Podcasts about orsc

Season Hughes: How A Product Cancellation Tests a New Scrum Master's Growth Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. As a new Scrum Master, Season faced a challenging situation when her team learned their product would be canceled. Initially, she made the mistake of telling team members they could skip daily standups if they had higher priorities, leading to unexpected low attendance. During the retrospective, she transformed this challenge into a learning opportunity by helping team members reflect on their personal growth and lessons learned. This experience taught her the importance of maintaining team ceremonies while providing individual support during difficult transitions. In this segment, we talk about ORSC, a systems inspired team and relationship coach training. Self-reflection Question: How would you maintain team engagement and motivation when facing a product cancellation? [The Scrum Master Toolbox Podcast Recommends]

Discover how recognizing and accommodating different collaboration styles can transform your Agile team dynamics. Join Brian Milner and Jessica Guistolise as they delve into the key to effective and inclusive collaboration. Overview In this episode of the Agile Mentors Podcast, Brian interviews Jessica Guistolise about the diverse collaboration styles that impact team dynamics. They explore the importance of recognizing and accommodating different collaboration styles—relational, expressive, and introspective—to create effective and inclusive collaborative environments. Jessica provides practical tips for Scrum Masters and facilitators to cater to these styles during meetings and retrospectives. The discussion emphasizes the value of diversity in collaboration styles, which brings different perspectives and ideas to the table, fostering creativity and innovation. References and resources mentioned in the show: Jessica Guistolise Lucid The Collaboration Style Quiz & Report The Global Scrum Gathering Advanced Certified ScrumMaster® Certified ScrumMaster® Training and Scrum Certification Advanced Certified Scrum Product Owner® Certified Scrum Product Owner® Training Join the Agile Mentors Community Mountain Goat Software Certified Scrum and Agile Training Schedule Subscribe to the Agile Mentors Podcast Want to get involved? This show is designed for you, and we’d love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an Agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is SVP of coaching and training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Jessica Guistolise is an Agile Evangelist and coach at Lucid who excels in helping organizations deliver continuous value to their customers. With a passion for people over process, she specializes in change adoption, gaining critical buy-in, and establishing trust in Agile methodologies across various industries. Auto-generated Transcript: Brian (00:00) Welcome in Agile Mentors. We are back for another episode of the Agile Mentors podcast. I'm with you as always, Brian Milner. And today I have a special guest with us. have Jessica Gastolis with us. Did I say that correctly? Jessica Guistolise (00:14) You did. Thank you so much. It's a mouthful. I am so happy to be here. Thank you so much for inviting Brian (00:21) Absolutely, incredibly excited to have you here. For those who aren't familiar with Jessica, she is an evangelist at Lucid. So I'm sure we'll hear a little bit about that as we talk. She is an agile coach and she has the credentials to back that up. She has from the Coaches Training Institute, a professional coach certification and also she's an ORSC coach, if you are familiar with that. I'm familiar with that. I know there's a lot that goes into getting those. So it's not just, you know, filling out a, sending in some box stops and, you know, getting it back in the mail. and, so the reason I wanted to have Jessica on is because she was speaking at, or she did speak at the scrum gathering that just took place, back in May. And, she had a couple of talks actually that she did with, Brian Stallings there. but one of them really caught my And I thought it would be interesting here to the audience. And that's about collaboration styles. So let's dive into that topic. When we talk about collaboration styles, Jessica, don't we all collaborate the same? Jessica Guistolise (01:33) You know, it's funny, we don't actually. Though, although there is a kind of a misconception that we do because we collaborate in the way that we collaborate, but not everybody collaborates in the same way. And so for us to create really amazing collaborative environments, it's helpful to have an awareness of those different styles. And if we facilitate in such a way that cares to each one of those styles, you're gonna get so much more in the room than you would if you only stick with, well, here's how I collaborate. So obviously this is the way to do it. Brian (02:09) Right. Yeah, I think this is such an important topic because I know one of the questions I'll get a lot in classes or just even in Q &A sessions when we talk about retrospectives is, I'm having a hard time facilitating my retrospective and my team doesn't want to talk or my team's quiet and shy. And to me, this is all kind of indicative of this concept of you're probably not recognizing that they have different collaboration styles than you do. Jessica Guistolise (02:41) Yeah, absolutely. And it's so amazing because I think as Scrum Masters, as Agile Coaches, this is a really important piece to recognize because as the facilitator, you're really building the container. think of these events as like the containers and the folks who are doing the work, they're all the content. But if you build a container that's going to allow for that content to emerge in a healthy way, you just, I mean, Anything's possible. Brian (03:10) Right, right. And you know, one of the things I love to say in classes is just that, you know, that facilitation, that's the root goes back to this phrase, it means to make easy. And you know, that's our job is to make whatever that thing is easy. And if we are, if we're not aware of our own personal preference and style and how we collaborate, then it's harder for us to even be empathetic or recognize that other people have different styles and much less how to accommodate them and be inclusive of them in those environments. So I just think it's a really important Jessica Guistolise (03:51) Well, and the interesting thing too, besides easy, there's also an element of safety. Because if you're asking me to collaborate in a way that makes me really uncomfortable, then I'm spending all of that time in my discomfort and trying to put forth ideas. Those two things are so, they clash. And so there's also an element of just creating an environment of not just easy because this is the way that I collaborate, but I feel safe in collaborating in a that make sense to me. In fact, there's some, there are a couple of styles that are almost opposites. So if you're asking me to collaborate in that way, ooh, I am not sharing anything with you. Brian (04:31) Right, right, you have that amygdala hijack going on. You're kind of, you're in that fight or flight mode of just, my gosh, I'm panicked. I don't want to do this. I feel highly uncomfortable. you know, it's, can, you know, literally it's blocking those neural pathways of actually being able to collaborate and access, you know, the parts of your brain that would allow you to, to contribute in that kind of environment. Jessica Guistolise (04:59) Yeah, it's fascinating actually, right before the study that was done came out, I was in a collaboration with a group of people who were collaborating in a way that was wildly uncomfortable. And I came out of that meeting feeling dumb. Like I really was like, wow, I didn't, I just gave nothing. But then, you know, a little while later I was like, well, but I have this idea and this idea and this, wait a minute. I was just stuck because this isn't a way that's very comfortable for me. Brian (05:28) Yeah. Well, you know, I know you probably know this, but for anyone else listening out there as well, I have definitely felt that way as well in sessions that were kind of contrary to, you know, opposite of what I prefer. And, you know, the way I always describe it is I don't, I'm not a person who thinks out loud. I think internally, I think quietly and then express it later. I need time to process and work through things. But I recognize there are others who are verbal processors who need to speak out loud and and You know if you're in a meeting with a bunch of those Types of people who have that collaboration style and and yours is a quiet one Then you know I've walked out of those rooms before feeling like gosh I'm the dumb one in this meeting because I didn't have anything to contribute Jessica Guistolise (06:12) Yeah, I didn't provide any value in that, but there is, there's so important to recognize that. And I think there's, there's, there are ways to create these containers and to create these collaboration sales that really help to make it so that everyone can feel comfortable collaborating in the way that is going to be comfortable for them. And it just, it's, you know, it's the facilitator work of being prepared. Brian (06:16) Right, right. Jessica Guistolise (06:38) preparing for the meeting or the event, creating the container in a way that's going to be safe, comfortable, and easy for everyone. Brian (06:45) Yeah, absolutely. All right, well, let's get to the meat of that then, because I know there are a few, you kind of delineated these in the presentation that you had. So walk us through, what are the differences in these different kinds of collaboration styles? Jessica Guistolise (06:59) Yeah, so the study was done, Lucid did a really interesting study. I was so excited by this. And what they found was over half of knowledge workers identify with one of three collaboration styles. And the other part of that is you may not land fully in one of the three and you may have kind of a blend of them, but these are the ones that we see most often. And one of the things that I always like to point out too is that none of these are Like it's just the way that you feel comfortable. They're all really helpful and healthy and really great ways of coming together. So I'll start with the one that I most identify with because it makes the most sense to me. That's we normally create collaboration is we see how do I collaborate and I'll collaborate with you. So the first is relational. And so relational collaborators really want that human connection. Like they want to be, they want to spend some time. How was your weekend? Or just if it's a brand new person, let's get to know each other a little bit before we dive into trying to solve problems. there's it's, it's almost like, for me, I just feel like I need to be in relation with, in relationship with someone before I'm comfortable collaborating. It's like, the metaphor I like to use is, is like baking bread. If I'm in relationship with you, I'm gonna bring you ingredients and recipes and stuff that I'm playing with and trying to figure out. But if I'm not in relationship with you, I will have that entire thing baked and then bring it out and see if you like it. But that's not collaboration, right? That's me by myself and how much better is the bread gonna be if somebody says, well, let's try this and let's try this and let's try this. So that's a relational Brian (08:49) So that sounds like that one in particular needs just a tremendous amount of trust to be effective. Jessica Guistolise (08:55) It does. really does. And I actually, I'll tell you a story about this because, so I, I was working with, an individual who had an interesting problem to solve another agile coach. and he'd come up to me and he was like, I have this interesting problem. Do you have anything in your coaching toolbox or knapsack that you can pull out for me really quickly? And I was like, Hmm, you know what? actually don't. but let me think about And so I went, was doing some other things and sort of in the back of my brain. And then I had just an absolutely ridiculous idea. I mean, it was like, I, I felt silly even thinking it, let alone saying it out loud, but I was in really great relationship with this other individual. So I ran across the hall and I said, okay, I have a really dumb idea. And he goes, okay, let's hear it. And I told him, and he goes, wow, that's really dumb. Let's play with it. And so we played with it and got it into something and he took it back to the team and it worked spectacularly. And I think he's still using it today as an exercise that'll help with the team's collaboration. but if I hadn't been in relationship with him, I would have had that dumb idea and then I would have let it go. Brian (10:10) Right, right, because you know, you don't want to get made fun of or you don't want to be made to feel dumb or anything. So yeah, absolutely. You got to have that trust and sense of safety with them to be able to bring it up. That's a great Jessica Guistolise (10:23) Yeah. The second one is one that I wish I had more of and I just don't. So some people identify as expressives. If you're an expressive collaborator, you are ready to dive in at any moment. Like somebody can throw out a topic and you've got, you're the first voice in the room. You love using visuals and drawing out your ideas and throwing up sticky notes and emojis. You're one of those people that's I'm ready to, I'm just ready to share. I really wish I had more of that. Sometimes I think of them as blerters. Like they're just willing to blurt it out. Whatever is there on top of mind and a brainstorm. And I just, think that's so admirable and it's just not a skill that I have. Brian (11:09) So less of that filter then. mean, it sounds like they don't necessarily need to have that basis of trust. They're just sort of always willing to say what's on the top of their mind and get it out in the open. Jessica Guistolise (11:22) Yeah, yeah, I think it's a great way of expressing themselves. And they also have maybe a harder time spending that time getting into relationship and all of that ooey gooey stuff. And they're like, let's get to the work, you know. But if we have an awareness that I as an expressive am working with a relational collaborator, some of the work is getting into relationship. So now I feel more comfortable spending that time because I know that the work we're going to do after that is going to be greatly Brian (11:57) And correct me here if I'm wrong, because I'm just trying to make sure that we're understanding all speaking the same terminology here, but it sounds like the way you describe this, that expressives are not necessarily verbal expressives. Like you mentioned, someone who's more sketch note based or anything like that. So they may not feel comfortable speaking, but they're very comfortable with the concept of getting an idea out of their head quickly in one way, or Jessica Guistolise (12:26) Yes, exactly. It could be in visual form. think of like people who always have memes or GIFs at their fingertips. Like they're just ready to go and send out these their ideas into the world and not hold on to them tightly. know, they hold them on, hold on to them, Lucy, please, because they're coming out in the world. Brian (12:44) Hold on loosely, but don't let go. Awesome, I love that. Okay, and then was there another one? Jessica Guistolise (12:52) There is. So the last one is introspective. So an introspective collaborator, I dip my toe in introspective collaboration as well. Deep work is really, you love deep work. Spending time really processing, thinking through, chewing on an idea, tossing, playing with it a little bit yourself before beginning to share. It's the opportunity to do some research, do some brain writing, spend some time in ideation. And you might even feel comfortable having a conversation with one person rather than if you have a giant group of people sending them into breakouts to have individual conversations. sending out thoughts about what's going to happen before the meeting or the event so that they've got that time to themselves to say, here's what I'm thinking about this topic. before throwing them into a room with a whole bunch of people and expect them to just go. Brian (13:57) Right, right. Yeah, no, I mean, of these three, yeah, that one sounds very close to what I would identify with for sure. And yeah, I mean, I think one of the characteristics I would kind of try to relay that home to everybody is I love when a collaboration session spills over across days because I love having the ability to go home and sleep on it Jessica Guistolise (14:18) Yes. Brian (14:24) you know, when I'm walking my dog or getting ready in the morning and the shower or something that that's when the brilliant idea will strike is when my brain is actually distracted and thinking of something else. That's when I can really think about things. And I, I feel like I need that time to sort of let it percolate and kind of, you know, seep in a little bit before I can come back and really contribute. Jessica Guistolise (14:46) Totally. One of the things that I really appreciate that we do at Lucid. So that meeting that I was talking about where I walked out and I went, I provided zero value in that meeting. We've got an open board for that for after. And there's an expectation that if you have ideas afterwards that you have the opportunity to come back to it the next day or the day after that. It's not, okay, we collaborated, close this. That's it, we're done. but you actually get the chance to do some of that asynchronous follow on day, day after kind of collaboration. Brian (15:20) Love that. Well, and two, Scrum Masters out there, hear that, listen to that, right? Think about that from that kind of a meeting. This is just a normal meeting, right? But we sometimes can get so structured into the idea of a retrospective being only at this time and this confines, and we have our time boxes and everything else. But yeah, if we can have some spillover time as well, pre or post, right? Just having that ability Jessica Guistolise (15:30) Hm. Brian (15:49) let people think through and contribute after the fact, that can really deliver some great results and allow you to include all these different collaboration styles. So then relational, expressive, introspective, these are kind of the three styles that you guys highlighted in your talk. All right. So let's say I'm a Scrum Master and I might identify with one of these. How does that help me? How does that help me to do my work with my Jessica Guistolise (16:23) Yeah, fantastic. So Brian, you immediately recognize your own sort of tendencies or collaborative tendencies, collaboration styles. But if you think about those you work with, do think you could kind of identify what different styles other people you work with on a regular basis might have? Brian (16:43) Yeah, I think so. mean, most people who are listening to this know my boss. I would, it's kind of funny. If I was going to try to pin Mike Cohn down in one of these three. Gosh, you know what's funny is I'm not sure because he sort of has a blend of all three. Jessica Guistolise (17:08) Well, that's absolutely like I mentioned, I'm sort of I'm a relational with an introspective kind of toe in introspection. And so I think there's a lot of people who are a little bit of a mix. And so the easiest thing to way to find out is to ask, share what these styles are, and ask what find out what's going on with your team, if they were to self identify, because it's easier to self identify, obviously, And then now you've got a great understanding of what's going on with the rest of your group. It was so fascinating to me when we did the conference talk, we had everybody self -identify and then collect in your self -identified group. So all of the expressives were together, all of the relationals were together and all of the introspectives were together. And then we had them do some work together and they were describing what helps them. to collaborate best. And the expressives were loud and they were right away writing all over the sheets of paper that we had for them. were, you I mean, it was like, it was a boisterous part of the room. The relationals immediately, hi, I don't think we've met yet. Let's get to know one another very quickly. You know, what do you love about your collaboration style? I mean, they really spent that time getting to know one another. And they were kind of coming to consensus before, Brian (18:23) Hahaha Jessica Guistolise (18:35) before writing anything on their page, because they were making sure that everyone was relating and getting their voice in. The introspectives, quiet, quiet, quiet part of the room, and they all had sticky notes and they were writing their ideas and then they were putting the ideas next to each other that might be similar, and then they started having conversations. So as a scrum master, as a facilitator, to know what your team's style is, is again, going to help you create the experience of inviting each one of those styles to collaborate in ways that best work for them. I mentioned introspectives, send out the agenda beforehand, make sure that they know the topics, have some silent brain writing time, because expressives are going to start putting their stickies out anyway, but allow that quiet moment to be there to accommodate those styles. You may put them into breakout rooms or have them meet with one other person. Especially if you've got like a larger collaborative of that, where you've got a bunch of people together, one -on -one first, then maybe four -on -one, know, one, two, four -all kinds of experiences are going to help those introspectives be able to bring their voice forward. You'll also have a moment of connection. Nobody likes icebreakers, so I think of them more as like relationship activities. If we're going to have a relationship activity, that feels way better than an icebreaker. Brian (19:52) Ha Jessica Guistolise (20:00) And spending time really allowing for, how are we feeling today? Let's bring some awareness to what's going on collectively as a group. All of that is helpful because then your relations, they've gotten their relationship moment. They feel connected to the people that they're working with, which means they're going to feel connected to the work that they're doing. So that connection before content allows the contact to be significantly improved. and expressives, give them the space to do it. mean, really allow them to be that voice in the room that jumps in and gets everyone excited. They bring people along. So building your events in ways that allow people to bring, be their best collaborative self is so helpful. The other thing that I think is really helpful trying to make sure you've got diversity of collaboration styles on your team. I'm a huge proponent of DEI and diversity and bringing together wildly different perspectives and ideas. And I just think that all of these interesting and complicated human problems that we're trying to solve need interesting, complicated humans and interesting, complicated teams. Brian (21:20) Hahaha Jessica Guistolise (21:22) And if you've only got introspectives on your team, there's going to be these relation, relationship type thoughts that are going to be missed and same with expressives. And so I think as you're building out a team, or if you have a team, just thinking about like, Ooh, do we have a diversity of collaboration on our team? And am I making sure that each one of those styles are cared Brian (21:44) Yeah. Yeah. I mean, like we, I know we talked about this quite a bit on our podcast. know, there are different neuro types, people think in different ways, people have different preferences and you're absolutely right. You know, what, what we need is people who see things from different angles. you know, if we all see things from the same perspective, then we're, don't have anything really to share. We all can just observe one thing and give our own perspective on it. But how much better is it if you have someone who's standing on the opposite side and says, wait a minute. There's actually another dimension to this that you guys aren't really able to see and bringing that to the table can make all the difference in the Jessica Guistolise (22:20) complete difference. And isn't it more fun? Everybody thought the same things that I did. Boy, the whole, it would just be boring. And it's a delight to see the ways in which other people see things and to go wander over and see their perspective. like you said, it brings more dimension to the things that we're working on. Brian (22:45) Yeah, and at the end of the day, we need some of that conflict. It's not all conflict is bad conflict, If I have a different viewpoint than you, then you're challenging my way of thinking and I'm challenging yours. And hopefully we end up at an endpoint that is a better endpoint because it's been challenged, because we haven't just accepted as rote what somebody thought. Jessica Guistolise (23:14) Absolutely. I'm totally agree. I think healthy conflict, healthy conflict and collaboration is, is helpful. I collab. I should have said in that moment, I don't collaborate like this. Can we get to know one another? And I probably would have met some folks in the organization that I, because it was, it was not people that I spend a lot of time with on a regular basis, I would have met people across the organization that I would have. Brian (23:28) Right. Jessica Guistolise (23:43) would have liked a number. Brian (23:45) Well, and I think it's amazing how powerful it is to have a name for something and be able to just kind of say, hey, this is what this means and this is what this is behind this. And if I know I am relational, then I know kind of what I need to be successful. I know what's gonna set me off. I know what's gonna be difficult for me. And I have a much higher likelihood of being productive in that kind of environment because I'm aware of those sorts of things. I think I know the way that you guys started was to try to get people to understand a little bit about where they were first before thinking about others. And I think that that was a genius way to approach that because I think you're right. You kind of know where you are on the map a little So yeah, we've talked about this a little bit when I kind of did my research and work on neurodiversity and different neuro types and stuff and how these different things relate. yeah, it's just like we were saying, right? You need different perspectives. You need different kind of approaches to problems if you're going to solve them and think in different ways when you approach issues. All right. If we understand there's relational, there's expressive, there's introspective, we kind of can pin where we are. We're starting to see where others are. How do I put this into practice? If I'm designing a retrospective, let's just say, and I know my team is made up of, I got five people, I got, you know, of three introspectives and two relationals on my team and no expressives. How's that gonna change how I prepare my Jessica Guistolise (25:36) yeah. Well, probably don't just have them start talking about it. I mean, so, you know, as you're thinking through the as you're thinking through the five stages of a retrospective, what you might do is like, okay, so if I'm going to open the retrospective, how might I open the retrospective in a way that's going to cater to my relational? That's an easy one to grab on to, right? Let's let's talk about Brian (25:41) No open discussion, Jessica Guistolise (26:04) What's something interesting that's in your wallet or your purse or just something that's gonna help the group begin to be in relationship with one another? You'll wanna have some quiet time. Allow them to spend some time on their own thinking about what happened over the course of the last week before you even start throwing things up. You might have just a five minute, close your eyes walk yourself through the last sprint and think about what were the big things that happened before even going into the writing. There's some really nice introspective time to chew on what happened, what's going on. You may put them, like I said, in small groups of two or three instead of having them come together to try to come up with experiments as a whole wide group right off the bat. So when When you figure out, here's the things that we want, here's the topics, here's what the data is telling us, and here's what we want to run an experiment on. Again, allow for that time to go back and really chew on. So we have this thing that we want to work on in the next iteration. So I'm going to spend some time thinking about maybe 10 different ways that we might experiment on that instead of having the whole group have that conversation right off the bat. So there's a whole bunch of different things you could do. to kind of unlock the collaboration in all of your team members. Brian (27:37) Yeah. Yeah. We were talking a little bit before our podcast about how we're music nuts and, you know, really get into that world. you know, the ideas crossed my mind. It's sort of like, you know, when you think about composing music or you think about a piece of music, right? If everything wasn't a major key, that would get boring. You know, we like to have minor keys on occasion or sometimes augments. augmented keys or different time signatures and different rhythms and things that kind of come to play in a piece of music. And sometimes we'll even shift those in the course of a single song. So if you think about a retrospective kind of in that or a facilitation session even larger than a retrospective, but just any facilitation session, right? You don't want it to get boring. You don't want to just cater to one thing. You want to be able to have some variety and that makes it interesting that keeps people's attention. Jessica Guistolise (28:32) Please. It does. mean, think about just even how you might shift things up in a daily scrum. Every day come to it, okay, so today we're gonna do an expressive scrum. Warn your introspectives that that's coming. Today we're gonna do a relational scrum, daily scrum. Think about how you might add these elements into your planning session, because that's a deeply collaborative session, and you wanna make sure that there's space for each one of your collaborative. collaboration style team members to have the ability to you I think everybody would be surprised how much more information comes when we feel comfortable collaborating in these different styles and There's edges in each of us right so helping to kind of Walk those edges I've I have been working really hard on trying to be more expressive I asked expressives. How do you do that? And really a lot of it is I don't hold my expresses, the things that I express tightly. They're just ideas and I'm willing to just throw them out. And so for me, that's an edge for me that I can walk up to. And so you can help your team members because they're not always gonna be on a team that has an understanding all of these styles exist. Although as a team member, I might say, hey, let's all talk about our collaboration styles real quick as a part of our working agreement. But you may find yourself on a team that doesn't have that same understanding of the collaboration styles. And so if you work on kind of moving that edge further and further, you're stepping into it a bit, then you're going to be more comfortable collaborating in multitudes of environments. And ladies and gentlemen, and all of those in between, We want to hear your voice. so doing the self work in some of that I think is also really important. Brian (30:37) Absolutely, yeah, I couldn't agree more. Well, I can't thank you enough, Jessica. Thank you for taking time out and coming in and explaining this to us. It's just, one of the joys of getting to do this kind of thing that I get to have these kinds of conversations with the Agile community and different members of our community. So thank you for making time and sharing your wisdom on this with everyone. Jessica Guistolise (31:00) Yeah, thanks, Brian. This has been an absolutely delightful conversation. And if people want more information on the collaboration styles, there is a report out there. And with the report, there is also a quiz you could take that says, wait a minute, what is my collaboration style? And you could have your whole team take the collaboration style quiz. And then you'd really have an understanding of where is everybody at? And how can we make sure that their voice is in the system? Brian (31:22) That's an awesome suggestion. We'll definitely put that in our show notes, too. So we'll make sure everyone can just find that in our show notes and not have to hunt for it or anything. But that's an awesome suggestion. Well, again, thanks, Jessica. I appreciate you coming on and speaking with us. Jessica Guistolise (31:39) Yeah, thank you so much for having me. It's been a delight.

