – 70% CM / Project Management Dilemma
- Approaches to Consultation: The Four Basic Models
- Try ‘OWNERSHIP’! ‘BUY-IN’ Just Doesn’t Make The Grade…
- ‘Doing and Being’
- How Well Is Your Organization’s ‘Reputational Bank’ Doing? Is It Continually Making Deposits Or Withdrawals?
- Why Are The Fundamentals Of Organizational Development Important?
- What Is A ‘Healthy, Performance-Based Organization and Culture’?
- ‘Generative and Meaningful Dialogue’ For Emergent Change
Contact:
PTrottier@shaw.ca
604-683-6263
Vancouver, B.C., CanadaArchives
Monthly Archives: February 2018
The Emergent Organizational Development and Change (EODC)® Platform
By Patrick A. Trottier (2016) The EODC® Platform co-creates the conditions by working with an organization in partnership so emergent change becomes apparent, is influenced more fluidly and naturally, and ‘change’ itself is viewed and experienced as a normal, continuous, … Continue reading
Posted in Uncategorized
Leave a comment
Emergent Action Research™ (EAR), and Emergent Learning™
Welcome to this write-up about Emergent Action Research™, and Emergent Learning™ Introduction I have worked within different areas of Emergent Action Research™ with different clients throughout the years. This is a composite of such work to create an ‘Emergent Action … Continue reading
Posted in Action Research, AI, Artificial Intelligence, Change, Culture, Emergent Change, Emergent Learning, Emergent OD and Change, Emergent Organizational Development, Emergent Organizations, Human Information Processing, Integrated, Information Streams, Open, integrated IT/IS/AI Systems, Organizational Design, Organizational Development, Pattern Display Interfaces, Pattern Thinking, Patterns, Perception, Performance
2 Comments
A Leadership Culture
“Would not an organizational culture naturally emerge from a Leadership Culture?“ I propose that by creating a ‘Leadership Culture’, such would manifest the desired culture better than the 20th Century traditional ‘culture change’ approaches. A Leadership Culture A short … Continue reading
Posted in Uncategorized
Leave a comment
