Category Archives: Leadership

Emergent Leadership™ For The Modern World

Posted on July 5, 2019 by Patrick A. Trottier

© By Patrick A. Trottier As organizations move into the 21st Century, Leadership must itself transform itself as organizations today are facing a significant increase in the rate of change, novel technologies as well as greater complexities related to the … Continue reading →

Posted in chaos and complexity, Culture, Emergent Change, Emergent OD and Change, Emergent Organizational Development, Emergent Organizations, Leadership, Organizational Design, Organizational Development, Pattern Display Interfaces, Pattern Thinking, Patterns, Perception, Performance | Leave a comment

Self-Agency

Posted on June 19, 2019 by Patrick A. Trottier

Everything included in this blog site is under trademark, 2017. We appreciate your honoring and respecting such. Nothing can be printed or used in any way without written (not email) permission by Patrick A. Trottier, The Institute of Emergent Organizational … Continue reading →

Posted in Change, chaos and complexity, Culture, Emergent Change, Emergent Learning, Emergent OD and Change, Emergent Organizational Development, Emergent Organizations, home, Human Resources, Leadership, Open, integrated IT/IS/AI Systems, Organizational Design, Organizational Development, Pattern Thinking, Patterns, Perception, Performance, Self-Agency | Tagged Change, Emergent Change, Emergent Organizational Development, Emergent Organizations, EODC, Human Resources, Leadership, Organizational Development, Self-Agency | 1 Comment

PPT Presentation on EMERGENT CHANGE®

Posted on June 11, 2018 by Patrick A. Trottier

© Patrick Trottier This an up-dated PPT presentation on ‘EODC® and Emergent Change®: Click on top menu ‘Slide Show‘, then to the left ‘From Beginning‘. It is important to view the PPT ‘in motion’ to experience the GIFs… the GIFs … Continue reading →

Posted in Change, chaos and complexity, Emergent Change, Emergent OD and Change, Emergent Organizational Development, Emergent Organizations, Leadership, Organizational Development, Teams, Uncategorized | Leave a comment

Part 4. Emergent Organizational Development® – Novel Technologies and Collaborative Network Organizations For The 21st Century Video

Posted on March 16, 2018 by Patrick A. Trottier

Welcome to: Part 4. Emergent Organizational Development® Novel Technologies and Collaborative Network Organizations For The 21st Century Part 4. On YouTube: https://www.youtube.com/watch?v=A57dV7tdUz8 Part 1: Emergent Change® https://www.youtube.com/watch?v=YDD5_S08sZo Part 2: Emergent Organizations™ Part 3: Emergent Organizational Development® Part 4. … Continue reading →

Posted in Action Research, AI, Artificial Intelligence, Change, chaos and complexity, Consultation Models, Culture, Emergent Change, Emergent Learning, Emergent OD and Change, Emergent Organizational Development, Emergent Organizations, Human Information Processing, Integrated, Information Streams, Leadership, Open, integrated IT/IS/AI Systems, Organizational Design, Organizational Development, Pattern Display Interfaces, Pattern Thinking, Patterns, Performance, Posts, Principles, Teams, Uncategorized | Leave a comment

Part 1: Emergent Organizational Development® – Emergent Change® Video

Posted on January 19, 2018 by Patrick A. Trottier

On Emergent Change® A Simple Diagram Of How Emergent Change Occurs The following PPT Video on Emergent Change® is Part 1. of an ongoing video series: Part 1. On You Tube: https://www.youtube.com/watch?v=YDD5_S08sZo Part 1: Emergent Change® Part 2: Emergent Organizations™ … Continue reading →

Posted in AI, Artificial Intelligence, Change, chaos and complexity, Emergent Change, Emergent OD and Change, Emergent Organizational Development, Emergent Organizations, Leadership, Organizational Design, Organizational Development, Performance | Tagged Emergent Change, Emergent Model, Emergent Organizational Development, Emergent Organizational Development and Change, Emergent Organizations, EODC, Organizational Development | 2 Comments