In this 4-part bonus series on ORSC and parenting, Katie Churchman explores parenting through the lens of ORSC with CRR Global Co-founder Faith Fuller and senior faculty member Sandra Cain. Across this 4-part bonus series, Sandra takes the role of host, allowing Katie to embrace being a guest on the show as a new mum to twin girls. These 4 episodes were recorded across a 6-month period, so different life experiences, challenges, and changes have informed the evolution of this conversation. Part 1 provides an overview of the topic, and parts 2, 3, and 4 explore ORSC and parenting through the different relationship dimensions: Relationship Intelligence, Relationship Geography, and Relationship Path. Part 1 provides a flyover of some of the ways ORSC can help us to understand parenting. Looking through the lens of ORSC, what can we learn about parenting, and what can it teach us about ourselves at a personal, relational, and societal level?Sandra Cain coaches individuals, pairs, and teams around the world. Her background includes 15 years of experience at American Express with various leadership and personal development roles. In addition to leading the CRR Global Core Curriculum, she is also Associate Director of the Certification Program and on faculty for The Coaches Training Institute. Her stand for this work is that since we're already in relationships, we might as well be conscious and intentional about who we are, what we do, and how we live.Faith Fuller is co-founder and President of CRR Global. She is a psychologist and experienced trainer and coach with over 20 years of experience in working with organizations, couples, and communities. Faith takes a systems approach to coaching, namely that all aspects of the system need to be addressed for effective change to occur. Her particular skill empowers powerful, productive, and joyous relationships in couples, partnerships, and teams. She also has a background in consultation, team building, conflict resolution, and community crisis intervention.Katie Churchman hosts the Relationship Matters podcast and a Front of the Room faculty member at CRR Global. As an ICF Professional Certified Coach (PCC), certified in Organisational & Relationship Systems Coaching (ORSCC) & the ICF's Advanced Certification in Team Coaching (ACTC), Katie helps leaders, teams & organizations find clarity & direction so that they can take ownership of goals and achieve results. Her coaching sessions are designed to deliver maximum impact and measurable growth specific to business objectives, professional aspirations & personal goals. Katie is passionate about bringing great communication skills & leadership development to organizations worldwide to build positive cultures & create tangible, sustainable change. Katie specializes in coaching individuals & teams across various areas, including Leadership Development, Change Mindset, Personal Impact, Presentation Skills, Effective Communication, and Storytelling. She is goal-orientated and energetic & enjoys working with a fun, focused approach.For over 20 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a time.We believe Relationship Matters, from humanity to nature, to the larger whole.

In this episode, Katie talks with CRR Global faculty members Rebecca Hou and Jie Zhou about harmony and conflict. Across the conversation, they discuss:The relationship between harmony and conflictWhy we need to embrace both as systems coachesThe challenges that can arise if we are biased towards one or the otherThe importance of holding the voice of harmony and the voice of conflict as coaches Rebecca Hou is an ICF Master Certified Coach, Executive/Leadership Coach and Training Consultant. She is also a faculty member and Front of the Room Leader at CTI and CRR Global. She leads professional coaching certification programs: including Co-Active Coaching, ORSC, Neuroscience Consciousness & Transformational Coaching. She is also a mentor coach, supervisor, and examiner for certification coach students. Her major focus areas are one-to-one leadership coaching, team coaching and the design and delivery of training workshops. Jie Zhou is a leadership trainer and team coach, and CRR Global faculty. After working for 20+ years in government, start-up, and multinational corporations, she realized the value of unleashing individual and team leadership potential. Encouraged by her hands-on coaching and training experiences for her team, she made a career change from Strategy, Market & Technology Head to a freelance coach and trainer. She has a bachelor's degree of finance from Fudan University and an MBA from Darden Business School at the University of Virginia, USA.For over 20 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a timeWe believe Relationship Matters, from humanity to nature, to the larger whole.

The author of Extraordinarily Badass Agile Coaching: The Journey from Beginner to Mastery and Beyond joins me on this week's episode of the Xagility podcast to discuss: How Bob got into Agile Coaching What does Bob mean by “Badass”? Serving your clients The new stances on the wheel of competency Different types of leadership The coaching act Meta skills Taking coaching too seriously The post-arc reflection Striving for effectiveness Systemic coaching ORSC coaching Internal vs external coaching You don't have to be strong across all competencies in the wheel of competency The future of agile coaching About Bob: Agile leader, coach, author, speaker, and community builder. For ~20 years, Bob has been focused on leveraging agile methods as the best way to deliver software value. While not being a silver bullet, they simply work better than anything he has tried. Specialties: Bob has unique agile coaching skills & experience in the following areas: agile leadership & culture development, scaling the agile enterprise, distributed agile, and agile testing & DevOps in larger-scale contexts.Bob is a Certified Enterprise Coach (CEC) providing agile team coaching & training with a focus on Scrum+XP, Lean and Kanban practices. Join his mailing list there as well for a monthly newsletter and free "agile stuff" - http://eepurl.com/IAxTD Connect with Bob on LinkedIn: https://www.linkedin.com/in/bobgalen/https://www.linkedin.com/in/bobgalen/ Bob's websites: https://rgalen.com/ https://www.agile-moose.com/the-moose-as-coach Enjoyed this episode? Let's connect: ⁠⁠https://www.linkedin.com/in/johncolemanagilitychef/ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://linktr.ee/johncolemanxagility ⁠⁠⁠⁠⁠⁠⁠⁠- social and podcast links  ⁠⁠⁠⁠⁠⁠⁠⁠https://linkpop.com/orderlydisruption⁠⁠⁠⁠⁠⁠ ⁠⁠- order training from right here If you are interested in helping your team or organization achieve greater agility and want to explore agile training options, visit our training page on ⁠⁠⁠⁠⁠⁠⁠⁠https://x-agility.com/executive-agility-leadership-training/⁠⁠⁠⁠⁠⁠⁠⁠. If you value coaching and would like to work with a deeply experienced agile and executive coaching specialist, visit our coaching page on ⁠⁠⁠⁠⁠⁠⁠⁠https://x-agility.com/executive-agility-coaching/⁠⁠⁠⁠⁠⁠⁠⁠ If you are looking for an agile consultant that can help your leadership team identify an appropriate roadmap to organizational agility and take the most effective course of action in your agile transformation, visit our consulting page on ⁠⁠⁠⁠⁠⁠⁠⁠https://x-agility.com/executive-agility-consulting/⁠ #scrum #executiveagility #agile --- Send in a voice message: https://podcasters.spotify.com/pod/show/xagility/message

In this episode, Katie welcomes back Faith Fuller, co-founder of CRR Global & Judy van Zon, a senior faculty member at CRR Global, to talk about ORSC and spiritual intelligence. Across this conversation, they discuss: Why ORSC and spirituality?What is spiritual intelligence?How can spiritual intelligence help us as coaches?What are some ways we can access or harness our own spiritual intelligence? And that of our clients?Some of the benefits of spiritual practice- personally and professionally Faith Fuller is a co-founder of CRR Global. She is a psychologist and experienced trainer and coach, with over 20 years of experience in working with organizations, couples and communities. Faith takes a systems approach to coaching, namely that all aspects of the system need to be addressed in order for effective change to occur. Her particular skill is empowering powerful, productive and joyous relationships in couples, partnerships and teams. She also has a background in consultation, team building, conflict resolution and community crisis intervention.Judy van Zon has lived and worked in several countries and speaks the language of people who are crossing a border, physically as well as emotionally. In short, she works with people who are going through personal or professional change. One of the things that sets her apart is her inclusion of spirituality to help her clients better connect to their own inner wisdom and power. In her team coaching, Judy believes that working with the ORSC model is a very powerful way to build bridges in relationships. It goes far beyond familiar skills like empathy and active listening. It offers a whole new way of looking at people and how we live and work together. Her focus is on working with corporate leaders and teams. Training others in this allows her to spread this energy throughout the world. For the last 25 years, she has lived and worked in six countries on three continents, the last 3.5 years in India and the region around. She is now back in the Netherlands and, as well as being a senior faculty member, was the former Director of Certification at CRR Global. Judy speaks Dutch, English, German, Spanish, and French. For over 20 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a timeWe believe Relationship Matters, from humanity to nature, to the larger whole.

