Оглавление
Kenneth Cloke. The Art of Waking People Up
Table of Contents
List of Illustrations
List of Tables
Guide
Pages
The Art of Waking People Up. Cultivating Awareness and Authenticity at Work
Foreword
Preface
Why We Wrote This Book
How the Book Is Structured
Context: Cultivating Awareness and Authenticity
Processes: Championing Congruity and Commitment
Techniques: Encouraging Turnaround Experiences
Relationships: Sustaining Organizational Awareness and Authenticity
Acknowledgments
The Authors
1. An Orientation to Awareness and Authenticity
Resistance to Change
The Limitations of Roles and Expectations
Why Organizations Create Roles
Cultivating Awareness
Cultivating Authenticity
Cultivating Congruence
Cultivating Committed Action
What Wakes Us Up
Seven Openings for Waking Up at Work
Organizational Support
Turnaround Feedback, Coaching, Mentoring, and Assessment
Lifelong Learning
2. The Art of Waking Up
Some Underlying Questions
Clarifying the Goals
Turning Ourselves Around
Breaking the Cycle of Distrust
Three Ways of Being
3. Where It All Begins
Options in Responding to Dysfunction
Transcending Family Ruts
Parents as Managers and Managers as Parents
Four Steps to Breaking Patterns from the Past
How to Explore Family Issues at Work
Overcoming Overcompensations
Finally Growing Up
4. Turnaround Feedback
Varieties of Feedback
Turnaround Quality Feedback
Reasons for Not Communicating Honestly
Feedback Is Risky
Tips About Feedback
Team Feedback
A Script for Managers Seeking Feedback
Video Feedback
Questions to Prompt Self-Reflection
5. Transformational Coaching
Coaching Is a Voluntary Relationship
Coaches Are on the Sidelines
Six Steps to Transformational Coaching
1. Conduct a Ruthless Self-Assessment
2. Negotiate a Values-Based, Transformational Coaching Relationship
3. Create a Constructive Coaching Environment
4. Balance Positive Reinforcement with Critical Insight
5. Provide Turnaround Feedback
6. Move Toward Closure
Turnaround Feedback Supports Transformational Coaching
Strategies for Transformational Empowerment
6. Strategic Mentoring
What Is Strategic Mentoring?
The Uses of Mentoring
Mentors as Strategic Partners
What Makes Mentoring Strategic
The Stages of Strategic Mentoring
E-Mentoring
Tools for Successful Mentors
Understanding Organizational Culture
7. Participatory Assessment
Values—Integrating Theory and Practice
The Complexity of Experience: What Are We Assessing?
Cultural Diversity and Assessment
Creating a Context: Linking Learning and Assessment
Designing Participatory Assessment Systems
Six Steps to Participatory Assessment
360-Degree Assessments
Discipline and Termination
Twelve Criteria for Just Cause
8. Courageous Listening
The Elements of Communication
How Listening Is Distorted by Organizational Hierarchy
The Elements of Communication
Listening as a Human Being
Active, Empathetic, and Responsive Listening
Listening for What We Do Not Know
The Need for Self-Honesty
Ask Courageous Questions
Attitude and Listening
Listening and the Creation of Community
9. Paradoxical Problem Solving
Learning to Love Our Problems
Breaking the Compulsion to Solve Problems
Appreciating Paradox
Obstacles to Problem Solving
Seeing Problems as Negative
Becoming Addicted to the Problem or the Solution
Identifying the Wrong Problem
Solving the Problem Unilaterally
Failing to Learn from the Problem
Empowering Curiosity and Imagination
Five Steps to Effective Problem Solving
Step 1. Recognize and Accept the Problem
Step 2. Define the Problem and Clarify the Obstacles to Solving It
Step 3. Analyze, Categorize, and Prioritize the Elements of the Problem
Step 4. Brainstorm Options to Satisfy Everyone’s Interests
Step 5. Commit to Action, Evaluate, and Celebrate Successes
Multidimensional Problem Solving
10. Supportive Confrontation
Making the Case for Supportive Confrontation
Problems and Opportunities in Confrontation
Criticism Is Critical
How to Prepare for Supportive Confrontation
The Method of Supportive Confrontation
Supportive Confrontation in Teams
Handling Dodges and Evasions
Ways of Encouraging Responsibility
The Varieties of Apology
11. Risky Conflict Resolution
Two Kinds of Organizational Conflict
Responsibility for Conflict
Roles in Conflict Resolution
Preparing for Resolution
Eight Paths to Conflict Resolution
Lessons from Others
The Importance of Attitude
12. Waking Organizations Up
Transforming Cultures, Structures, and Systems
Collaborative, Learning-Oriented, Inquiry-Based Cultures
Qualities of Culture
Cultural Change
Creating Collaborative Cultures
Synergistic, Team-Based Structures
Living Webs of Association
Self-Managing Teams
Centralization and Decentralization
Size Matters
Integrative, Value-Driven Systems
Feedback Loops Stimulate Change
Alternative Systems
13. Fostering Congruence and Commitment in Organizations
Control Versus Learning Orientation
Creating Learning Organizations and Relationships
From Training to Development
Organizational Congruence
Democratic Values and Organizational Congruence
Inclusion
Collaboration
Teams and Networks
Vision
Celebration of Diversity
Process Awareness
Open and Honest Communication
Risk Taking
Individual and Team Ownership of Results
Paradoxical Problem Solving
Everyone Is a Leader
Personal Growth and Satisfaction
Seeing Conflict as an Opportunity
Embracing Change
Congruence in Organizational Processes
Consensus Decision Making and Commitment
From Waking Up to Committed Action
14. Ubiquitous Leadership and Organizational Democracy
New Forms of Organizational Leadership
Waking Up and Democracy
Strategic Integration
Cultivating Love at Work
Index. A
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