START WITH WHO, DO NOT START WITH WHY
START WITH WHO, DO NOT START WITH WHY I’ve long criticized the “Start With Why” approach. Why? Because in a job interview, companies focus on …
AI LLM [Large Language Models] are also history models. Whose history is “True”?
Exploring the Impact of Linguistic Diversity on AI: A Singaporean Perspective Inspired by Tim F Nash and substantially the topic of a podcast we aim …
Ackerman and Anderson’s Nine Phase Change Process
Ackerman and Anderson’s Nine Phase Change Process: A Comprehensive Framework Ackerman and Anderson’s Nine Phase Change Process offers a detailed roadmap for managing organizational change. …
Understanding Coachability and Coaching Readiness
Understanding Coachability and Coaching Readiness Coachability refers to an individual’s willingness and ability to be coached. It involves openness to feedback, readiness to learn, and …
Navigating Human Factors in Change Management
Navigating Human Factors in Change Management: A Comprehensive Guide to Interventions Change within an organization, particularly regarding processes and technology, can be challenging. While business …
Styles and Models of Coaching Part 1
Exploring Coaching Styles and Models: An In-Depth Analysis In this series of three articles, we will delve into the distinctions between styles of coaching and …
Styles and Models of Coaching Part 2
Styles of Coaching 1. Psychodynamic Coaching Psychodynamic coaching explores how past experiences, such as our stories of home, growing up, relationships, and work, shape our …
Styles and Models of Coaching Part 3
Popular Coaching Models 1. GROW Model Goal: Setting a clear and specific goal that the client wants to achieve. Reality: Examining the current reality of …
The Power of Environment in Fostering New Ways of Thinking: Nancy Klein’s Thinking Environment
The Power of Environment in Fostering New Ways of Thinking: Nancy Klein’s Thinking Environment Nancy Klein’s concept of a Thinking Environment is founded on the …
Fostering Change: From “Shoulds” and “Oughts” to “Wants”
Fostering Change: From “Shoulds” and “Oughts” to “Wants” Organizational change is often perceived as a top-down directive, with an emphasis on what employees should or …