Bio Marsha is the founder and CEO of TeamCatapult, a respected and sought-after leadership   development firm that equips leaders, at all levels, to facilitate and lead sustainable behavioural change.  She partners with leaders and leadership teams to clarify their desired change, develop communicative competence and think together - accessing their collective intelligence to bring about change. TeamCatapult is a partner to mid-size start-ups and global fortune 500 companies across sectors like entertainment, game development, banking, insurance, healthcare, communications, government, information technology, consumer goods, and retail. Clients have included Microsoft, Riot Games, Epic Games, Capital One, Blizzard Entertainment, Starbucks, Liberty Mutual, Fidelity, and Chef. Marsha Acker is an executive & leadership team coach, author, speaker, facilitator, and the host of Defining Moments of Leadership Podcast. Marsha's unparalleled at helping leaders identify and break through stuck patterns of communication  that  get  in  their  way  of  high  performance.  She is known internationally as a facilitator of meaningful conversations, a host of dialogue and a passionate agilist. She is the author of Build Your Model for Leading Change: A guided workbook to catalyse clarity and confidence in leading yourself and others. Interview Highlights 02:30 Background and beginnings 03:35 Reaching a cap 08:50 Working with difference 10:45 Process-centred focus vs people-centred focus 15:50 Behavioural-led change 17:25 Having effective conversations Social Media LinkedIn: Marsha on LinkedIn Website:  www.teamcatapult.com Twitter: Marsha on Twitter  Books & Resources Making Behavioral Change Happen - Team Catapult Changing Behavior in High Stakes - Team Catapult Episode Transcript Intro: Hello and welcome to the Agile Innovation Leaders podcast. I'm Ula Ojiaku. On this podcast I speak with world-class leaders and doers about themselves and a variety of topics spanning Agile, Lean Innovation, Business, Leadership and much more – with actionable takeaways for you the listener. Ula Ojiaku Hi everyone. My guest for this episode is Marsha Acker. Marsha is the Founder and CEO of TeamCatapult, and she is a respected and sought after leadership development expert, and her firm works to equip leaders at all levels to facilitate and lead sustainable behavioural change. This episode is the first of a two part series, because there were just a lot of nuggets to get from Marsha and in part one, we talked about Marsha's background and beginning, how she got to a cap and she knew that she needed to break through a certain ceiling to get to more, to achieve her potential. She also talked about process-centred versus people-centred transformation and the differences and where each one might be considered. Of course, there is a bias for, and I am biased as well towards the people-centred focus, but there is a place for process and how you might go about implementing a behavioural led change. Without further ado, Part One of my conversation with Marsha Acker. I hope you find this as insightful as I did. I have with me the very one and only Marsha Acker, who is the founder of TeamCatapult and a coach, facilitator, much, much known in the Agile coaching discipline and beyond. Marsha, it is a big pleasure and an honour to have you on the Agile Innovation Leaders Podcast. Thank you. Marsha Acker Thanks a lot. I'm super excited to be here with you today, so thanks for inviting me. Ula Ojiaku Awesome. So, Marsha, could you tell us a bit about yourself? Marsha Acker Yeah, well, I often say my first career was, you know, two degrees in software engineering and I spent some time working with developers, sort of bridging the gap between end users and developers. And so that was my first start, it's actually where I learned about facilitation, was trying to bring whole groups of users together to align on what they wanted in terms of requirements. So it was back before we talked about Agile, it was back before any of those methods and processes had made their way. But that's really where I got my start in facilitation. And then, yes, towards what I call my own retooling around my career, was when I, I actually went to look for professional coaching as a way to up my leadership. I didn't have a desire originally to become a coach. I wanted to do and learn coaching because I wanted to up my leadership, I just, I had reached a point where I was really challenged in my own leadership and so the very short version of that much longer circuitous path was, I found that I did go through coactive coaching. So I started in that space. CTI (Coach Training Institute) had a huge impact on me personally, it's responsible for many life decisions that I made coming out of that program. But that was where I got my certification in professional coaching with individuals, and then I went on to do ORSC from CRR Global, and then I went on to do structural dynamics and that's where I met the work of David Kantor, where I met David Kantor. And we can talk more about that, but that's certainly changed my whole view of how we enter interpersonal relationships, how we have conversations with one another, it gave me a lens for sort of looking at even some of the previous coach training that I did. So yes, I have, I often say I sort of have two backgrounds that I think the tech side helps me just stay connected to a, you know, I have a soft spot in my heart for techies and people who have a lot of technical and scientific knowledge. And then I often say I learned a lot about process improvement and automation and making things effective and efficient, but I think one of the things that I really lacked in the first part of my career was the human skills, like how to work with other human beings. And I would say the second half of my professional career has been, yeah, how to work with others. It's a big thing. Ula Ojiaku Thanks for sharing that, Marsha. Something you said about the second part of your career has been focused on working with humans. Well, I have a technical background in Electronic Engineering, Bachelor's degree, a Master's in Computer Science. And at the beginning of my career, it was more of, okay, what could you do? You know, what's your technical understanding? But as you move on, it's really more about how, you know, work well with people and get people to do the best work together. Would you say that's a general trend that you've also observed apart from your own personal experience? Marsha Acker Yeah. I don't know if it's, sometimes I wonder, you know, it's maybe just the lens that I look through or it's the organisations and the kinds of leaders that I somehow attract into my sphere. But I do find myself working a lot with technical leaders and I think one of the things that happens, technical and scientific tracks, you know, we move forward in our careers, we get rewarded for knowledge, for having the answer, for being able to connect and do things quickly. And I think in that career progression, we get really good at knowing the answer, having the answer, you know, we're working with things that we feel like are discreet, you know, we can own them in some way, but as we move up, and I think many, you know, I've talked to many a developer, engineer who, you know, sometimes reached that cap, and then the next step is to lead people, to lead others, and to, you know, to be the senior architect, to be the senior engineer, the Vice President or the Director. And you know, it's that famous saying, what got us here won't get us to the next level, and so I think there are those moments, I certainly experienced that, that was one of the reasons I went off to coach training was I just, the metaphor I use often is that I was out over my skis. I knew something was, like I was trying to make something happen or I was trying to get things to happen, and my only model for that was because I said, so, like, please do this, because, I think this is the way. And I just, I really, I started to realise, I felt like I was running on a hamster wheel some days, and I'm like, this isn't working and I feel like I'm missing something. So I often do find myself working with leaders or leadership teams who are, it's not that they're underperforming, it's just that they've reached a cap. The place where all that they know and all that they have, have served them really well, up until this point, and then like what's required to go to that next level or to be effective and efficient in a different kind of way. It's sort of when our focus starts to come off of the very discreet task and it becomes more about how do we create an environment, a space, a container for others to be their best, so it's no longer going to be, you know, me making all the decisions or me moving something forward, it's that we need to work together. And boy that we space is tricky. Yeah, we are going to see things differently and there's going to be conflict and there's going to be difference of opinion. And then, you know, ooh, how do I work with that in a way that's, I just, you know, I think one of the biggest questions that I think we help leadership teams look at is how do we work with difference, and actually welcome it rather than try to minimise it, because I think that's the rub where if we don't have skills to work with it, we tend to minimise it or send it out of the room or suppress it. Like we say, you know, we don't have enough time for that, or, gosh, we've got this deadline. So we've become super deadline driven, and I think sometimes at the expense of having a real conversation with one another. Ula Ojiaku Gosh, I have so many questions. I don't know which one to ask, but I'll just go with the last, based on what you've said, the last few sentences in terms of not having time, you suppress the conflict or the differences or the disagreements, because we're always like on a deadline or we don't have the time for this. So how would you get these leadership teams to step back and say, you know what, we have to deal with this elephant in the room, otherwise it's going to get bigger, fester, if we were to use an analogy of the wound on it, you know, if you just cover it up with a band-aid, it's not going to get better, sometimes you have to treat the wound, get the scab off so that it can heal wholesomely and you move forward. So what's your approach for this, please? Marsha Acker So I can tell you how I would've approached it early in my career, in a version of myself that really led with process. So at that time, I had a model for change that was very focused on ‘know the process', like document the process, define the new process, get people to follow the process. And I definitely, I kind of laugh about it now, but I, you know, it's not wrong, I mean, it worked, but this is very early in my career, early 2000, because I just began to work with agility. I had left one space where I was a part of a small startup and I was heading up all of our programs and we had really started to use extreme programming. So I'm sort of fresh on this, on this thinking of, okay, so there's different ways we can begin to work. And I'd gone into a smaller organisation, it was a consulting firm. We were leading process led change, and we were working with a leadership team who was really charged with a huge internal transformation effort. And at that time, working directly with that leadership team, I would've said we took a very process-centred focus to that, we documented the current process, we helped them. It was  over a year of working with this one leadership team, and then we started to help them craft, okay, so what's your desired change and what would the process under that look like? And as we got towards the end of that transformation, one of the things that I started to notice is that the process-led decisions that the leadership team was being asked to really make some decisions about, had a huge impact on people, both them and the staff and the people that they were managing, they cared greatly about their culture and the people, and they reached a place where they just, to describe it, they just dug in their heels and progress wasn't moving forward. And I remember thinking, we'd been on retreats with them multiple times, and it was in that moment, that was the moment where I learned and had the insight, that there was way more to change than just the process. And what I can tell you now that I couldn't quite articulate back then was that we were missing the people part of this equation. And what was starting to happen is that as the pressure increased and the leadership team was being asked to make decisions that were truly going to impact not only them personally, like where they lived, where their children went to school, you know, family impacts, but that was also going to have an impact across all the folks that they managed. And so they were reaching a place where they just couldn't make that decision kind of collectively. I think one of the biggest mistakes in that particular process was that we were so process led. And what was missing from it was a coaching perspective and a way to help them have the real conversation because the real conversation actually started to go out of the room. And I was certainly playing a part in, potentially a little unaware at the moment that in favour of wanting to push things forward and get things done in my process-led change model, they were really needing to have a different kind of conversation that wasn't about the process at all, but that had since become the undiscussable topic and it didn't get brought into the room. So we sort of, we left it out. So that's an example of an earlier model for change that I had, and I didn't have a way of bringing that conversation on mind or really even paying attention to it. Now you asked for how would I do it today? Ula Ojiaku Yes, because you've said the process-led model for change, I'm excited to know what the next one is. Marsha Acker Well I want to be really clear, I don't think that that's a wrong model. But I think for me, I learned that it was missing something, and I can reflect back now and tell you that, but I don't want your listeners to draw any wrong conclusions. That wasn't an overnight insight, that definitely took a little bit of time. But what I would say now is I have, you know, in my model for leading change, I think process is important, but it's really not at the core of how I think about change at all. I think in my model, it's definitely a sub-task, but I would say I'm very focused on behavioural-led change at the moment. And so in that behavioural-led change, what I place at the centre of any change is, how are people communicating with one another? Are they able to actually have the real conversation? Is there enough awareness in the system that they can kind of catch sight of when the real conversation starts to go underground? And can they actually have the muscle, the range in their leadership to catch sight of it and then bring it back in the room? And so, I place conversations and behaviour kind of at the core of change, and I hold a perspective that change, that no one will change, change doesn't happen until people feel heard and understood.  And I don't know that I could find you an example of any organisation that I've worked in, including my own TeamCatapult, where something that we're trying to do or accomplish or move forward doesn't meet a roadblock when some aspect of our conversation isn't fully online or we're not fully having the conversation that we need to have. So one of the ways that I would do that today is, first, whenever I'm engaging with a leadership team or any other team that's really trying to bring about change and just noticing like they're trying to level up or there's something that they're wanting that they feel like they're kind of capped at is I just start to help them look at the way they engage in conversation, because I think in the conversation there are lots of indicators about how that conversation plays out and are people really able to say what they're thinking or do we get stuck in some common dysfunctional patterns that can show up? So one example of that would be, we use a sort of a technology for looking at conversation and there are four actions that happen in all effective conversations, a move, a follow, an oppose, and a bystand. So a move sets direction, a follow supports it, an oppose offers really clear correction. It says, no, hang on, wait a minute. A bystand offers a morally neutral perspective, so one way is to help a team onboard that, but there are common patterns and one of the common patterns that will come out, particularly in tech teams where there's pace and we need to move things forward, is that they can get into this pattern of someone makes a move, and everyone else just sort of remains silent or, says something to the effect might voice ‘sure, you know, that sounds good.' So they start to fall into this pattern of move and lots of follow. And what's missing often is the voice of bystand, which says, hey, I'm wondering what's going on, or I'm wondering what we're not saying. And then really clear opposition. So the ability to bring pushback, constraint into the conversation. So if you go back to that original leadership team that I was telling you about, you know, way back when, I think one of the things that was going on in that team is they weren't, no one was able to say, this is an incredibly difficult decision, and I don't think I can make it unless I have these things answered. So they kept making it about the process and it wasn't really about the process at all. It was really, it had a very personal component to it that wasn't being discussed, and so the inability to discuss that really created the drag. So the way that I think about helping any team work through any change is, helping them onboard the skills of being able to have, we call it bringing, it's a principle that we hold about bringing the real conversation in the room. Can you bring the conversation online versus offline? So the other flag that you might have for when your conversations are going offline is, if you feel, I often think about if I leave a conversation with you and I, for example, if I left this conversation and I went off and I felt the need, or I was compelled to one of vent or complain about it to someone else, that's my kind hazard flag. But, there was something that I was holding back from in this conversation that I didn't say, and that's my signal to actually circle back around. And so maybe, maybe I need to check in with myself, maybe there's something that I left unsaid.   Ula Ojiaku So there we are, this is the end of part one of the conversation with Marsha. In part two of this conversation, which is the final one where we are going to talk about having effective conversations, what functional self awareness means, why it is important to slow down conversations in order to get results, as counter-intuitive as this might be, and many other things, so stay tuned and watch out for part two of my conversation with Marsha. That's all we have for now. Thanks for listening. If you liked this show, do subscribe at www.agileinnovationleaders.com or your favourite podcast provider. Also share with friends and do leave a review on iTunes. This would help others find this show. I'd also love to hear from you, so please drop me an email at ula@agileinnovationleaders.com Take care and God bless!     

In this episode, Katie talks with Frank Uit de Weerd, CRR Global faculty member and co-author of Systems Inspired Leadership, about the benefits of a systems inspired approach to organizational change. Across the conversation, they discuss:The importance of preparing for the changeWays of working more skilfully with emergent changeEdge crossing and helping organizations to look for minimal viable edgesThe difference between change management and change leadershipThe importance of slowing down Frank Uit de Weerd is an organizational psychologist and executive/team/systems coach with extensive experience in leadership development, business innovation and cultural transformation. He builds on more than 25 years of international experience in Human Resources with Royal Dutch Shell, where he held assignments in Europe (Netherlands, Belgium, UK), Africa (Gabon) and Asia (Malaysia). He believes that it's critical for organizations to create a work environment where people feel safe to bring their whole person and where they are supported and encouraged to step into their magnificence. These so-called human-centered organizations create superior results and are key for building a better, more conscious and sustainable world.For over 20 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a timeWe believe Relationship Matters, from humanity to nature, to the larger whole.

In this episode, Katie talks with CRR Global faculty members Judy Van Zon and Irith Koster about Emotional Intelligence or EQ and how it can help us take responsibility for our emotions. This conversation touches on a range of topics, including: What is emotional intelligence and why is it so fundamental to the ORSC approachWhat happens when our EQ is lacking? Or is not balanced with the other intelligences? How to use emotional intelligence to take responsibility for our own emotionsThe link between EQ and locus of controlThe benefits of building emotional intelligence in coaching, leadership and lifeIrith Koster trained as an organizational psychologist (MA) and specializes in coaching partnerships and teams, and individual leaders. By studying, working, and living in Amsterdam, Jerusalem and Los Angeles, Irith learned to look at situations from multiple perspectives, which added to her drive to help people do the same. Alongside being a Certified Organization and Relationship Systems Coach since 2013 and a front-of-the-room leader for CRR Global, she is an ICF-accredited Professional Certified Coach and a Certified Team Performance Coach by Team Coaching International. She is also a facilitator of the War to Peace Methodology, created by Halcyon Global, and a Co-active Coach and is a lifelong student of the Gremlin Taming Method by Rick Carson. Her secret mission is that the people she works with take these tools and insights home into their families. Irith is based in the Netherlands with her husband and three daughters. She loves to run in the forest of Amsterdam and to read everything she can about human beings and their relationships. She is fluent in Dutch, English and Hebrew. Judy van Zon has lived and worked in several countries and speaks the language of people who are crossing a border, physically as well as emotionally. In short, she works with people who are going through personal or professional change. One of the things that sets her apart is her inclusion of spirituality to help her clients better connect to their own inner wisdom and power. In her team coaching, Judy believes that working with the ORSC model is a very powerful way to build bridges in relationships. It goes far beyond familiar skills like empathy and active listening. It offers a whole new way of looking at people and how we live and work together. Her focus is on working with corporate leaders and teams. Training others in this allows her to spread this energy throughout the world. For the last 25 years, she has lived and worked in six countries on three continents, the last 3.5 years in India and the region around. She is now back in the Netherlands and, as well as being a senior faculty member, was the former Director of Certification at CRR Global. Judy speaks Dutch, English, German, Spanish, and French.   For over 20 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a time We believe Relationship Matters, from humanity to nature, to the larger whole.

In this episode, Katie talks with CRR Global faculty member Sunčica Getter about ORSC and mindfulness. Across this conversation, they discuss: What is mindfulness?How can mindfulness help us to become better systems coaches?How can the ORSC tools and skills help us to be more mindful?The inner observer as an allyThe role of compassionSome of the benefits of mindfulness- personally & professionallySunčica Getter is an MCC systemic coach, consultant, educator, and Director for Continuous Development at CRR Global. With over 20 years of experience, her focus is on transformational leadership development and systemic culture change. Her work in coaching education has seen her train, mentor and supervise coaches and design and deliver academic, public, and in-house coaching training and accreditation courses. Her experiences collaborating with world-class coaching institutions and diverse clients have made Sunčica a trusted systemic coaching consultant. She advises companies and institutions on the implementation of systemic coaching and systemic thinking for both organizational and community development. In addition, Sunčica is a qualified mindfulness teacher, having trained with Jack Kornfield and Tara Brach through the University of Berkeley's Greater Good Science Centre. For over 20 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a timeWe believe Relationship Matters, from humanity to nature, to the larger whole.

Introduction Welcome to Let's Talk Family Enterprise, a podcast that explores the ideas, concepts, and models that best serve Family Enterprise Advisors in supporting their clients.   All views, information, and opinions expressed during this podcast are solely those of the individuals involved and do not necessarily represent those of Family Enterprise Canada.   Description: Host Steve Legler welcomes Aileen Miziolek as his guest for a discussion about the intricacies of working with families, and how thinking about them as a "relationship system" can be useful. They discuss ideas around facilitation as an outsider invited to work with a family system, as well as using some basic family systems concepts that can help FEAs better understand the family relationships they encounter when working with clients.   Guest bio Aileen Miziolek brings a multi-disciplined and integrated approach to her work, including 20 years of experience in complex financial and estate planning for business-owning families. She holds the CFP®, FEA, ACC, and ORSC designations. Aileen is co-author of Inspired Wealth, Financial Leadership for the 21st Century, a book that serves as a guide for making critical life choices about money to create a fulfilling life. Her guidance has helped hundreds of families through the unique opportunities and challenges they face in the areas of inter-generational wealth transfer, business succession planning, estate planning, and philanthropy.   You can learn more about Aileen Miziolek on her website and LinkedIn.   Key Takeaways [:26] Steve Legler welcomes Aileen Miziolek and invites her to share a little bit about how she ended up in family systems coaching.   [3:20] Coaching individuals outside of their systems leads to functional limitations and even conflict. Aileen explains how combined individual and system coaching offers results.   [6:35] Outsiders to the system need to remain outside and impartial, advisors are well-placed to identify patterns.   [8:28] Aileen's “Pong” analogy.   [9:51] What should be the very first meeting's very first question? Aileen explains how she builds a safe container.   [12:36] Aileen explains the ghosts in the system and how they can impact a business family.   [15:06] The system's mirror may be its greatest function. How advisors can build system awareness.   [16:10] Aileen points out a potential pitfall: are you making the family up? Striking the right balance between structure and flexibility.   [18:16] Aileen offers a sibling example of conflict with positive outcomes and the attitude the advisor should have in the presence of conflict.   [21:47] The learning family culture is how Aileen reframes conflict for families. She shares how she manages system pressure.   [24:39] Nurturing a system's belief in its ability to overcome is an important part of how Aileen works.   [26:40] Aileen touches on the increase of systems work being done with siblings.   [29:10] Aileen shares her reading recommendation as well as her advice for advisors.   [31:24] Steve thanks Aileen for joining the podcast and sharing so much of her expertise, and signs off until next month.   If you enjoyed today's episode, you can subscribe to Let's Talk Family Enterprise on Spotify, Apple Podcasts, and other podcast apps. Please remember to share this episode with family, friends, and colleagues. Share your thoughts with us at fea@familyenterprise.ca.   Mentioned in this episode The Let's Talk Family Enterprise podcast is brought to you by Family Enterprise Canada.   Systems Inspired Leadership: How to Tap Collective Wisdom to Navigate Change, Enhance Agility, and Foster Collaboration, by Frank Uit de Weerd, Marita Fridjhon   CRR Global ORSC Coaching program   More about Family Enterprise Canada Family Enterprise Canada (FEC) FEC on Facebook FEC on Twitter FEC on LinkedIn

