Category Archives: Perception

Self-Agency and EODC®

Posted on June 19, 2019 by

Hi Recently, people have been inquiring about the concept about ‘Self-Agency’ within the EODC® Platform. So I thought I’d give it a try to describe such. What Is Self-Agency? ‘Self-Agency’ is simply ‘the realization that one can influence, and make … 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 , , , , , , , , | Leave a comment

Emergent Action Research™ (EAR), and Emergent Learning™

Posted on February 25, 2018 by

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

Re-Framing Perspectives

Posted on July 20, 2017 by

By Patrick A. Trottier FOCUS: 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 →

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

Emergent Change vs. Planned Change

Posted on June 17, 2017 by

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

Culture As A Core Business Strategy

Posted on January 6, 2017 by

 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 optimize such to bring their desired culture into the fabric of the organization. Later on … 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 Change (EODC)™

Posted on June 30, 2015 by

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

Creating Comfort With the Unknown -‘Generative Dialogue’ and Emergent Change

Posted on May 20, 2012 by

Generative and meaningful dialogue can be a powerful tool and process to facilitate individual, group and organizational performance aligned to continuous, emergent changing environments, challenges and opportunities. ‘Making sense’ of things is a powerful aspect of understanding, re-framing, experiencing and … 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