Re-Framing Perspectives

Posted on July 20, 2017 by Patrick A. Trottier

By Patrick A. Trottier On Perspective “How we ‘see’ things is what we create.” (Trottier – sometime in the 60s) Throughout the EODC® Platform, one very unique aspect within the overall process is in facilitating people to look at themselves … Continue reading →

Emergent Change vs. Planned Change

Posted on June 17, 2017 by Patrick A. Trottier

Lately, I have read a number of notations about ’emergent change vs. planned change’. I consider the following journal the quintessential and most proficient write-up on ’emergent and planned change’. It brings out the history of change efforts, key distinctions, … Continue reading →

Posted in Change, chaos and complexity, Consultation Models, Culture, Emergent Change, Emergent OD and Change, Emergent Organizational Development, Emergent Organizations, home, Human Information Processing, Leadership, Organizational Design, Organizational Development, Patterns, Perception, Teams, Uncategorized | Leave a comment

A Living Culture™

Posted on January 6, 2017 by Patrick A. Trottier

© By Patrick Trottier (PT) My thoughts… I often wonder how many organizations truly put the effort into understanding how culture is fundamental to their business success, and how to manifest such to bring their desired culture into the fabric … Continue reading →

Posted in Change, Culture, Emergent Change, Emergent OD and Change, Emergent Organizational Development, Emergent Organizations, home, Leadership, Organizational Design, Organizational Development, Patterns, Perception, Performance, Uncategorized | 2 Comments

Emergent Organizational Development And Emergent Change (EODC)®

Posted on June 30, 2015 by Patrick A. Trottier

By Patrick A. Trottier We know that organizations today are facing a significant increase in the rate of change and greater complexities in the issues, opportunities and challenges they face as regional and global growth is demanded. The purpose of … Continue reading →

Posted in Change, Consultation Models, Culture, Emergent Change, Emergent OD and Change, Emergent Organizational Development, Emergent Organizations, Leadership, Organizational Development, Patterns, Perception, Performance | 1 Comment

Beauty (Cultural Congruency) and the Beast (The Culture Gap)

Posted on September 27, 2012 by Patrick A. Trottier

By Patrick Trottier First, I have to admit that I have been studying, working with and thinking about ‘organizational culture’ for over 40 years and I still do not have all the answers – but I do have some perspectives that I … Continue reading →

Posted in Culture, Leadership, Performance | 3 Comments

The Four Basic Approaches to Consultation – Working With People and Organizations

Posted on June 13, 2012 by Patrick A. Trottier

© By Patrick Trottier The concepts and ideas in the following write-up have been developed from a number of prominent and respected people in the field of OD, especially: Vol. I / II ‘Process Consultation’, Edger H. Schein – 1987, 1988, … Continue reading →

Posted in Change, Consultation Models, Culture, Emergent Change, Emergent OD and Change, Emergent Organizational Development, Emergent Organizations, Leadership, Organizational Design, Organizational Development, Patterns, Uncategorized | 32 Comments

Try ‘OWNERSHIP’! ‘BUY-IN’ Just Doesn’t Make The Grade…

Posted on June 11, 2012 by Patrick A. Trottier

© By Patrick Trottier “Anytime you, or someone around you, thinks or talks about ‘buy-in’; Beware! It is a danger signal telling you that your development and implementation process is missing the essential ingredient of involving all who should be … Continue reading →

Posted in Action Research, Change, Consultation Models, Culture, Emergent Change, Emergent Learning, Emergent OD and Change, Emergent Organizations, Human Information Processing, Leadership, Organizational Development, Performance, Self-Agency, Teams, Uncategorized | 2 Comments

‘Generative Dialogue’ and Emergent Change

Posted on May 20, 2012 by Patrick A. Trottier

By Patrick Trottier For Download: PDF Version: GenerativeDialogue Introduction Generative and meaningful dialogue is a powerful tool and process to make real change happen. Generative and meaningful dialogue can connect people in ways they have not experienced before on a … Continue reading →

Posted in Change, Emergent Change, Emergent Learning, Emergent OD and Change, Emergent Organizational Development, Emergent Organizations, Leadership, Organizational Development, Perception, Uncategorized | 1 Comment