Welcome to another enlightening episode of The Coaching Podcast. In this episode, we embark on a journey to uncover the elusive joy and the art of reconnecting with what truly matters. Our exploration takes us through the domains of courage, curiosity, and connection, and we learn how these qualities are essential for personal growth. The gift of mindfulness takes center stage as we delve into the power of being present for ourselves and others. Moreover, we delve into the fascinating realm of the Enneagram, a tool that helps us understand our deepest motivations. Our guest, Charmian Tardieu, a seasoned leadership team coach, and strategist, shares her wisdom on creating psychological safety, fostering empathy, and inspiring positive change. Join us as we navigate through these profound concepts, gaining insights that can transform not only our professional lives but also our personal well-being. Here is a summary of the key points; 2.03: Worst coaching moment: Coaching your client's husband. Trust that the coachee knows best (be mindful of your own emotions as a coach). 5.21: Best coaching moment: No amount of self-improvement will make up for any lack of self-acceptance. 9.22: Sliding Doors: Being pushed out of the golden cage and choosing courage over comfort. Just keep going, believe in your dreams and it may just turn out to be the best decision of your life. 15.31: What Makes a Great Coach? 3 C's Connection - Create a space where the coachee feels truly heard, accepted, loved, safe, and that they belong. Curiosity - Have a genuine curiosity (the opposite of judgment). You trust that the coachee is creative and resourceful. Courage - Have the courage and tap into your intuition to interrupt the coachee and stop them in their story and get them out of their heads (tap into how the body is feeling). Work through the emotion that is behind the story. 20.23: How do we create lasting change? 23.25: Paint a compelling picture of what you want to achieve to help solidify your habits in order to create lasting change. You must have a powerful WHY! Atomic Habits by James Clear "You don't rise to the level of your goals, you fall to the level of your systems." 25.25: Enneagram Profile - The Enneagram of Personality, or simply the Enneagram, is a description of the human psyche principally understood and taught by its proponents as a typology of nine interconnected personality types. 28.39: Integrative9 for the Enneagram as mentioned by Charmian as her favorite to help you understand what drives you - Follow the link below to take the test and receive a report: https://www.integrative9.com/ 29.00: What is psychological safety? Cricial in today's workplace and it is about giving everyone a space and a voice at the table (even if what I say is not what others want to hear). Amy Edmondson – the Harvard Professor who is the world expert on psychological safety – plus her amazing book “The fearless organization”: https://www.amazon.de/-/en/Amy-C-Edmondson/dp/1119477247 A team must design a practice for psychological safety - one that they can hold each other accountable to. 32.43: What are the antidotes for workplace behaviors that inhibit psychological safety? For example; Instead of blaming - what's the 2% truth? Defensiveness, and stonewalling (horseman quadrants) Design a conflict protocol for your team. How do we want to work with each other? How can we keep each other accountable? 36.29: Mindfulness Exercise called: Anchor Breathing for 4, 7, 8 seconds (be relaxed, comfortable, and alert) The Coaching Podcast is sponsored by The Sampson Agency - a talent entertainment and sports management company owned and operated by Tina Samara. Visit: www.thesampsonagency.com or email: tina@transitioncoach4athletes.com To learn more about becoming a workplace coach or advancing your coaching skills, visit: www.opendoorcoachingusa.com or email: info@emmadoyle.com.au About Charmian Tardieu Charmian Tardieu is a leadership team coach and strategist who helps companies grow by developing empathy and insight. She helps teams and individuals tap into a deeper understanding of themselves and others so that they can work together more effectively. She is an expert on psychological safety and focuses on creating safe spaces where all can flourish and fulfill their potential. She is also known as “The Joy Coach” for her ability to bring about positive change in people and businesses. Before starting her own company MilesFurther in 2002, she had a successful career as a strategist in advertising agencies in the UK, Germany, and the US. Her last position was Senior Vice President of a global agency in LA. Becoming a single mother of Miles at the end of 2001 along with a few other challenges, she left her beloved LA with a heavy heart but with a new purpose for a fresh start in Germany. Her dream was to take others MilesFurther, hence the name of the company she started all those years ago. It was a dream of helping big corporations develop more emotional insight and greater creativity, getting teams to open their hearts and minds to fresh perspectives. It was often a rocky ride as a single Mum in a foreign country, but the dream came true and both Miles and MilesFurther are truly thriving, both now 21 years old. MilesFurther is based in Hamburg but works internationally with companies such as Beiersdorf (NIVEA), P&G, Philips, Jägermeister, and Siemens Healthineers. Charmian is a qualified coach (CPCC, ACC, ORSC) and an Enneagram practitioner (Integrative9) who has created her own three-pillar team development program which brings measurable improvement in psychological safety and team performance, as well as helping people in big corporations find more joy, purpose and connection with each other every day. Connect with Charmian: Website: https://milesfurther.com/teamcoaching/LinkedIn: https://www.linkedin.com/in/charmiantardieu/

In this episode, Katie talks with CRR Global faculty member Chris Howell about the improvisation in relationship. Across the conversation, they discuss:The golden rule of Improvisation & how it applies to RelationshipsHow the ORSC tools or techniques do you believe help us to embrace an improviser mindsetThe benefits of an improviser mindset when co-coaching or co-leading a courseChris Howell is an experienced team and leadership coach known for his energetic presence, empathy and engaging style. His understanding of systems emerged through his experience in designing information technology and managing change in organizations. He always focused on the people and relationships in the system. His awareness of Psychology, NLP and Organisation Development helps him to make the connections between heart, mind and all levels of emotional intelligence within the human system. Chris now facilitates leadership development and accredited coach training as well as coaching executives and teams for international corporates. He has supported people and teams across a wide range of industries, including finance, manufacturing, technology, pharmaceutical, government, construction, and non-profit.  He uses a wide range of well-recognized assessment tools that help people to see more deeply who they are in their relationships. He is passionate at supporting community and non-profit organizations. He founded a community organization in a deprived area of South-East London which continues to support members of the local community to express their voice. He has also supported leadership development for teenagers in the same community, helping them find purpose, confidence and who they are as leaders. Chris continues to enjoy learning about relationship based in Kent on the South coast of the UK.For over 20 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a timeWe believe Relationship Matters, from humanity to nature, to the larger whole.

In this episode, Katie talks with Yuri Morikawa, a CRR Global faculty member based in Japan and Rebecca Hou, a CRR Global faculty member based in China, about ORSC in Asian culture. For International Coaching Week, the duo offered an impactful virtual workshop on empowering deep democracy in organizations with Asian Culture which included both Chinese and Japanese Participants. This episode continues their exploration and looks at some of their practices and experiences from working in organizations with Asian culture. This conversation covers a range of topics, including: The differences that show up when using ORSC in Asian organizationsChallenges around Deep Democracy in Asian cultureThe impact of Deep Democracy in their personal systemsSystems Inspired ParentingWays to empower ORSC in Asian culture.Yuri Morikawa has been an active player in the professional coaching field since 2004. She has trained and coached more than 1000 of leaders and coaches globally from various backgrounds, such as corporate executives, NGO leaders, business owners, independent professionals, and dream seekers of their own.  Prior to her career in coaching, Yuri worked as a management consultant specializing in organizational and leadership development for 13 years. After being a trainer for Coaching Training Institute (CTI) for 8 years, she launched the Organizational and Relationship Systems Coaching (ORSC) Program in Japan and founded CRR Japan in 2009.  Currently, she is a global faculty member of CRR Global, developing professional organizational coaches around the world, such as in Japan, China, Singapore, South Africa, and Australia. She is passionate about bringing her professional experience to the bigger social context and works extensively with NGOs in Social Sectors such as the Kamonohashi Project supporting survivor leaders of human trafficking issues in India and Asia Rural Institute, educating organic farming, and developing servant leadership for rural leaders in Asia and Africa.Rebecca Hou is an ICF Master Certified Coach, Executive/Leadership Coach and Training Consultant. She is also a faculty member and Front of the Room Leader at CTI and CRR Global. She leads professional coaching certification programs: including Co-Active Coaching, ORSC, Neuroscience Consciousness & Transformational Coaching. She is also a mentor coach, supervisor, and examiner for certification coach students. Her major focus areas are one-to-one leadership coaching, team coaching and the design and delivery of training workshops. Rebecca used to work for Siemens Management Institute for four years. During her service, she worked with internal clients of different business sectors from Industry, Energy, and Healthcare, as well as cross-business sectors. Prior to this, Rebecca worked for IWNC, a multi-national training company, for 11 years. During that period, she maintained contact with a portfolio of clients and worked with them on the design and delivery of programs.For over 20 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a timeWe believe Relationship Matters, from humanity to nature, to the larger whole. 

The podcast by project managers for project managers. How can agile project managers create conditions for self-organizing teams to thrive? In the agile world of a self-organizing team, the trend is to empower the team so the individuals doing the work can make decisions. So, what role do project managers play?  Hear about the three responsibilities of the new agile leader and some important skills to level up in order to lead an agile project. Table of Contents 03:03 … Humanizing Work03:50 … Empowering Decision-Makers05:21 … Changing the Role of Managers08:20 … Challenges for Project Managers09:32 … Complex Systems11:33 … Defining the PM Role13:58 … Coordinate and Collaborate16:35 … Who Does It Well?18:29 … What's in a Title?20:33 … The Three Jobs of Agile Management23:49 … Project Manager Skills27:25 … Visualization Skills33:10 … Is Agile Right for Me?36:39 … Contact Peter and Richard38:19 … Closing PETER GREEN: ... one of the things that has been an underlying theme to these amplifier skills we've talked about – coaching, facilitation – is a real trust that the people doing the work can figure out how to solve it if I do the three jobs well.  If I create clarity, if I increase capability, and if I improve the system for them, they will be able to knock this project out.  They don't need me to manage it... WENDY GROUNDS:  You're listening to Manage This, the podcast by project managers for project managers.  My name is Wendy Grounds, and with me in the studio are Bill Yates and our sound guy, Danny Brewer.  We're so excited that you're joining us, and we want to say thank you to our listeners who reach out to us and leave comments on our website or on social media.  We love hearing from you, and we always appreciate your positive ratings.  You will also earn PDUs for listening to this podcast.  Just listen up at the end, and we'll give you instructions on how to claim your PDUs from PMI. Our two guests today are from Colorado and from Arizona, so we're kind of jumping around the place.  But we're very excited to have Richard Lawrence and Peter Green from Humanizing Work join us.  Richard's superpower is bringing together seemingly unrelated fields and ideas to create new possibilities.  Richard draws on a diverse background in software development, engineering, anthropology, design, and political science. He's a Scrum Alliance certified enterprise coach and a certified scrum trainer.  His book “Behavior-Driven Development with Cucumber” was published in 2019. Our other guest is Richard's co-worker, Peter Green.  At Adobe Systems, Peter led an agile transformation and he co-developed the certified agile leadership program from the Scrum Alliance.  He's also a certified scrum trainer, a graduate of the ORSC coaching system, a certified leadership agility and leadership circle coach, and the co-founder of Humanizing Work.  What I found interesting was, with all his other creative activities, Peter is also an in-demand trumpet player and recording engineer. BILL YATES:  Which will appeal to Andy Crowe, our founder, because he loves to play the trumpet.  Wendy, we are delighted to have Richard and Peter join us.  We've had conversations planning for this today with them, and they bring so much knowledge and experience to the table.  Here's the thing.  Project managers traditionally are taught to direct and control team members.  So what role does management play in the agile world of a self-organizing team?  If my team's self-organizing, what am I supposed to do; right?  How can they create conditions for self-organizing teams to thrive?  What is the function of managers in this new world, and what does an agile organization need from its management team?  Those are some of the questions that we want to tease out with them today. WENDY GROUNDS:  Hi, guys.  Thank you so much for joining us. RICHARD LAWRENCE:  It's great to be here. Humanizing Work WENDY GROUNDS:  We first want to find out a litt...

In this episode, we need to f***ing talk to Marcy Fortnow. Marcy is the owner of Engaging Play, a team building and training company that delivers workshops and programs through traditional training, active facilitation and of course, engaging play.  She develops and delivers experiential learning programs for corporate groups, organizations and boards to raise their leadership level, improve teamwork, enable better communication and problem-solving, and increase productivity.Prior to beginning her entrepreneurial ventures, Marcy accumulated more than twelve years in the business software world, in training and development, change management, and implementation and consulting, for both domestic and European clients. She has a BS in Psychology, and an MBA from Boston University. Marcy is a certified John Maxwell Leadership Trainer and is a certified Disc consultant in Advanced Behavioral Analysis. Marcy is also certified as a LEGO® Serious Play® facilitator, working with clients around alignment, innovation and problem solving. She is a Certified Corporate Culture Shift Facilitator, helping her clients explore individual and corporate values, and is training with ORSC™ - working towards her certification in Organization and Relationship Systems Coaching.Marcy is an extremely involved community member serving in leadership on several boards, including the National Association of Women Business Owners (NAWBO), SEAF, PFLAG, and more. Marcy loves what she does – using play to help her clients do more.ResourcesEngagingPlay.com—We hope you enjoy the podcast. Remember to subscribe via Apple podcasts or Spotify, share the link with your friends and colleagues and you can always reach out to as at the following email address info@ineedtof-ingtalktoyou.com.—Ready for the next step in your difficult conversations? You can buy the book on Amazon now.I Need To F***ing Talk To You! | The Art of Navigating Difficult Workplace Conversations - Amazon | Owl's Nest Books| Shelf Life Bookshttps://www.ineedtof-ingtalktoyou.com/

In this episode, Katie is talking with Bill Donaldson, Doris Saouma, and Michella Welstead about ORSC Coaching Circles, a community-led Worldwork initiative. ORSC Coaching Circles are 100% led and run by a community of change agents from around the world. They embrace the RSI Principles and welcome all ORSC practitioners to fill a role and ultimately evolve the larger world system we are part of. Throughout this conversation, they discuss:The inspiration behind ORSC coaching circlesHow they workTheir high dream for the initiativeThe importance of WorldworkGetting in touch: ORSC Coaching Circles are open to those who've completed training on ORSC tools and would like to come together with others to experience and practice the tools in a safe and supportive environment.  To be added to the monthly announcements or find out more information, please click here or email orsc.coachingcircle@gmail.com. Bill Donaldson is a husband to Amy, father to Katie and Greg, and grandfather to Nathaniel, living in Charleston, SC. Bill is passionate about making people's lives better through his leadership in Business Transformation and Team Coaching. He is passionate about women's allyship with a goal to impact 100K women to retain or re-join the STEM workforce. Bill is an ICF ACC certified coach and a Gold Tier #IamRemarkable facilitator. Doris Saouma supports leaders and organizations in defining and living their legacy while building better workplaces, cultures, and countries. She works with leaders globally in various sectors, including private banks, central banks, consulting firms, hedge funds, sovereign funds, private equities, trading agencies, pharma companies, insurance companies, as well as governmental and non-governmental organizations. Her work experience ranges from supporting individual leaders in developing their leadership skills and upgrading their careers to accompanying teams in collaborating for higher impact.Michella Welstead grew up in Australia and now calls the Netherlands home. She comes from a background in data management and data-driven transformation. Along the way, she's seen firsthand how critical team dynamics are to organizational success. She now incorporates ORSC coaching tools in her work in agile transformations to help individuals, teams, and organizations unleash their creativity, embrace collaboration, and transition towards improved performance.For over 20 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a timeWe believe Relationship Matters, from humanity to nature, to the larger whole.

In a world filled with societal expectations and limitations, TaShenna Braxton's story is a testament to resilience and the power of choice. She's making a tangible difference in modern workplaces. Do you want to create a workplace culture where diversity thrives, inclusion is at the core, and employees feel empowered? Does this sound familiar? You've been told to implement diversity and inclusion initiatives, but you're not seeing the desired results in your workplace. The pain of ineffective actions leaves you yearning for a more holistic approach that fosters a diverse, inclusive, and thriving organizational culture. In this episode, TaShenna will share her solution to help you achieve this transformative outcome.In this episode, you will be able to:Discover why infusing humanity into your workplace is crucial for enhancing connectivity and productivity.Understand the significance of adopting a holistic approach to promote diversity, equity, and inclusion in an organization.Leverage rich insights from Enneagram and Leadership Circle Profile tools for your personal advancement.Learn to harmonize your feminine and masculine energy for effective leadership growth.Explore practical ways to combat imposter syndrome and create an environment where everyone feels they belong.About TaSheena:TaSheena Braxton is a native San Franciscan residing with her partner, four children, and puppy, Coco. TaSheena currently serves as an internal coach for a prominent Biotech company where her role as an Executive & Team Coach revolves around driving Team Development & Design and achieving the organization's most impactful business goals.With a deep-rooted passion for coaching, mentorship, and empowering women leaders, TaSheena brings a unique perspective to her work. She firmly believes in fostering diversity, equity, and inclusion at all levels and strives to create a thriving organizational culture where everyone feels a strong sense of belonging. Through her coaching, she focuses on developing women of color leaders, guiding them toward leadership opportunities, promotions, high-visibility projects, and overall career advancement. TaSheena's expertise lies in helping these individuals overcome imposter syndrome and redefine their identities as confident and successful leaders.TaSheena holds a Master's in Organization Development from the prestigious University of San Francisco, which has equipped her with a deep understanding of organizational dynamics and effective strategies for growth and development. Additionally, she is a certified coach from the world-renowned Co-Active Training Institute and CRR Global's ORSC program, further enhancing her coaching skills and expertise. She is also an Accredited Enneagram facilitator and Leadership Circle Profile Practitioner, enabling her to bring a holistic and comprehensive approach to her coaching practice.https://tasheenabraxton.comwww.uplevelproductions.comhttps://www.instagram.com/uplevelproductions/https://www.linkedin.com/company/uplevelproductionscompanyhttps://www.facebook.com/uplevelproductionscompany

In this episode, Katie talks with Judy van Zon and Katherine Starks about the ORSC™ certification program. Judy is currently Director of Certification at CRR Global, and Kathie is a recent alumnus of the program. The ORSC Certification program is a unique and comprehensive eight-month program with extensive practice and online study designed to produce the best ORSC practitioners in the world! Throughout this conversation, we discuss what makes the program so unique, the intentions and outcomes of the course, edge crossing, the practicalities of the course, the impact of world work, and much more.For more information on the ORSC Certification Program, please click here.Judy van Zon helps her clients better connect to their own inner wisdom and power. In her team coaching, Judy believes that working with the ORSC model is a very powerful way to build bridges in relationships. It goes far beyond familiar skills like empathy and active listening. It offers a whole new way of looking at people and how we live and work together. Her focus is on working with corporate leaders and teams. Training others in this allows her to spread this energy throughout the world. She also applies her skills to roles like facilitating and mentoring. For the last 25 years, she has lived and worked in six countries on three continents, the last 3.5 years in India and the region around. She is now back in the Netherlands and is CRR Global's current Director of Certification. Judy speaks Dutch, English, German, Spanish, and French. With a master's in business administration, her professional career started in the commercial operations of an international consumer goods company. Katherine Starks has spent most of her career in financial services, the last 15 years in senior leadership positions. This experience laid the groundwork for a natural progression to the next stage: coaching and mentoring other professionals so that they too can find their path and passion in life. Kathie's coaching journey began during her years in the corporate world, first becoming an ICF Certified Co-Active Coach and later embarking on her ORSC journey just as she pursued her final and most challenging role as CEO and Branch Manager of the Bank of New York Mellon in Frankfurt. At the beginning of 2022, Kathie left the corporate world so that she could dedicate all her time and energy into pursuing her dream of coaching successful teams and fulfilled leaders. For over 20 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a timeWe believe Relationship Matters, from humanity to nature, to the larger whole.

