Category: Nature of Work

As the Interdevelopmental Institute (IDM) enters a new era, it wants to communicate what it has learned and what, based on its learning over nearly 20 years, it can now deliver to CEOs and Boards. Find out how the Institute's main methodology, called Constructive Developmental Framework (CDF), addresses contemporary issues such as the digital transformation of businesses in all of its facets. Take note of the critical realism CDF tools embody (thanks to Roy Bhaskar's work on a dialectical ontology), and IDM's critical theory practice that now provides a new home for Frankfurt School insights just in time ... Sincere thanks to the international community of students who have made IDM widely known through their own work over many years! A New Beginning at IDM Read More...

Warum nicht mit alten Vorurteilen brechen die aus der positivistischen Tradition stammen und alle im Flachland landen? Dazu ist im Zeitalter des distributed leadership mehr Anlass als je. Die alten Kompetenzschablonen sind tot, und nun wie weiter? Vielleicht hülfe es, sich zu erinnern dass Menschen sich ihr ganzes Leben lang entwickeln? Das würde auf die Erwahcsenenforschungen führen, die in diesem Buch von Otto Laske (übersetzt von Rainer v. Leoprechting 2010) dazu verwandt werden, neue Einsichten und Werkzeuge in die Weisen des Umgangs mit ‘human resources’ einzuführen. Das Buch zeigt die Stufen der lebenslangen Entwicklung der persönlichen Erfahrungen, die jeder in seiner Arbeit und seinem Leben macht, und die zu stets grösserer innerer Freiheit und Selbständigkeit führen. Das Buch gibt dazu neue Werkzeuge an die Hand und zeigt auch, wie man über die Verwandlung der Arbeit durch neue, z. B. holakratische Umgebunglen, nachdenken sollte.  Humanpotenziale erkennen, wecken, und messen: Pay Pal Dazu Weiteres auf: Gateway auf deutsch Read More...

Comment les consultants et coach francais peuvent-ils renouveller leur profession utilisant le CDF (Constructive Developmental Framework)? https://www.paypal.com/webapps/hermes?token=5MN6985866069092K&useraction=commit&mfid=1488977403882_1d069d5a8c123#/checkout/login C’est là la question qui se pose se livre sur la découverte du potential humain, allant plus loin que les abstractions des sciences sociales contemporaines. En recherchant de nouvelles clefs pour l’engagement de l’adulte dans le processus de développement (non seulement dans les organizations commerciales), ce livre ouvre la voie a l’évolution du professional aussi bien que de l’être humain. C’est un livre important pour tous les professionnels qui accompagnent les adultes dans leur croissance et la réalisatin de leur potential, introduisant a la fois une perception profonde des “clients” ainsi qu’une réflexion sur soi-même. Dans cette facon, le livre peut induire chez soi une transformation profonde de son être, donnant un nouvel élan dans sa vie professionnelle ainsi que privée. Vour pourrez réévaluer tout ce que vous avez appris jusqu’a maintenant d’un point de vue tres personnel, et aurez l’opportunité d’analyser votre propre développement. Programme Francais CDF Philips-Laske 2009 Read More...

Copyright 2016 by Graham Boyd & Otto Laske In this article, the authors put forth a new approach to distributed leadership based on research in adult development and the pedagogical thought of Vygotsky, originator of the notion of zones of proximal development. The article attempts to re-totalize the issues neglected, or fragmented, by theories of holacracy and other models of shared leadership, in order to arrive at a deeper understanding of contemporary attempts to redesign organizational work in the direction of “organizations without managerial hierarchies”. In so doing, the authors leave behind present notions of “individual coaching”, “team coaching”, “managerial hierarchy”, and “organizational behavior”, among others, focusing squarely on contributors’ frame of reference (FoR; world view) that determines how they put their capabilities to work collaboratively and what their needs for developmental support are. The article’s essential argument is summarized in Tables 2a and 2b, one for each dimension of adult development. The authors come to the conclusion that for holacracy and similar models to succeed, much more attention must be paid to the fact that unconventional organization designs challenge contributors’ self-identity and psychological well-being. They also show that a one-sided focus on tasks and competences (Task House) is counter-productive... Read More...

In this paper, the authors (Otto Laske, Alessandro Rossi) lay out a practical approach to integral counseling (part A) and consulting to teams (part B), based on the Constructive Developmental Framework (CDF). The main topic is how to combine interventions for strengthening developmental level and cognitive fluidity, seen as intrinsically related as well as mingled in practice.  CDF tools are described as prompts that trigger evidence about the frame of reference based on which clients and teams think, feel, and make decisions. Theoretically, the proposed framework includes and transcends both Wilber’s quadrants and Bhaskar’s moments of dialectic, showing a path toward integral constellations work for which teachable and learnable pragmatic tools are presently hard to find. A Developmental Framework for Deep Listening and Thinking Read More...

This text by Otto Laske and Alessandro Rossi describes the use of the Constructive Developmental Framework as a culture transformation instrument. Pragmatic implementations of CDF are geared to strengthening dialectical thinking in groups, teams, committees, and coalitions, whether commercial, academic, political, or educational, with an eye on increasing collaborative intelligence. The focus of such work is placed intoplaying “dialectical thought games” in real time, targeting a real-world problem. The authors think that innovation has to become commensurate with the challenges now arising from the human ability to transform nature (anthropocene). Accordingly, their call to action is focused on dialectical cognition, not psychology or social-emotional development. The main topics are: The need for a new concept of human being and of work Handling complexity in the anthropocene is not “business as usual” Moving from systems thinking to transformational (dialectical) thinking has become a societal necessity Human development needs social support in the zone of proximal development Innovation requires collaborative intelligence and maturity in teams A Developmental Agenda EN Read More...