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Learning through Serious Play LEGO® SERIOUS PLAY®

Learning through Serious Play

Play has been viewed in modern, cultural and economic heritage of Protestant capitalism as frivolous while work is serious and productive. This simple opposition implies an assumption that work is good, and play is bad (Weber, 1958). However, organizational research argues that play could be good, if taken seriously (hence, Serious Play) in organizations to engage human learning and development with the intention to achieve work-related goals (Statler, Heracleous & Jacobs, 2011; McCusker, 2014; Statler, Roos & Victor, 2009; Taylor & Statler, 2014; Gauntlett, 2007; Frick,…
adminintegral
December 22, 2020
A Coaching Dialogue: Being and Doing of a Professional Coach Coaching

A Coaching Dialogue: Being and Doing of a Professional Coach

Carl Rogers (2016) defines coaching as, "the art of facilitating another person's learning, development, well-being and performance. Coaching raises self-awareness and identifies choices. Through coaching, people are able to find their own solutions, develop their own skills, and change their own attitudes and behaviors. The whole aim of coaching is to close the gap between people's potential and their current state". Standing on these coaching principles, I would like to use a coaching dialogue to illustrate the being and doing of a professional coach. Coach: Good…
adminintegral
December 22, 2020
Facilitating Dialogic OD Intervention in Era of VUCA Facilitation

Facilitating Dialogic OD Intervention in Era of VUCA

The world is becoming more complex, unpredictable, and interdependent. Change is emerging and becomes more emotional. Problems related to change cannot be solved simply by technical solutions but require people to adapt themselves. Therefore, organizational development (OD) requires not only research-based diagnosis, but also more human-centric dialogues to realize the meaning of change. With a dialogic OD approach, OD consultants facilitate self-organizing in the group to generate discourses, narratives, stories, images, and symbols to construct meanings of the change(Bushe & Marshak, 2015). This dialogic approach shifts…
adminintegral
December 22, 2020
To Train or To Facilitate Facilitation

To Train or To Facilitate

Both facilitation and training are two common learner-centered approaches in human and organizational development. However, there is a misconception that they share the same meaning and can be used interchangeably. In this article, we would like to distinguish the difference between facilitation and training and leverage their characteristics into integrated learning solutions design. Difference between Training and Facilitation According to the Association for Talent Development (ATD), "training supports learner's needs to ensure effective learning and improved workplace performance" while "facilitation supports processes and teams by developing…
adminintegral
December 22, 2020
Action Learning Method in Instructional Design Learning

Action Learning Method in Instructional Design

Reflective Inquiry Action Learning (AL) is a reflective inquiry process to reinforce learning through application and reflection. Participants work in a small, diversified team to support and challenge each other to achieve project outcomes. This collective result-driven learning process creates accountability, actions and increased knowledge. Action Learning involves working on real problems or opportunities, focusing on learning and actually implementing solutions. The topics of AL projects are sponsored and aimed at organizational as well as personal development. Pioneered by Professor Reg Revans in early 70's and…
adminintegral
December 22, 2020
Learning Engagement: Online and Offline Learning

Learning Engagement: Online and Offline

Online and Offline Learning New normal becomes a popular phenomenon amid the Covid-19 pandemic in 2020. Under the constraints of keeping social distance or even lock-down, online learning has been largely accelerated. Will online learning replace traditional offline face-to-face learning? The discussion of this question could be from a multi-facet perspective. Here I would like to explore this question from a learning engagement perspective. Since researchers found that learning engagement is a key determinant of learning effectiveness and learning outcome (Clark, 1994; Hu & Hui, 2012;…
adminintegral
December 22, 2020
What is Organization Development? Organizational Development

What is Organization Development?

What is OD? Organization Development (OD) has been evolving since the 1960s.  Kurt Lewin established the foundation of OD by providing the theoretical foundation to guide OD practice. As stated by biographer Alfred Morrow (1969), "Lewin’s most enduring legacy was his innovative blending of science and practice". OD practices were built on a philosophy that emphasized individual and organizational growth through collaboration. OD intervention approaches include action research, sensitivity training, team building, socio-technical systems, quality of work life, and survey feedback. One classic definition of organization…
adminintegral
December 22, 2020
Coaching is a Self-discovery Process Coaching

Coaching is a Self-discovery Process

Conceptions of Coaching According to International Coach Federation (2020), "Coaching is all about helping people make positive changes". In other words, the request for coaching is triggered by change (Rogers, 2016). The Seashore's Use of Self model grounds on the belief that personal potential links to the person’s world of change. To act as one's own agent of change, a person has self-awareness, reframes own sensations and perceptions, receives feedback from own and others, recognizes self as an instrument for growth and development (Seashore, Shawver, Thompson…
adminintegral
December 20, 2020
Diagnostic OD vs Dialogic OD Organizational Development

Diagnostic OD vs Dialogic OD

Experienced OD practitioners use different OD interventions to develop organizations from good to great. There are two school of thoughts in organization development – Diagnostic OD and Dialogic OD Diagnostic OD Evolving since 1960's, OD takes a diagnostic approach to analyze the organizational context and design OD interventions to make changes.  OD professionals with a diagnostic OD mindset see organizations as an open system, which could be scientifically diagnosed through research to identify objective solutions and regard the change is episodic and can be planned. The…
adminintegral
December 20, 2020
LEGO SERIOUS PLAY: Experience-based vs Solution-based LEGO® SERIOUS PLAY®

LEGO SERIOUS PLAY: Experience-based vs Solution-based

What is LEGO® SERIOUS PLAY® LEGO® Serious Play® (LSP) is an approach in which learners use a variety of LEGO® bricks as mediating artifacts to build metaphorical toy models that represent abstract concepts and ambiguous ideas. Everyone builds, everyone shares, everyone is allowed to ask questions and make reflections on the models. Its process, structure and techniques are designed to engage people in thinking and facilitating communication in generating insights for problem solving and strategy formation. Through hands-on and minds-on interactive activities, learners share meanings about…
adminintegral
December 20, 2020
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