Taking the TCZ stage this week is Abigayle Wall. Abby is a Vice President for Organization & Transformation Coaching at JPMorgan Chase, is an Accredited Kanban Trainer for Kanban University, an ORSC Trained Coach for Teams, Products and Organizations, and a Founding Member of the Cialdini Institute. She is also the Creator of Flow Funxion. During the podcast we explore Abby's rich background as an organization transformation leader and coach. We will also tap into her experiences using Kanban, ORSC, Cialdini's work on influence and more! The session was live-streamed on LinkedIn and YouTube and made available for replay afterward on your favorite podcast player (e.g. Spotify, Apple Podcasts, Stitcher Radio and more)! Watch previous Team Coaching Learning Conversations at https://team-coaching-zone.teachable.com or on your favorite podcast player. And for ongoing dialogue about team coaching join us in the Team Coaching Learning Community group on LinkedIn: https://www.linkedin.com/groups/8227188/

107. From The Speed Of Change To The Pace Of Evolution: How Do We Create, And Support, Systems Inspired Evolution?Our guest on the podcast today is Marita Fridjhon, born in South Africa and now based in the USA, is co-founder and CEO of CRR Global. Marita has an academic background with degrees in medical and psychiatric social work and family systems therapy. She grew up in South Africa during the apartheid era. She became a faculty member at Cape Town University profoundly impacted her and created the basis of exploration in systemic change. That became the driver to embark on cross-cultural research, including two years on the Amazon River and work in Brazil, Perú, Columbia, the British West Indies, and Puerto Rico, to name but a few. The outcome of these experiences provided training and focus on corporate, NGO, and government work using mediation, process work consulting, and coaching.Together with her partner, Faith Fuller, she founded the international training and consulting business CRR Global, home of the legendary ORSC curriculum. Marita is a highly sought-after global speaker and is the lead author of the article “Relationship Systems Intelligence: Transforming the Face of Leadership” and co-author of the book “Creating Intelligent Teams” and “Systems Inspired Leadership”. This means looking at the interconnectedness of all entities, and people involved and understanding their collective goal.Systems Inspired Leadership focuses on the system as a whole, while Relationship Systems Intelligence is based on five core principles - empathy, diversity, interdependency, creativity, and learning. To progress in any system, the three steps of meet, reveal, align and act are recommended.Marita encourages us as leaders to slow down and reflect on the situation to gain clarity, insight, and a new perspective in addition to understanding our own biases. These considerations can lead to healthier power dynamics and a more collaborative approach. She emphasizes the value of every individual's expression, openness and understanding of new ideas, and awareness of one's own purpose when striving to make positive change.If you get the sense that there's more for you to do in this world, more of an impact you can make with your life and work, then I encourage you to listen to this deeply resonant dialogue for insights because it's in the relational field where your potential truly lies.Key TakeawaysHow Marita's unique life journey shaped her life and work in aligned waysLearning to value every individual's expression and understanding of the system or community to which they belong.What systems have to do with effective communication, leadership, and evolutionBecoming open-minded and open-hearted to new ideas when listening to others.Discovering the benefits of Relationship Systems Intelligence in everyday lifeMemorable Quote“Learn to value every expression from individuals as not only their own opinion and also recognize that it's also an expression from the system that they are a part of.”—Marita FridjhornEpisode Resources:CRR Global WebsiteMarita's Linkedin ProfileCRR on LinkedinBOOK: Systems Inspired Leadership by Marita Fridjhorn and Frank Uitt De WeerdPODCAST: Relationship Matters

Across these 3 episodes, Katie talks with Michelle Davis, faculty member and Director of Systemic Equity Initiatives at CRR Global, about supporting systemic equity. As humans, we have diversity – we think differently and hold different perspectives and ideas – that's what makes us unique and different and should be celebrated. Once we start to create fear based on those differences - we begin to dehumanize groups of people and lock them out of opportunities. This 3-part series builds along the lines of the 3-levels of intelligence (Emotional Intelligence EQ, Social Intelligence SI and Relationship System Intelligence RSI). If you've not already listened to parts 1 and 2, we'd highly recommend listening to both of those episodes first. In part 3, Katie and Michelle look through the lens of Relationship System Intelligence. Topics include:Looking through the lens of relationshipThe importance of integrating systemic equity into the bones of an organizationThe power of the coach approach Socialised storytelling and choosing to create a different realityPrivilege and power structures Michelle Davis is a faculty member and Director of Systemic Equity Initiatives at CRR Global. Michelle's professional journey has included a season of providing therapy, as a licensed professional counselor, to the most vulnerable among us; a season of developing and delivering experiential learning events that challenge and disrupt the status quo when the status quo no longer serves; and currently, a season providing leadership coaching as a certified organization and relationship systems coach and leading diversity, equity and inclusion efforts as a professor and director. In her work at the University of Colorado and previous experience working with systemic racism in other university systems, Michelle was the principal developer of a coaching program focused on Race Intelligence (RQ(™)). This program seeks to increase Race Intelligence by guiding others to increase their capacity to lean into discomfort with the intention of becoming aware of race and racism and its influence on oneself, others, and societal institutions; and use this increased intelligence or awareness consciously to dismantle intrapersonal mindsets, behaviors, and systemic representations of racism.  Michelle earned her master's degree in counselling at the University of Nebraska at Omaha and, as well as being an ORSC-certified coach, is a Licensed Professional Counselor, a trained Co-Active Coach, and a Certified Dare to Lead Facilitator.For over 20 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a timeWe believe Relationship Matters, from humanity to nature, to the larger whole.

Across these 3 episodes, Katie talks with Michelle Davis, faculty member and Director of Systemic Equity Initiatives at CRR Global, about supporting systemic equity. As humans, we have diversity – we think differently and hold different perspectives and ideas – that's what makes us unique and different and should be celebrated. Once we start to create fear based on those differences - we begin to dehumanize groups of people and lock them out of opportunities. This 3-part series builds along the lines of the 3-levels of intelligence (Emotional Intelligence EQ, Social Intelligence SI and Relationship System Intelligence RSI). If you've not already listened to it already, do check-out part 1 first; what's mine to do? In part 2, Katie and Michelle look at social intelligence. Topics include:Right Relationship and working for the power of me and youThe stories and beliefs that shape our realityBreaking down divisions and doing the work togetherWhat's mine to do and how can I actually do it?Sharing opportunitiesMichelle Davis is a faculty member and Director of Systemic Equity Initiatives at CRR Global. Michelle's professional journey has included a season of providing therapy, as a licensed professional counselor, to the most vulnerable among us; a season of developing and delivering experiential learning events that challenge and disrupt the status quo when the status quo no longer serves; and currently, a season providing leadership coaching as a certified organization and relationship systems coach and leading diversity, equity and inclusion efforts as a professor and director. In her work at the University of Colorado and previous experience working with systemic racism in other university systems, Michelle was the principal developer of a coaching program focused on Race Intelligence (RQ(™)). This program seeks to increase Race Intelligence by guiding others to increase their capacity to lean into discomfort with the intention of becoming aware of race and racism and its influence on oneself, others, and societal institutions; and use this increased intelligence or awareness consciously to dismantle intrapersonal mindsets, behaviors, and systemic representations of racism.  Michelle earned her master's degree in counselling at the University of Nebraska at Omaha and, as well as being an ORSC-certified coach, is a Licensed Professional Counselor, a trained Co-Active Coach, and a Certified Dare to Lead Facilitator.For over 20 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a timeWe believe Relationship Matters, from humanity to nature, to the larger whole.

Across these 3 episodes, Katie talks with Michelle Davis, faculty member and Director of Systemic Equity Initiatives at CRR Global, about supporting systemic equity. As humans, we have diversity – we think differently, hold different perspectives and ideas – that's what makes us unique and different and should be celebrated. Once we start to create fear based upon those differences - we begin to dehumanize groups of people and lock them out of opportunities. This 3-part series builds along the lines of the 3-levels of intelligence (Emotional Intelligence EQ, Social Intelligence SI and Relationship System Intelligence RSI). In part 1, Katie and Michelle look at system 1, the me system and what's mine to do in relation to supporting systemic equity. Topics include:Why supporting systemic equity starts with the self: how can we see where we are blind?Slowing down and getting curious about our unconscious driversThe impact of fearGetting to know the true nature of who we are.Making the unconscious conscious so that we can be more at choice around our reactionsMichelle Davis is a faculty member and Director of Systemic Equity Initiatives at CRR Global. Michelle's professional journey has included a season of providing therapy, as a licensed professional counselor, to the most vulnerable among us; a season of developing and delivering experiential learning events that challenge and disrupt the status quo when the status quo no longer serves; and currently, a season providing leadership coaching as a certified organization and relationship systems coach and leading diversity, equity and inclusion efforts as a professor and director. In her work at the University of Colorado and previous experience working with systemic racism in other university systems, Michelle was the principal developer of a coaching program focused on Race Intelligence (RQ(™)). This program seeks to increase Race Intelligence by guiding others to increase their capacity to lean into discomfort with the intention of becoming aware of race and racism and its influence on oneself, others, and societal institutions; and use this increased intelligence or awareness consciously to dismantle intrapersonal mindsets, behaviors, and systemic representations of racism.  Michelle earned her master's degree in counselling at the University of Nebraska at Omaha and, as well as being an ORSC-certified coach, is a Licensed Professional Counselor, a trained Co-Active Coach, and a Certified Dare to Lead Facilitator. For over 20 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a timeWe believe Relationship Matters, from humanity to nature, to the larger whole.

In the episode, Nick Day is joined on The HR L&D Podcast by Petra Velzeboer, qualified Psychotherapist, Global Keynote & TedX Speaker, and CEO of PVL!Petra is also a renowned mental health advocate.Petra's expertise and passion stem from her own personal experience battling mental illness and struggling with cultural and circumstantial challenges. After being raised in a religious cult without access to formal education, her story and climb from rock bottom have inspired thousands to better understand how to improve mental health for themselves and others.She earned her MSc in Psychodynamics of Human Development in 2012 and became an ORSC & CTI Certified Coach.Petra has battled mental illness, including addiction and depression, and even contemplated taking her own life.At this junction, Petra challenged herself to a year of intentional living, which began her journey of self-improvement and mental health accountability.Petra now works to help organisations to create supportive, pre-emptive, and sustainable cultures that improve mental health for everyone in a proactive rather than a reactive process.In this “A Strategic Approach to Mental Health at Work” episode with Petra Velzeboer on The HR L&D Podcast, we also explore:What do the words “human resources” mean to you?Tell us about your backstory and what led you to where you are today.Why is a mental health strategy more essential now than everWhat should a mental health strategy include?How can organisations tackle well-being and mental health in a positive light?What data can be useful from an HR, wellness or mental health strategy perspective?Many well-being initiatives fail, but why is this?Why do ‘tick box' programmes fail, and how can a more proactive approach succeed?What are the proven initiatives you have seen that have been particularly effective? What should HR leaders consider including in their own well-being roadmaps?What ROI should HR directors manage when implementing well-being strategies?Can HR professionals do more to create well-being champions and allies?How can we build momentum to keep mental health on the agenda?How can we get more buy-in from the C-Suite?Links highlighted in this “A Strategic Approach to Mental Health at Work” episode are included below:Website: petravelzeboer.comLinkedIn: https://www.linkedin.com/in/petra-velzeboerInstagram: https://www.instagram.com/petra.velzeboerThe host of The HR L&D Podcast - LinkedIn Profile: Nick DayLeading HR Recruiters: JGA

Across the next two episodes, Katie talks with ORSC coach and legally trained consultant Jennifer Pernfuss and CRR Global co-founder Marita Fridjhon about conflict. Conflict is a signal that something is trying to happen and when the signal of conflict isn't addressed, matters can escalate to other, and often more destructive forms of conflict. Conflict falls on a spectrum, and if we can become aware of the early warning signals we can produce better, more well-considered, outcomes. However, if conflict takes root and is left unaddressed it can escalate and, in more serious cases, become harassment or bullying, or at least be experienced that way, which causes all kinds of damage. This damage can rise to the level of a crisis within the team or organization. If, you haven't listened to it already we would highly recommending listening to part 1 first. In part 2 they discuss:The spectrum of conflictThe early warning signsThe complexities of escalated conflictRecognising the law as a voice of the system Organizational crisisJennifer Pernfuss is an ORSC coach and legally trained consultant, helping organizations effectively address and resolve workplace harassment complaints and transform conflict. She was one of the first legally trained consultants to conduct external investigations in Ontario. She left that work to study different ways of resolving employee complaints that encourage low-level resolution and regard for all the stakeholders in a dispute.  In addition to a law degree, she has a degree in Psychology and is a trained mediator. As well as being a certified Organization and Relationship Systems Coach she is also a Trauma Informed Professional Coach. In addition, she has also had the pleasure of being trained by Brene Brown in the area of shame.  All her education, training, personal and field experience has culminated in a unique and highly effective approach to addressing and resolving harassment and other forms of conflict in the workplace.Marita Fridjhon is a co-founder and CEO of CRR Global and mentor to an ever-growing community of practitioners in the field of Relationship Systems work. She designs curriculum and operates training programs in Relationship Systems Work for coaches, executives and teams. She came to this work from an extensive background in Clinical Social Work, Community Development, Process Work, Family Systems Therapy, Business Consulting and Alternative Dispute Resolution. She has an international mentor coaching practice of individuals, partnerships and teams. Her primary focus in coaching is on systemic change, leveraging diversity, creative communication, deep democracy in conflict management and the development of Learning Organizations. For over 20 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a timeWe believe Relationship Matters, from humanity to nature, to the larger whole.

Across the next two episodes, Katie talks with ORSC coach and legally trained consultant Jennifer Pernfuss and CRR Global co-founder Marita Fridjhon about conflict. Conflict is a signal that something is trying to happen and when the signal of conflict isn't addressed, matters can escalate to other, and often more destructive forms of conflict. Conflict falls on a spectrum, and if we can become aware of the early warning signals we can produce better, more well-considered, outcomes. However, if conflict takes root and is left unaddressed it can escalate and, in more serious cases, become harassment or bullying, or at least be experienced that way, which causes all kinds of damage. This damage can rise to the level of a crisis within the team or organization. In part 1 they discuss:The meaning of conflict as a signal that something is trying to happenBecoming more attuned to conflict signalsUnderstanding that conflict is a normal and inevitable part of lifeLeaning into conflict and learning how to navigate it more skillfullyJennifer Pernfuss is an ORSC coach and legally trained consultant, helping organizations effectively address and resolve workplace harassment complaints and transform conflict. She was one of the first legally trained consultants to conduct external investigations in Ontario. She left that work to study different ways of resolving employee complaints that encourage low-level resolution and regard for all the stakeholders in a dispute.  In addition to a law degree, she has a degree in Psychology and is a trained mediator. As well as being a certified Organization and Relationship Systems Coach she is also a Trauma Informed Professional Coach. In addition, she has also had the pleasure of being trained by Brene Brown in the area of shame.  All her education, training, personal and field experience has culminated in a unique and highly effective approach to addressing and resolving harassment and other forms of conflict in the workplace.Marita Fridjhon is a co-founder and CEO of CRR Global and mentor to an ever-growing community of practitioners in the field of Relationship Systems work. She designs curriculum and operates training programs in Relationship Systems Work for coaches, executives and teams. She came to this work from an extensive background in Clinical Social Work, Community Development, Process Work, Family Systems Therapy, Business Consulting and Alternative Dispute Resolution. She has an international mentor coaching practice of individuals, partnerships and teams. Her primary focus in coaching is on systemic change, leveraging diversity, creative communication, deep democracy in conflict management and the development of Learning Organizations. For over 20 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a time We believe Relationship Matters, from humanity to nature, to the larger whole. 

In this podcast, Katie talks with CRR faculty member Mish Middelmann about the Relationship Sytems Intelligence at Work Program (RSI@Work). At the centre of the RSI@work program is Building Relationship Systems Intelligence in teams and organisations.  Across this conversation, Mish and Katie cover a range of topics including:Who the RSI@Work program is for, its impact and the power of integrating the ORSC language within organizations The how and why of leading from the “we” for the good of the whole systemWhat it really takes to get team and employee engagement – collaboration and co-responsibility from the get-goAddressing conflict skilfully and constructively as a source of innovation and growthWhat it takes for all members to really express themselves and really be heardIf you feel the RSI@Work might benefit your coaching practice and the organisations you work with- then do check out www.crrglobal.com/about/rsiwork  to find out how you can become an RSI Licensed Facilitator, or how you can bring an RSI licensee to your workplace.Mish Middelmann is a serial social entrepreneur and transformational systems coach who holds the worldwide RSI@Work program on behalf of CRR Global. He has been a member of the CRR Global faculty since 2015, leading the full range of ORSC courses worldwide as well as supervising on the ORSC Certification program. He was the southern Africa partner for CRR Global from 2012 to 2020. Prior to that, he was the co-founder and first CEO of a hi-tech start-up serving the social development sector in the early 1990s in Johannesburg, South Africa – a business which still thrives independent of Mish. He sees the extraordinarily diverse, purpose-driven company he helped to found almost like a third child, along with his two flesh-and-blood sons.  For over 20 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a timeWe believe Relationship Matters, from humanity to nature, to the larger whole.  

