| |
|
Courses
|
|
|
|
|
|
“Appreciative Coaching” is an alternative, positive methodology for change that can unleash life-enhancing energy for you and your coaching clients. Appreciative Coaching is based on Appreciative Inquiry (AI), one of the most successful change efforts currently used in business and organizations. It is a researched, evidence-based approach with a theory base and practical skills to help you build an appreciative, strengths-based coaching approach for yourself. At its core, the Appreciative Coaching method shows individuals how to tap into (or rediscover) their own sense of wonder and excitement about their present life and future possibilities. Rather than focusing on individuals in limited or problem-oriented ways, Appreciative Coaching guides clients through four stages—Discovery, Dream, Design and Destiny—that inspire them to an appreciative and empowering view of themselves and their future. Its effectiveness as a powerful coaching methodology is evident against more traditional deficit-based models of individual change.
|
|
|
|
The Appreciative Coaching model and training provides skills for positive, generative change that can be used both face to face and through phone and online interaction with clients who wish to transform their professional or personal situations. All or specific aspects of the Appreciative Coaching approach can be incorporated into an existing or new coaching/consulting practice or added to a manager’s repertoire of coaching skills.
|
|
|
|
|
The primary focus of this course is to gain understanding of the field of sustainable development, which originated from international dialogues but has since permeated organizational studies. Students will examine different theories of sustainability, with an emphasis on the larger social, cultural, economic and political environments in which they exist. The focus will be on the United States, with international comparisons used to illustrate similarities and differences. Examples of theory as they relate to practice will begin to build a student’s repertoire about current sustainability research and practice.
|
|
Learning Competencies:
|
 |
Identify, differentiate among, and describe theoretical frameworks for sustainability.
|
|
Articulate and analyze major issues in the field of sustainability as they relate to organizations. |
|
Begin to understand theories of sustainability as they relate to organizational choices. |
|
Apply ethical principles in analyzing sustainability, with consideration to cultural diversity. |
|
|
|
|
|
The primary focus of this course will be to cover the theories, philosophies, and concepts of leadership through the examination of the intersections between management and leadership, organizational culture, and sustainability. The work of sustainability thinkers such as Senge, Schmidheiny, and Hawkins will be used to explore changing organizational culture as a result of the need to create sustainable systems, and how these changes have influenced leadership styles and learning. Systems theory permeates sustainability practices, and scholars ranging from Capra to Westing will be read to focus on shifts from compartmentalized models of problem solving to integrated, holistic forms of decision making as components of sustainability thinking. The overall goal will be to provide students with an understanding of the many factors that affect organizational performance, including their personal leadership style. Students will also develop the ability to apply this knowledge for the purpose of improving sustainability performance.
|
|
Learning Competencies:
|
|
Demonstrate an understanding of leadership as a key component of the organizational change for sustainability.
|
|
Develop awareness of different leadership styles and organizational change management. |
|
Learn to evaluate sustainability competences for leadership development and sound management practices. |
|
Demonstrate an understanding of current best leadership practices in sustainability in all three sectors. |
|
Describe a range of leadership models and their application from both a systems perspective and the individual’s personal leadership style. |
|
Apply systems thinking to organizational contexts to identify important factors that affect organizational
performance. |
|
Acquire and apply critical tools for group process and communication in order to further leadership in change management around sustainability. |
|
Display the application of leadership principles to sustainability problems and systems. |
|
|
|
|
|
The primary focus of this course will be to develop an understanding of the field of Social Entrepreneurship and Innovation, which is rapidly garnering attention around the world from policy makers, organizations and others. As the traditional lines blur between nonprofit enterprises, government, and business, it is critical that students understand the opportunities and challenges in this new landscape.
The course provides students with an orientation in this developing sector as well as knowledge and skills to lead organizational development in practice.
|
|
Learning Competencies:
|
|
Develop understanding of social entrepreneurship and its manifestations in organizational culture.
|
|
Demonstrate awareness of best practices in social innovation and change mechanisms in organizations. |
|
Facilitate transformative thinking and sustainable decision making. |
|
Define one's own sense of entrepreneurship, culture, beliefs, and values and the impact these factors have upon
leadership practices and sustainable interactions. |
|
|
|
|
|
The primary focus of this course will be to introduce students to several ecological frameworks used by sustainability practitioners,
including The Natural Step (TNS), Ecological Footprint, Cradle to Cradle, Natural Capitalism, Industrial Ecology, Biomimicry, and ZERI.
This course will provide practical knowledge to implementing sustainable principles in organizations. Learning Competencies:
" Build skills in applying ecological frameworks for sustainability in an organizational context.
" Demonstrate an understanding of how to recognize and think about ecological frameworks and implementation of sustainability ideas.
|
|
Develop an understanding of how ecological frameworks affect the strategic environment of organizations.
|
|
Develop expertise of working with ecological frameworks for organizations.
|
|
|
|
|
• Assessments and Tools for OD Practitioners
|
|
|
|
Today's OD practitioners are confronting an ever-increasing demand to demonstrate their effectiveness by quantifying and measuring
the outcomes and impact of their interventions. This requires understanding the basic concepts and application of both qualitative and
quantitative measurement and analysis. This 12-week course offers a review of fundamental principles in developing relevant, practical measurement criteria,
with an emphasis on measuring observable behavior. Tools and techniques for analyzing and reporting both types of data will also be introduced,
including techniques for hypothesis testing and simple regression to chart the specific results of OD interventions.
|
|
|
|
|
|
|
|
|
Organizations that are interested in profiting from the transition to sustainable development often have a longer time-horizon and a broader
set of goals than traditional organizations. Such organizations are dissatisfied with the status quo and want to operate in a socially responsible
manner, now concerned with the triple bottom line (people, profits, planet).
This 12-week course helps leaders plot a path to sustainability within their organizational and business contexts.
|
|
|
|
|
|
|
|
|
• Coaching Certificate Program in Leadership Change Management
|
|
|
|
|
|
|
|
|
|
• Leadership Laboratory
|
|
|
|
|
|
|
|
• Personal Development
|
|
|
|
|
|
|
|
|
|
|
News
|
|