Across 3 episodes in season 4, Katie talks with master coach Cynthia Loy Darst about the Inside Team: How To Turn Internal Conflict Into Clarity and Move Forward With Your Life. Based on ORSC concepts the Inside Team approach explores the collection of internal voices, parts, and beliefs that exist within us all and offers a framework for exploring these different parts of self so that we can explore our thought processes and better understand what these parts of self really want. By doing so your creativity and resourcefulness will have room to grow, turning internal conflict into clarity, negative thoughts into positive ones, and moving forward with more ease and fun in your life. In part 3, Cynthia and Katie look at how your inside team can help you to expand your range as a coach. Topics include:The value of expanding our range- for ourselves and our clients.Ways in which we can cross edges to explore secondary identities or parts of self that don't feel so familiar.The importance of Edutainment- education and entertainment in coaching.How expanding our range and embracing more of who we are can help us to  more we hold more of the range that shows up in the clients we work withCynthia Loy Darst is known as a passionate pioneer in the world of Coaching and has a reputation for being both playful and inspiring. She works with all kinds of people to move them past their limitations and into more effective action. As well as being a senior course leader at CRR Global and CTI, Cynthia was one of the first eight to receive the designation of Master Certified Coach (MCC) from the International Coach Federation in 1998. Passionate about quality and excellence in the world of coaching, Cynthia was a founding member of the International Coach Federation and has served as President of ACTO (The Assoc. of Coach Training Organizations). Cynthia is also the Author of 'Meet Your Inside Team – How To Turn Internal Conflict Into Clarity and Move Forward With Your Life.' Her book is required reading for the EMBA program at Loyola Marymount University where she is a frequent guest speaker.For over 20 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a timeWe believe Relationship Matters, from humanity to nature, to the larger whole.

Across 3 episodes in season 4, Katie talks with master coach Cynthia Loy Darst about the Inside Team: How To Turn Internal Conflict Into Clarity and Move Forward With Your Life. Based on ORSC concepts the Inside Team approach explores the collection of internal voices, parts, and beliefs that exist within us all and offers a framework for exploring these different parts of self so that we can explore our thought processes and better understand what these parts of self really want. By doing so your creativity and resourcefulness will have room to grow, turning internal conflict into clarity, negative thoughts into positive ones, and moving forward with more ease and fun in your life. In part 2, we explore how to find alignment with triggered selves. Topics include:What to do when your inside team isn't getting alongHow to build a relationship with a triggered selfCreating alignment between primary and secondary identities.Cynthia Loy Darst is known as a passionate pioneer in the world of Coaching and has a reputation for being both playful and inspiring. She works with all kinds of people to move them past their limitations and into more effective action. As well as being a senior course leader at CRR Global and CTI, Cynthia was one of the first eight to receive the designation of Master Certified Coach (MCC) from the International Coach Federation in 1998. Passionate about quality and excellence in the world of coaching, Cynthia was a founding member of the International Coach Federation and has served as President of ACTO (The Assoc. of Coach Training Organizations). Cynthia is also the Author of 'Meet Your Inside Team – How To Turn Internal Conflict Into Clarity and Move Forward With Your Life.' Her book is required reading for the EMBA program at Loyola Marymount University where she is a frequent guest speaker.For over 20 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a timeWe believe Relationship Matters, from humanity to nature, to the larger whole.

Across 3 episodes in season 4, Katie talks with master coach Cynthia Loy Darst about the Inside Team: How To Turn Internal Conflict Into Clarity and Move Forward With Your Life. Based on ORSC concepts the Inside Team approach explores the collection of internal voices, parts, and beliefs that exist within us all and offers a framework for exploring these different parts of self so that we can explore our thought processes and better understand what these parts of self really want. By doing so your creativity and resourcefulness will have room to grow, turning internal conflict into clarity, negative thoughts into positive ones, and moving forward with more ease and fun in your life. In part 1, topics include:Creating the concept of the inside teamThe value in getting to know our inside team, or system one, the system of ‘me' Techniques that can help us to become better acquainted with our internal system Understanding that every player has a wisdom aspectCynthia Loy Darst is known as a passionate pioneer in the world of Coaching and has a reputation for being both playful and inspiring. She works with all kinds of people to move them past their limitations and into more effective action. As well as being a senior course leader at CRR Global and CTI, Cynthia was one of the first eight to receive the designation of Master Certified Coach (MCC) from the International Coach Federation in 1998. Passionate about quality and excellence in the world of coaching, Cynthia was a founding member of the International Coach Federation and has served as President of ACTO (The Assoc. of Coach Training Organizations). Cynthia is also the Author of 'Meet Your Inside Team – How To Turn Internal Conflict Into Clarity and Move Forward With Your Life.' Her book is required reading for the EMBA program at Loyola Marymount University where she is a frequent guest speaker. For over 20 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a timeWe believe Relationship Matters, from humanity to nature, to the larger whole.

In this episode, Katie talks with CEO of CRR Global, Marita Fridjhon, about how we can use the ORSC principles with our families and also about some of the challenges this can inevitably bring up for even the most seasoned practitioner- hence the title: family is the final exam!Marita Fridjhon is a co-founder and CEO of CRR Global and mentor to an ever-growing community of practitioners in the field of Relationship Systems work. She designs curriculum and operates training programs in Relationship Systems Work for coaches, executives and teams. She came to this work from an extensive background in Clinical Social Work, Community Development, Process Work, Family Systems Therapy, Business Consulting and Alternative Dispute Resolution. She has an international mentor coaching practice of individuals, partnerships and teams. Her primary focus in coaching is on systemic change, leveraging diversity, creative communication, deep democracy in conflict management and the development of Learning Organizations. For over 20 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a timeWe believe Relationship Matters, from humanity to nature, to the larger whole.

In this episode, Katie talks with co-coaches Kerry Woodcock and Sherry Matheson about their experiences and learnings after over 13 years of co-coaching together. Across the episode we explore: The value of co-coaching, what isn't co-coachingHow to shift your attention from yourself as an individual to the power of your relationshipFinding alignment with a new co-coachDeveloping psychological safety and trust when leading with someone new Learning to trust the third entity so that you can respond to what's needed in the momentKerry Woodcock is a faculty member at CRR Global, principal of CRR Global Canada and alongside being a PCC coach, certified in CTI and ORSC, holds a doctorate in Geography and Environmental Management. Kerry leads change for a world of change — challenging the status quo of those who challenge the status quo! She thrives on working with leaders and organizations that believe that if the world is their work, they had better start at home. They are the innovators, disturbers, challengers, provocateurs, and brink leaders of our world, who believe that it is powerful relationship that creates meaningful change and are willing to do the courageously authentic work it takes to amplify the power of relationship. Sherry Matheson is a faculty member at CRR Global and a PCC coach who believes the key is focusing on relationships.  She develops leaders & teams who create organizational cultures that innovate, driving new ideas, new ventures & creative impactful collaborations.  Sherry brings 26 years of experience working in and with executives, directors, managers & teams in various settings – corporate, legal, government, oil & gas, not-for-profit, engineering, health & wellness & collaborative team leadership development to her coaching, facilitating & consulting services.For over 20 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a timeWe believe Relationship Matters, from humanity to nature, to the larger whole.

SPaMCAST 728 features a discussion with Anjali Leon and Nadezhda Belousova. We discussed their new model, Product Leadership Stances. One of my takeaways was how powerful the model was in helping to develop an understanding of product leadership and then highlighting gaps in how the role is practiced in organizations.  Anjali and Nadezhda's Bios! Anjali Leon is an Agility, Product, and Professional Coach, Collaboration Facilitator, and Trusted Strategic Advisor.  Through her boutique coaching and consulting practice, PPL Coach, She brings her years of experience in technology, leadership, and Agile to help her clients adapt, innovate, and thrive in the new-normal business environment - where the meaning of ‘winning' is quickly being redefined as integrating better business outcomes and our collective well-being. You can experience Anjali's authentic head, hearts and hands approach to product, people, and personal leadership through one of her unique value-driven and values-based coaching programs, workshops, and training. Anjali is an accredited trainer through ICAgile and ProKanban, is a trained co-active coach and is a committed lifelong learner. She is recognized as an inspiring speaker, conference organizer, and community leader. She is co-creator of Product Leadership Stances™, co-founder of HitRefresh – a resilience-building practice, founder of Empowering South Florida Women in Agile, and member of the advisory board for ProKanban.org. Anjali's Profile linkedin.com/in/anjali-leon Website  ppl-coach.com (Company) Twitter thepplcoach4U awakencoach AnjaliLeon Nadezhda Belousova is an Integral Master Coach™ and an independent Enterprise Business Agility Strategist who deeply cares about high-performing scalable businesses with human-centric approach and sustainability at heart. She brings a combination of psychology, multiple professional coaching approaches (ORSC, Solution-Focused coaching, Clean Language, etc.), years of extensive hands-on consulting experience in various industries, and a can-do-all mindset. Nadezhda sees organizations holistically as living systems and enables them to unleash their potential – to evolve, to re-invent themselves, to thrive. She runs a boutique organizational coaching and management consulting practice serving her clients worldwide from Berlin, Germany. Nadezhda is a mentor, speaker and a passionate contributor to a number of professional communities (European Organizational Design Forum, Agile Alliance, Business Agility Institute, etc.). LinkedIn https://www.linkedin.com/in/nadezhdabelousova Product Leadership Website: https://www.productleadershipstances.com/ Re-read Saturday News This week  we re-read Chapter 1 of Extraordinarily Badass Agile Coaching: The Journey from Beginner to Mastery and Beyond (Amazon Associate Link). Chapter 1, Introduction to Badassery in Agile Coaching, is an overview of the book including thoughts on how to read it and a whole lot more. This Week: Week 2: Introduction to Badassery in Agile Coaching  - https://bit.ly/3hcEPMs  Previous Weeks: Week 1: Logistics and Forewords - https://bit.ly/3zoAYlx  A quick advertisement: Controlling work entry requires preparation and knowledge building to establish a path to control work entry (magic wands are normally not available), which is why Jeremy Willets and I have developed a work entry workshop. Interested? Please email us at tcagley@tomcagley.com or willetsjm@gmail.com Next SPaMCAST  In the SPaMCAST 729 let's go back to basics and discuss why it is a rotten idea to have a functional product owner and a technical product owner.  Tony Timbol will also bring his “To Tell A Story” column to the podcast.   

In this episode, Katie talks with CEO of CRR Global, Marita Fridjhon, about how to take the ORSC tools and skills outside of coaching sessions and into our everyday interactions.  Across the conversation we discuss:How to make a difference in the places where we don't coachBringing a different form of collective change through these small yet significant interactionsSmall acts of kindnessThe power of positivityBringing a coaching mindset to our wider community systemsMarita Fridjhon is a co-founder and CEO of CRR Global and mentor to an ever-growing community of practitioners in the field of Relationship Systems work. She designs curriculum and operates training programs in Relationship Systems Work for coaches, executives and teams. She came to this work from an extensive background in Clinical Social Work, Community Development, Process Work, Family Systems Therapy, Business Consulting and Alternative Dispute Resolution. She has an international mentor coaching practice of individuals, partnerships and teams. Her primary focus in coaching is on systemic change, leveraging diversity, creative communication, deep democracy in conflict management and the development of Learning Organizations. For over 20 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a timeWe believe Relationship Matters, from humanity to nature, to the larger whole.

Across 3 episodes in season 4, Katie talks with master coach Lori Shook about  Alchemy: The Art and Science of co-facilitation. Based on ORSC concepts the alchemy approach was designed to help pairs create magical co-deliveries, whether they be co-coaching, co-facilitating, or co-parenting! ​Magical co-facilitation, inspired participants, deep learning – these things don't just happen. However, you can learn the tools and techniques that can help you and your partner to consistently and intentionally create successful, transformative, high-impact learning experiences together. In the final instalment of this 3-part series on alchemy, we explore the power of being conscious and intentional about our impact. Across this conversation we discuss:Why the energy of the facilitators' mattersCreating conscious and intentional emotional fieldsThe magic of Metaskills when co-leadingLori Shook is a pioneer in the coaching world: she jumped into the budding field of coaching in the mid-1990s, earned the designation of Master Certified Coach by 2001 and has been training coaches for over 20 years. Lori has coached small business owners, managers, and executives around the world. She has worked with leaders in a variety of organisations including large multinationals and small to mid-sized businesses. As a pioneer in the coaching world, she was a driving force for the global expansion of coaching as she helped spread CoActive coaching across North America and helped introduce coaching to many countries throughout EMEA.For over 20 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a timeWe believe Relationship Matters, from humanity to nature, to the larger whole.

Across 3 episodes in season 4, Katie talks with master coach Lori Shook about  Alchemy: The Art and Science of co-facilitation. Based on ORSC concepts the alchemy approach was designed to help pairs create magical co-deliveries, whether they be co-coaching, co-facilitating, or co-parenting! ​Magical co-facilitation, inspired participants, deep learning – these things don't just happen. However, you can learn the tools and techniques that can help you and your partner to consistently and intentionally create successful, transformative, high-impact learning experiences together. In part 2 we explore the experiential learning approach. Across this conversation we discuss: How people learnSetting the context and getting by inThe importance of debriefing and finding applicationsThe power of properly on-ramping and off-ramping people in and out of exercisesLori Shook is a pioneer in the coaching world: she jumped into the budding field of coaching in the mid-1990s, earned the designation of Master Certified Coach by 2001 and has been training coaches for over 20 years. Lori has coached small business owners, managers, and executives around the world. She has worked with leaders in a variety of organisations including large multinationals and small to mid-sized businesses. As a pioneer in the coaching world, she was a driving force for the global expansion of coaching as she helped spread CoActive coaching across North America and helped introduce coaching to many countries throughout EMEA.For over 20 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a timeWe believe Relationship Matters, from humanity to nature, to the larger whole.

Across 3 episodes in season 4, Katie talks with master coach Lori Shook about  Alchemy: The Art and Science of co-facilitation. Based on ORSC concepts the alchemy approach was designed to help pairs create magical co-deliveries, whether they be co-coaching, co-facilitating, or co-parenting! ​Magical co-facilitation, inspired participants, deep learning – these things don't just happen. However, you can learn the tools and techniques that can help you and your partner to consistently and intentionally create successful, transformative, high-impact learning experiences together. In part 1 we discuss alchemy and coaching outcomes. Across this conversation we discuss:Why partners need to get aligned on outcomesWhat happens when we're not alignedDesigning our sessions so that everything is in service of the outcomes.Lori Shook is a pioneer in the coaching world: she jumped into the budding field of coaching in the mid-1990s, earned the designation of Master Certified Coach by 2001 and has been training coaches for over 20 years. Lori has coached small business owners, managers, and executives around the world. She has worked with leaders in a variety of organisations including large multinationals and small to mid-sized businesses. As a pioneer in the coaching world, she was a driving force for the global expansion of coaching as she helped spread CoActive coaching across North America and helped introduce coaching to many countries throughout EMEA. For over 20 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a timeWe believe Relationship Matters, from humanity to nature, to the larger whole.

To kick-start a brand-new season of the Relationship Matters Podcast, Katie Churchman talks with Sandra Cain (Director of Curriculum and Senior Faculty at CRR Global) about some updates to the Organizational and Relationship Systems Coaching (ORSC) curriculum. We're living our own work and as a consequence, our materials, tools and understanding of systems keeps emerging. This conversation covers a range of updates to the ORSC curriculum that have emerged over the last few years including:The addition of the 5 principles of RSI to the ORSC curriculumUpdates to paper constellations set-up and the scenarios used across the modulesStructural changes to the deep democracy tool from the intelligence module that aim to make it a more accessible and user-friendly tool.Integrating Meet Reveal Align and Act into the systems integration model as a way to create a coaching plan and act as a map for where you are in the coaching process.Sandra Cain coaches individuals, pairs and teams around the world. Her background includes 15 years of experience at American Express with a variety of leadership and personal development roles. In addition to leading the CRR Global Core Curriculum, she is also Associate Director of the Certification Program and on faculty for The Coaches Training Institute. Her stand for this work is that since we're already in relationships, we might as well be conscious and intentional about who we are, what we do and how we live.For over 20 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a timeWe believe Relationship Matters, from humanity to nature, to the larger whole.

In this collection of bonus episodes, we're looking at the concept of Worldwork, which embraces the idea that we are continuously impacting the world, whether we are conscious of it or not. Whilst Worldwork can involve big acts of altruism and community spirit, it always starts with self. Across the course of these 5 bonus episodes, you will be hearing from Worldworkers from across the globe, who have all used ORSC tools in very different ways tools to serve their wider communities.  In this podcast, Katie talks with Yan Zhang about her Worldwork project: Teach for China and Team Cohesion. Teach for China is a non-profit organisation that recruits outstanding Chinese and American college graduates and trains them to serve as full-time teachers in under-resourced Chinese schools. Across the episode, Yan talks about her learnings and insights after working with the operations team at Teach for China, who were looking to build more connection, role clarity and team cohesion.Yan Zhang is a leadership coach and team coach with over 15 years of experience as a senior executive at Fortune 500 and startup companies in China, across financial services, data & information, education, media, e-commerce, and investment banking. Her coaching philosophy is to inspire and empower people and organization with love, she leverages the professional skills of executive coaching, and team coaching to support company executives and entrepreneurs to unleash the power of leadership, and ignite teams to build greater trust, manifest collaborative power, and evoke transformation. The Worldwork Project is a key element in the ORSC certification journey. It allows students to apply the ORSC™ materials in the real world and develop themselves as change agents. At CRR Global we hold all our students as change agents and train them to be conscious of what impact they want to make in their world. We believe that everybody's impact –whether conscious or unconscious— sends ripples out into the world. It's up to all of us, as world workers, to keep our communities safe and healthy. For more information about World Work and the ORSC Certification programme click here. We believe Relationship Matters, from humanity to nature, to the larger whole.

In this collection of bonus episodes, we're looking at the concept of Worldwork, which embraces the idea that we are continuously impacting the world, whether we are conscious of it or not. Whilst Worldwork can involve big acts of altruism and community spirit, it always starts with self. Across the course of these 5 bonus episodes, you will be hearing from Worldworkers from across the globe, who have all used ORSC tools in very different ways tools to serve their wider communities.  In this podcast, Katie talks to Brandon Raines about his Worldwork Project: assisting Girl Scouts to continue their journey to become future leaders. Brandon's coaching plan focused on providing the girls with tools and competencies geared towards finding alignment. Throughout the discussion, Brandon discusses his key learnings, including overcoming his fear to allow the system to be creative, intelligent and resilient and trusting the system. Brandon Raines is an Organization Design and Enterprise Coach who has worked with public and private entities, both large and small.  He has helped organizations and individuals emerge from near failure to thriving models of success.  Brandon is a noted author, speaker and presenter on topics of leadership, organization design and teamwork.  Brandon is a Certified Enterprise Coach with the Scrum Alliance.  He is also trained and certified in Organization Relationship Systems Coaching and certified by the Disney Institute in Customer Relationships. Brandon has a deep background in Information Technology organizations as a Software Developer.  Brandon has also served as Chief Operating Officer for a mid-size company where he instituted many organizational and leadership practices.  The Worldwork Project is a key element in the ORSC certification journey. It allows students to apply the ORSC™ materials in the real world and develop themselves as change agents. At CRR Global we hold all our students as change agents and train them to be conscious of what impact they want to make in their world. We believe that everybody's impact –whether conscious or unconscious— sends ripples out into the world. It's up to all of us, as world workers, to keep our communities safe and healthy. For more information about World Work and the ORSC Certification programme click here.We believe Relationship Matters, from humanity to nature, to the larger whole.

In this collection of bonus episodes, we're looking at the concept of Worldwork, which embraces the idea that we are continuously impacting the world, whether we are conscious of it or not. Whilst Worldwork can involve big acts of altruism and community spirit, it always starts with self. Across the course of these 5 bonus episodes, you will be hearing from Worldworkers from across the globe, who have all used ORSC tools in very different ways tools to serve their wider communities. In this episode, Katie talks with Stephen Light and Jeffrey Wotherspoon about their Worldwork project: why inclusion is key to leveraging and honouring diversity. Across the conversation, Stephen and Jeffrey use their own relationship as a model for exploring what inclusion really means and how diversity is wasted when inclusion is not present. The intention of their work is to help people in organisations feel safe to speak up and shift outdated limiting ways of working that prevent the organisational culture from truly thriving. Ultimately, they want to ensure that everyone who is at the party is invited to dance…Stephen Light is a Master Coach and certified ORSC coach with over 21 years of experience. Stephen works in major corporates at all levels, from CEOs and their Boards through to new leadership. He facilitates leadership programmes growing leadership capability to drive a high-performance culture. Stephen is highly skilled in creating engagement and facilitating learning in person and in the virtual space. Stephen coaches executives and teams, moving them to being more effective at creating engagement and achieving results. His driving philosophy is, “If you want something you have never had, you need look in places that you never look in and you have to do something you have never done. Jeffrey Wotherspoon is an Executive and Leadership Coach accredited with both the Internal Coaching Federation at Professional Certified Coach (PPC) level and with the Association for Coaching at a Professional Executive Coach level. He is also an International Trainer/ facilitator  and Conflict Resolution Specialist with a Psychology BSc (Hons). Jeffrey works with a full range of professional roles from C-Suite executives to those early on in their careers and across the private, public and voluntary sectors. In addition, Jeffrey also coaches those who would not ordinarily have access to coaching, including young men in prison and underrepresented young women. He is active in a range of pro bono roles, sitting on the Advisory Board for ‘Culture at Work'- a leading global Coaching company that offers Coach Training to Senior Executives worldwide; and as a Trustee for two charities Peer Power' and Jubilee ‘Primary School'.The Worldwork Project is a key element in the ORSC certification journey. It allows students to apply the ORSC™ materials in the real world and develop themselves as change agents. At CRR Global we hold all our students as change agents and train them to be conscious of what impact they want to make in their world. We believe that everybody's impact –whether conscious or unconscious— sends ripples out into the world. It's up to all of us, as world workers, to keep our communities safe and healthy. For more information about World Work and the ORSC Certification programme click here. We believe Relationship Matters, from humanity to nature, to the larger whole.

In this collection of bonus episodes, we're looking at the concept of Worldwork, which embraces the idea that we are continuously impacting the world, whether we are conscious of it or not. Whilst Worldwork can involve big acts of altruism and community spirit, it always starts with self. Across the course of these 5 bonus episodes, you will be hearing from Worldworkers from across the globe, who have all used ORSC tools in very different ways tools to serve their wider communities.  In this episode, Katie talks with Jie Zhou about her Worldwork project: championing emotions in Chinese corporations. Jie's project was inspired by her experiences living and working in China. From a young age, Jie was encouraged to keep positive AND negative emotions to herself, especially in the workplace. Her world work project aimed at encouraging her, her colleagues and her clients to speak out more about various emotions and expectations in order to create deeper mutual understanding and better relationships. Jie Zhou is a leadership trainer and team coach and CRR Global faculty. After working for 20+ years in government, start-up and multinational corporations, she realized the value of unleashing individual and team leadership potential. Encouraged by her hands-on coaching and training experiences for her team, she made career change from Strategy, Market & Technology Head to a freelance coach and trainer. She has a bachelor degree of finance from Fudan University and an MBA from Darden Business School at University of Virginia, USA.The Worldwork Project is a key element in the ORSC certification journey. It allows students to apply the ORSC™ materials in the real world and develop themselves as change agents. At CRR Global we hold all our students as change agents and train them to be conscious of what impact they want to make in their world. We believe that everybody's impact –whether conscious or unconscious— sends ripples out into the world. It's up to all of us, as world workers, to keep our communities safe and healthy. For more information about World Work and the ORSC Certification programme click here. We believe Relationship Matters, from humanity to nature, to the larger whole.

In this collection of bonus episodes, we're looking at the concept of Worldwork, which embraces the idea that we are continuously impacting the world, whether we are conscious of it or not. Whilst Worldwork can involve big acts of altruism and community spirit, it always starts with self. Across the course of these 5 bonus episodes, you will be hearing from Worldworkers from across the globe, who have all used ORSC tools in very different ways tools to serve their wider communities.  In this episode, Katie talks with Mélanie Rouppe van der Voort about her Worldwork project: improving the social and economic Position of Immigrant Women in the Netherlands. As both the ORSC Certification Program and the Covid-19 pandemic coincided for Melanie, she had to be creative in finding clients and doing her WWP. Due to the huge societal impact of the pandemic, she felt drawn to the work of a Dutch foundation, whose name when translated literally means Women's Power. Melanie has huge respect for the work that the women do at the foundation because they give their community members – predominantly immigrant women with non-western backgrounds – a voice and a platform to build a life in the Netherlands. The founders and most important change agents have shown that they are able to turn hopelessness, fear and frustration into courage and engagement.Melanie Rouppe van der Voort is a certified coach and in addition to her private coaching practice, has been working in the financial industry for over 25 years. With her legal and change management background, she is currently working for the Expert Centre of Governance, Behaviour and Culture at the Dutch Central Bank. She has been married to her husband Willem for over 22 years and together they have a 17-year-old son and 14-year-old daughter. The Worldwork Project is a key element in the ORSC certification journey. It allows students to apply the ORSC™ materials in the real world and develop themselves as change agents. At CRR Global we hold all our students as change agents and train them to be conscious of what impact they want to make in their world. We believe that everybody's impact –whether conscious or unconscious— sends ripples out into the world. It's up to all of us, as world workers, to keep our communities safe and healthy. For more information about World Work and the ORSC Certification programme click here. We believe Relationship Matters, from humanity to nature, to the larger whole.

Conversations on Cancer is a 6-part mini-series on the Relationship Matters podcast focusing on finding Right Relationship with life-threatening illness. Across the 6 episodes, Faith Fuller and Katie Churchman talk with survivors & caregivers from around the world about their relationship with life-threatening illness. In this episode, Katie talks with Marita Fridjhon and Daphne Taylor about what it means to be in right relationship when one is a caregiver.Daphne Taylor is ORSC faculty and was Front of Room and certification faculty over a period of 13 years, and is now part of the team producing CRR Global's new Systemic Supervision program. Her husband, Paul,  was diagnosed with terminal brain cancer in 2015 and given 12-18 months to live. They had been married for 34 years and had a strong, loving relationship and were just emerging from the years of child-rearing to planning exciting adventures ahead. Paul lived for 18 months and died in a hospice, just after his 60th birthday in 2017.Marita Fridjhon is co-owner and CEO of CRR Global and mentor to an ever-growing community of practitioners in the field of Relationship Systems work. Her business and life partner Faith Fuller was diagnosed with stage 4 Uterine Cancer in September 2021. She is currently in remission.

Conversations on Cancer is a 6-part mini-series on the Relationship Matters podcast focusing on finding Right Relationship with life-threatening illness. Across the 6 episodes, Faith Fuller and Katie Churchman talk with survivors & caregivers from around the world about their relationship with life-threatening illness. In this epsiode, Faith and Katie are talking with Mish Middleman about right relationship with prostate cancer and male identity.Mish Middelmann was the founding CEO of Praxis Computing, a hi-tech start-up in the 1990s, and then became a systems coach, brought ORSC to Africa in 2012 and is now a part of the CRR Global faculty, both leading ORSC courses and supervising certification students worldwide.  Mish was an apparently very fit and healthy 61-year-old when he was lucky enough to be diagnosed with prostate cancer just before it spread beyond his prostate gland. After being bewildered by the complete absence of a roadmap for recovery from the side effects of his treatment, he created www.recoveringman.net, where he, his partner and many other prostate cancer survivors share their stories very frankly and intimately, as they unfold. This has also led to a global Recovering Men support group – a space of live conversation, vulnerable strength and openness.

Conversations on Cancer is a 6-part mini-series on the Relationship Matters podcast focusing on finding Right Relationship with life-threatening illness. Across the 6 episodes, Faith Fuller and Katie Churchman talk with survivors & caregivers from around the world about their relationship with life-threatening illness. In this episode, Faith and Katie talk with Sally Waters about what it means to be in right relationship with death when a diagnosis is terminal.Sally Waters is a retired mediator and ORSC coach. She has a wife and 3 kids aged 17, 21 and 26. She was diagnosed with Stage III breast cancer in Jan 2013, and then with Stage IV breast cancer in June 2014 which has spread to her spine.

Mish Middelmann is certified leadership and systemic team coach. Mish is a part of Organisation and Relationship Systems Coaching network (better known as ORSC) and he spent a great weekend with my group teaching us how to apply ORSC principles to our daily work. I stole some of his time to talk about systemic coaching in tech organizations.And I learned a valuable lesson – never do an interview with a coach – for every question you throw at them, they will respond with two for you

Ingredients for a Successful Relationship with Selling Listen in a Connie Kadansky, The Sales Empowerment Coach shares her ingredients for a Successful Relationship with Selling. Three Key Ingredients:-Know your Value-Know the Value you are providing to your clients -Get comfortable with selling, you are solving people's problems with your offering. Connie Kadansky is The Sales Empowerment Coach who provides customized sales coaching in diverse industries. She coaches salespeople on their relationship with sales, so they reframe selling in an empowering way. She is a recognized expert in identifying and eliminating Sales Call Reluctance™, the emotional hesitation to prospect and self-promote. She helps salespeople get their “ask” in gear. She has been interviewed by the Wall Street Journal, Bloomberg Business, and Forbes. Thousands of sales pros have been through her programs, benefitting from increased sales and enriched career satisfaction. Connie is a Master Certified Coach, an ORSC trained coach, and a Positive Intelligence® Certified Mental Fitness Coach. For more information about Connie Kadansky: https://www.exceptionalsales.com/ To learn more about Julie Riga and her mission to Stay On Course, visit her website: www.julieriga.comJulie Riga is a certified coach, trainer, speaker and author with over 20 years of experience in the Pharma Industry. Julie's education is vast with studies that include business, communications, training and executive coaching. Julie started on this journey because she had a strong desire to pass on the knowledge and skills passed on to her by her father, Ennio Riga, and inspirational man who taught her how to keep going irrespective of the challenges that life may present you with. Based in New Jersey, Julie have travelled the world supporting corporations, business leaders and individuals on their journey of empowerment and growth.

This week, Lucinda talks to mental health consultant and psychotherapist, Petra Velzeboer, about the practical and relevant topic of how we can create healthy workspaces through bringing our mental health strategy to life via behaviours, leadership and other methods. KEY TAKEAWAYS Toxicity can manifest itself in many ways, such as rules and leadership styles, and can affect how comfortable people are in bringing their full selves to work. Far too often, we only approach mental health issues when a crisis has already surfaced. However, mental health issues affect everybody at all times, and the strategies should be something we are constantly maintaining. The first step in creating a truly inclusive atmosphere in the workplace, is to make sure that all departments are communicating effectively. The strategy must be a holistic one. We should not be on the look out for signs and symptoms all the time. We must not confuse a "Wellness Week" with a "Sickness Week". Look for ways to reinforce positive psychology. BEST MOMENTS 'There are weird similarities between a cult environment and a toxic workplace' 'Mental health is about everybody' 'How do we align all of this and bring it all together?' 'What about talking about thriving, connection, belonging?' VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group How to Prioritise Self-Care (The HR Uprising) How To Be A Change Superhero - by Lucinda Carney HR Uprising Mastermind - https://hruprising.com/mastermind/   www.changesuperhero.com www.hruprising.com          Petra Velzeboer - https://www.petravelzeboer.com About The Guest Petra is a renowned mental health expert, TedX speaker and CEO of mental health consultancy, PVL. She captures, surprises, and inspires audiences with her incredible story of transforming adversity into advantage, and challenges them to take responsibility for their mental health.  Petra is a psychotherapist with an MSc in Psychodynamics of Human Development and is a qualified ORSC & CTI Certified Coach. She speaks around the globe and virtually on a variety of topics relating to mental health including Resilience, stress management and burnout prevention Leadership & psychological safety for healthy teams Wellbeing through change and uncertainty  Parenting and young people's mental health Instagram- @petra.velzeboer  Linkedln- @petravelzeboer ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up' together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising See omnystudio.com/listener for privacy information.

**find the video podcast of this episode here: https://youtu.be/NYtdlY_aBYg!**Alisia Young interviews Gabriela Casineanu, MSc, MBA, ORSC, the author of Introverts: Leverage Your Strengths for an Effective Job Search & The Key Factor: Understanding the Employer's Perspective on Hiring (see bio below).Resources Recommended by Gabriela: Introverts: Leverage Your Strengths for an Effective Job Search {Book] Introverts Academy [Free resources, courses, coaching]30 Introvert Strengths List [Download]Networking… The Introvert Way! [Course] Know Yourself: A Self-Confidence Tool [Video] 3 Key Elements to Build a Meaningful Professional Life [Video] Gabriela Casineanu [Coaching, books] Connect & Contact Gabriela:Website -  https://GabrielaCasineanu.comConnect & Contact Alisia:Congrats Superwoman: When You've Climbed the Mountain and Still Don't Feel Good EnoughEat 'N' Live Free Youtube Channel - https://www.youtube.com/channel/UCQfB...Eat 'N' Live Free Website - www.eatnlivefree.comTeach Me Freedom Contact - teachmefreedom2020@gmail.comInstagram: @teachmefreedom2020Gabriela's Bio:Gabriela Casineanu is an award-winning author, professional coach, university instructor, entrepreneur, public speaker, and artist.After 18 years in the technical field (engineering, quality assurance, IT programming), Gabriela found the courage to break free from a field that didn't bring her satisfaction. An MBA and the career shift to system coaching opened her mind and a more fulfilling professional path.Her award-winning book “Introverts: Leverage Your Strengths for an Effective Job Search” includes tips and strategies she developed during a decade of applying a coaching approach to employment and career counselling—helping thousands of professionals through individual coaching and workshops. Nine other books followed, which invite readers to reflect on their own journeys and build more meaningful paths.An introvert herself, passionate about building a better world by tapping into introvert power, Gabriela recently founded the Introverts Academy—an online platform with free resources, courses, and coaching: https://introvertsacademy.orgConnect with Gabriela Casineanu: https://GabrielaCasineanu.com Connect & Contact Alisia: hello@teachmefreedom.ca Teach Me Freedom Website - www.teachmefreedom.ca Eat 'N' Live Free Website - www.eatnlivefree.com

**find the video podcast of this episode here: https://youtu.be/bhnfQXdGI5A!**Alisia Young interviews Gabriela Casineanu, MSc, MBA, ORSC, the author of Introverts: Leverage Your Strengths for an Effective Job Search & The Key Factor: Understanding the Employer's Perspective on Hiring (see bio below).Resources Recommended by Gabriela: Introverts: Leverage Your Strengths for an Effective Job Search {Book] Introverts Academy [Free resources, courses, coaching]30 Introvert Strengths List [Download]Networking… The Introvert Way! [Course] Know Yourself: A Self-Confidence Tool [Video] 3 Key Elements to Build a Meaningful Professional Life [Video] Gabriela Casineanu [Coaching, books] Connect & Contact Gabriela:Website -  https://GabrielaCasineanu.com Connect & Contact Alisia:Congrats Superwoman: When You've Climbed the Mountain and Still Don't Feel Good EnoughEat 'N' Live Free Youtube Channel - https://www.youtube.com/channel/UCQfB...Eat 'N' Live Free Website - www.eatnlivefree.comTeach Me Freedom Contact - teachmefreedom2020@gmail.comInstagram: @teachmefreedom2020Gabriela's Bio:Gabriela Casineanu is an award-winning author, professional coach, university instructor, entrepreneur, public speaker, and artist. After 18 years in the technical field (engineering, quality assurance, IT programming), Gabriela found the courage to break free from a field that didn't bring her satisfaction. An MBA and the career shift to system coaching opened her mind and a more fulfilling professional path. Her award-winning book “Introverts: Leverage Your Strengths for an Effective Job Search” includes tips and strategies she developed during a decade of applying a coaching approach to employment and career counselling—helping thousands of professionals through individual coaching and workshops. Nine other books followed, which invite readers to reflect on their own journeys and build more meaningful paths.An introvert herself, passionate about building a better world by tapping into introvert power, Gabriela recently founded the Introverts Academy—an online platform with free resources, courses, and coaching: https://introvertsacademy.orgConnect with Gabriela Casineanu: https://GabrielaCasineanu.com Connect & Contact Alisia: hello@teachmefreedom.ca Teach Me Freedom Website - www.teachmefreedom.ca Eat 'N' Live Free Website - www.eatnlivefree.com

Samantha Sieverling is a certified coach in ORSC, Agile Coaching, and is also a Certified Scrum Professional – Scrum Master. She also holds a certification in Psychological Safety and achieved her PCC in May of 2020 through the International Coaching Federation. Samantha Sieverling Samantha has been coaching individuals, teams, and couples for four years. She believes that her clients are her north star and her job is to help them discover or rediscover what they want to do in their lives and in their careers – ultimately reconnecting with their dreams and happiness. In individual coaching, she currently specializes in helping individuals who want to improve their lives by having more resilience available to navigate these crazy times. Previously, Samantha worked with developers who were just starting out on their journeys or helping developers find their way to their next level. She has been working in the software industry for over twenty years and has the know-how to help her clients successfully find their way. Samantha also helps teams find psychological safety via coaching and consulting. She is an expert in psychological safety and has created programs that help teams self-organize and find their way to healthy team relationships. Go to Coach Samantha's Website Go to Coach Charlie's Website

For our second episode of Clean @ Work, we are moving on to what is systemic modelling? We cover topics such as: What is the difference between facilitating and systemic (Team) coaching? The difference between ORSC and Systemic Modelling The history of Clean Language and Systemic Modelling The essence of systemic modelling How we use systemic modelling in an agile context Facilitated by John Barratt and Sarah Baca John is the only agile coach to achieve the much more challenging than it sounds Systemic Modelling Level 1 certification. He spends his time using systemic modelling to help organizations be outcome-focused in the change they are looking for whilst supporting them to be resilient and people-centric. When he is not doing that he is training and mentoring other agile coaches to be the best they can be through his company www.agileaffinity.com. Email: John@Agileaffinity.com Linkedin: https://www.linkedin.com/in/johnbarratt1/ Twitter: @Coachjohnuk Blog: https://medium.com/@CoachJohn Sarah is a leader, speaker, and writer who believes that the only way we can get work done is through relationships. Passionate about growing cultures where it is safe to mess up (aka innovate), Sarah has been leading teams for over a decade. She believes that holistic and systemic growth can happen for individuals and their organizations when people are attracted to a shared irresistible future.  Email: Sarah@sjbaca.com LinkedIn: https://www.linkedin.com/in/sarahjbaca/ Twitter: https://twitter.com/sarahndipity03

#136: 山根さんが ORSC というシステムコーチングの研修を受けてきたので、そのお話をしてもらいました！ 冒頭で出たスクラム道関西の Discord はこちら。 毎週月曜日の夜に、よなよな集まって雑談しているので、興味のある方はぜひご参加ください。 https://discord.gg/rfF4ZDRASp Twitter ハッシュタグ #agileradio にご意見ご参考をお聞かせください。

In this episode, Katie talks with ORSC coach and Agile expert Terrance Turpin about micromanagers as a voice of the system. Many managers who are dealing with cross-functional teams can all too easily fall into the habit of micro-managing. They are now removed from the products that previously led to promotion and are now suddenly expected to focus on the people. They find themselves stuck- still looking to be tactical as opposed to working relationally and systemically with their teams. As coaches, as opposed to trying to ‘fix' the individual manager, can we look at the systemic structures that lead to micro-managing and consider what's driving that behavior. Across the episode, Katie and Terrance discuss the biggest challenge for change for functional managers, how coaches can help them to fill the role differently and how to help managers shift from focusing on products to people. Terrance Turpin has over 20 years of experience in Technology and Software Development and is also a CRR USA staff member. Terrance blends Team coaching – supporting teams in clarifying, aligning & co-creating as a diverse but single entity -and Agility coaching – establishing healthy states of flow across an organization by coaching for alignment in structure, processes, environments, and relationships. Terrance believes that the coaching process is one that generates understanding and alignment for the client, their environments, and those they interact with. For over 18 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a time We believe Relationship Matters, from humanity to nature, to the larger whole.

Difference shows us in all shapes, sizes, colors, accents, languages, cultures, classes and backgrounds. So how do we want to be with that difference? In this episode, Ronnie Ndlovu discusses ways we can normalize and acknowledge our differences and use them as an asset for collaboration. After all, if we were all the same, where would innovation, learning and creativity live? Across the episode Ronnie and Katie cover a range of topics including the impact of intolerance, rank and privilege, working with different languages and accents, building empathy and leaning into edges. Ronnie Ndlovu is one of South Africa's first two coaches to certify in the advanced ORSC methodology and be chosen for CRR's international faculty. As a top coach in the southern African region over more than a decade, he serves corporate, individual and non-profit clients throughout the Southern African Development Community (SADC) region find alignment while maximizing productivity and innovation. In addition to his ORSC qualifications, he completed a one-year Co-Active Coach training program in 2007 with the Coaches Training Institute and is an expert in the use of the Enneagram. He is a member of the International Coach Federation (ICF). He has also completed a two-year program on Process Work Facilitation based on Process Orientated Psychology. For over 18 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a time We believe Relationship Matters, from humanity to nature, to the larger whole.

In this episode Katie talks with ORSC faculty leader and CRR Canada partner, Kerry Woodcock about the magic of Metaskills. The concept of metaskills was first introduced by Amy Mindell and has since been enhanced and leveraged in key tools in the ORSC approach. A metaSkill is the attitude, stance, philosophy, or “come from” place that both the leader and team members stand in when doing this work. The intentional use of MetaSkills provides an invaluable skillset that can improve overall performance and connectivity. MetaSkills are like rooms that can be stepped into, which then ‘perfume' the work.  Kerry Woodcock leads change for a world of change, by both holding and challenging leaders, organizations and social systems to amplify the power of relationship—for it is powerful relationship that creates meaningful change. Kerry is an International Coach Federation Professional Certified Coach, certified in Co-active Coaching and Organizational and Relationship Systems Coaching, with a doctorate in Geography and Environmental Management. Kerry's training and research in human and social development is combined with over twenty-five years of practical experience in partnering with leaders and their organizations on their growth and development journeys. She has worked in a range of organizational contexts, from Non-Governmental Organizations to corporations and government in a variety of industries, from Forestry to Energy, and Engineering and Finance to Media and Communications and Libraries, and across cultures, from UK and Spain to Tanzania and Ethiopia and Canada and USA. British-born, she is based in Canada with the world as her playground. She is the Director of Novalda and CRR Canada.For over 18 years, CRR Global has accompanied leaders, teams, and practitioners on their journey to build stronger relationships by focusing on the relationship itself, not only the individuals occupying it. This leads to a community of changemakers around the world. Supported by a global network of Faculty and Partners, we connect, inspire, and equip change agents to shift systems, one relationship at a time We believe Relationship Matters, from humanity to nature, to the larger whole.

In this episode I have a pleasure to talk with my second guest in this podcast Marita Fridjhon the co-owner and CEO of CRR Global. CRR Global is the first ICF accredited systems-inspired coach training provider and the creator of the Organization and Relationship Systems Coaching. I joined the ORSC series a few years ago and it was an eye opener for me as it literally changed the way I work and approach things. It allows me to address challenges organizations face at different level, be able to work with not only teams, but organizations and leaders and later on create the Certified Agile Leadership development program and wrote my new book The Agile Leader. Marita and her work is my inspiration from then and I keep following her talks, podcast and books.

In this collection of bonus episodes, we’re looking at the concept of World Work, which embraces the idea that we are continuously impacting the world, whether we are conscious of it or not. Whilst World Work can involve big acts of altruism and community spirit, it always starts with self. Across the course of these 4 bonus episodes, you will be hearing from 4 ‘world workers’ from across the globe, who have all used ORSC tools in very different ways tools to serve their wider communities. In this episode, Katie Churchman is talking with Yuri Morikawa about how she has brought ORSC to the world in many different ways- personally and professionally, individually and collectively. Over the course of this episode Yuri takes us on a journey of discovery, expressing the many ways she has used ORSC in her life: firstly, by bringing ORSC to Japan and forming CRR Japan; she then discusses working directly with relationship expert John Gottman to bring new life into her marriage; then finally Yuri explains how she actively uses the ORSC tools to help NGOs work more effectively with survivors of human trafficking or as she calls them in this episode ‘survivor leaders.’Yuri has been an active player in the professional coaching field since 2004. She has trained and coached more than 1000 leaders and coaches globally from various backgrounds, such as corporate executives, NGO leaders, business owners, independent professionals, and dream seekers of their own. For more information about the Kamonohashi project and the Survivors Leadership Programme, please click here.

In this collection of bonus episodes, we’re looking at the concept of World Work, which embraces the idea that we are continuously impacting the world, whether we are conscious of it or not. Whilst World Work can involve big acts of altruism and community spirit, it always starts with self. Across the course of these 4 bonus episodes, you will be hearing from 4 ‘world workers’ from across the globe, who have all used ORSC tools in very different ways tools to serve their wider communities. In this episode, Katie Churchman is talking with Jess Sedler about she blended ORSC with performance and cabaret, in what she has categorized as her first ‘Ted Talk’ cabaret.Jess is an ICF accredited systemic coach and facilitator in both private and not-for-profit sectors. Through her brand ‘Self and System’ she coaches leaders and teams, as well as family systems, to develop their relational intelligence and build strong and intentional communication skills. Jess originally trained as an actress which helps her work practically and holistically with clients in terms of their impact. As an actress, she worked in theatre in the UK and around Europe. She co-founded cabaret ensemble The Ruby Dolls and together, they have written, performed and produced five full-length cabaret theatre shows in four-part harmony to sold-out audiences across London, as well as critically acclaimed runs at the Edinburgh Festival. 

In this collection of bonus episodes, we’re looking at the concept of World Work, which embraces the idea that we are continuously impacting the world, whether we are conscious of it or not. Whilst World Work can involve big acts of altruism and community spirit, it always starts with self. Across the course of these 4 bonus episodes, you will be hearing from 4 ‘world workers’ from across the globe, who have all used ORSC tools in very different ways tools to serve their wider communities. In this episode, Katie is talking with Keiko Muramatsu about how she used ORSC tools in sports. Keiko is a co-representative and faculty member of CRR Global Japan and the founder of THRIVE. Thrive sees supporting people and teams as just the starting point and believes that their transformation impacts the world beyond themselves.  Prior to her coaching career, Keiko played lacrosse for Japan in the world cup and went on to be the General Manager of Japan’s women’s U-19 team. As part of her ORSC certification journey, Keiko began using ORSC tools to coach the young lacrosse players, and also the wider systems that they were involved in. 

In this collection of bonus episodes, we’re looking at the concept of World Work, which embraces the idea that we are continuously impacting the world, whether we are conscious of it or not. Whilst World Work can involve big acts of altruism and community spirit, it always starts with self. Across the course of these 4 bonus episode, you will be hearing from 4 ‘world workers’ from across the globe, who have all used ORSC tools in very different ways tools to serve their wider communities.   In this episode, Katie Churchman is talking with Wael El Helou. Wael is a Director at “trace and the former Director of CRR Lebanon From managing one corporate transformation to another, Wael has led a multi-disciplinary corporate career that, combined with an eloquent passion to make a difference, has led him to co-found “trace and to dedicate his life to making people and organizations stronger than their challenges.During this podcast, Wael discusses how he used ORSC tools to help open up a dialogue between Lebanon students and Syrian Refugees. Lebanon has the largest per capita population of Syrian refugees in the world. As of 2020, the Lebanese government estimates their country hosts 1.5 million Syrian refugees. 

In this collection of bonus episodes, we’re looking at the concept of World Work, which embraces the idea that we are continuously impacting the world, whether we are conscious of it or not. Whilst World Work can involve big acts of altruism and community spirit, it always starts with self. Across the course of these 4 bonus episodes, you will be hearing from 4 ‘world workers’ from across the globe, who have all used ORSC tools in very different ways tools to serve their wider communities.  

Welcome to ORSC LAB episode 8 of the Agile Uprising podcast. Host Leslie Morse chats with our guest Nasya Miller on the topic of Time Spirits. Nasya is a Facilitator, Educator, Relationship Systems Coach, and Life Coach based in Chicago. If you enjoyed this episode, please give us a review, a rating, or leave comments on iTunes, Stitcher or your podcasting platform of choice. It really helps others find us.  Much thanks to the artist Krebs from Machine Man Records who provided us our outro music free-of-charge!  If you like what you heard, check out these links to find more music you might enjoy! If you’d like to join the discussion and share your stories  please join Coalition.AgileUprising.com Looking for real-time interaction and conversation with other practitioners?  Jump into the fray at our Discord Server! We at the Agile Uprising are committed to being totally free.  However if you'd like to contribute and help us defray hosting and production costs we do have a Patreon.  Who knows, you might even get some surprises in the mail!

This episode is another in the ORSC LAB series. Host Leslie Morse chats with Shaila Reddy. Shaila is an ORSC trained and certified coach that is on a journey of transforming organizations by providing thought leadership, consulting, training and coaching in Lean, Agile, Systems Thinking, Design Thinking, Scaling Agility and DevOps. --- If you enjoyed this episode, please give us a review, a rating, or leave comments on iTunes, Stitcher or your podcasting platform of choice. It really helps others find us.  Much thanks to the artist Krebs from Machine Man Records who provided us our outro music free-of-charge!  If you like what you heard, check out these links to find more music you might enjoy! If you’d like to join the discussion and share your stories  please join Coalition.AgileUprising.com Looking for real-time interaction and conversation with other practitioners?  Jump into the fray at our Discord Server! We at the Agile Uprising are committed to being totally free.  However if you'd like to contribute and help us defray hosting and production costs we do have a Patreon.  Who knows, you might even get some surprises in the mail!

Veronica King is a master facilitator, executive coach and social justice advocate based in Johannesburg. She is the founder and CEO of Emuthini Consulting which she established in 2002.   She draws on her extensive organizational experience at the senior executive level to work primarily with issues of inclusion and diversity with both private and public sector clients.  She shared what it was like to begin her career under Apartheid and how she found her authentic self by letting go of needing to make whites comfortable.  Nina and Veronica got real about how rank showed up in their conversation and where Nina's white lens limits her understanding of Veronica's experience.  It was obvious in this conversation that her work is driven by a deeply held commitment to social justice and transformation.Resources Emuthini Consulting White Fragility by Robin Diangelo How to be Anti-Racist by Ibram X Kendi Octavia Butler Caste by Isabel Wilkerson Nina Simonds Coaching Peer Groups My Grandmother's Hands by Resmaa Menakem 

  Welcome to ORSC LAB episode 6 of the Agile Uprising podcast. Leslie Morse hosts today's conversation along with ORSC LAB member Andrew Leff. They chat with guest Mike Holton. Mike is an enterprise agile coach and transformation consultant. He is both a Co-Active Professional Coach as well as ORSC Trained and Certified. If you enjoyed this episode, please give us a review, a rating, or leave comments on iTunes, Stitcher or your podcasting platform of choice. It really helps others find us.  Much thanks to the artist Krebs from Machine Man Records who provided us our outro music free-of-charge!  If you like what you heard, check out these links to find more music you might enjoy! If you’d like to join the discussion and share your stories  please join Coalition.AgileUprising.com Looking for real-time interaction and conversation with other practitioners?  Jump into the fray at our Discord Server! We at the Agile Uprising are committed to being totally free.  However if you'd like to contribute and help us defray hosting and production costs we do have a Patreon.  Who knows, you might even get some surprises in the mail!

In this 5th episode of our ORSC Lab Series, host Billie Schuttpelz chats with Leslie Morse about Leslie's journey with agile, ORSC, and her career in coaching.   Disturbance's ally, crazy wisdom, and lion's roar all make an appearance. Along with wine and bourbon. If you enjoyed this episode, please give us a review, a rating, or leave comments on iTunes, Stitcher or your podcasting platform of choice. It really helps others find us.  Much thanks to the artist Krebs from Machine Man Records who provided us our outro music free-of-charge!  If you like what you heard, check out these links to find more music you might enjoy! If you’d like to join the discussion and share your stories  please join Coalition.AgileUprising.com Looking for real-time interaction and conversation with other practitioners?  Jump into the fray at our Discord Server! We at the Agile Uprising are committed to being totally free.  However if you'd like to contribute and help us defray hosting and production costs we do have a Patreon.  Who knows, you might even get some surprises in the mail!

In this episode, Katie Churchman talks with ORSC coach and Agile expert Terrance Turpin. Terrance has over 20 years of experience in Technology and Software Development and is also a CRR USA staff member. Terrance blends Team coaching – supporting teams in clarifying, aligning & co-creating as a diverse but single entity -and Agility coaching – establishing healthy states of flow across an organization by coaching for alignment in structure, processes, environments, and relationships. Terrance believes that the coaching process is one that generates understanding and alignment for the client, their environments, and those they interact with. In this episode, Terrance and Katie discuss some of the synergies between ORSC and Agile Coaching; how ORSC and agile are two sides of the same coin; and how a blend of ORSC and Agile can enable organizations to master continuous change.

ORSC Lab Series: Episode 4.  Join host Leslie Morse and Billie Schuttpelz as they sit down with coach Paul Tevis to discuss his coaching experience.  Enjoy! If you enjoyed this episode, please give us a review, a rating, or leave comments on iTunes, Stitcher or your podcasting platform of choice. It really helps others find us.  Much thanks to the artist Krebs from Machine Man Records who provided us our outro music free-of-charge!  If you like what you heard, check out these links to find more music you might enjoy! If you’d like to join the discussion and share your stories  please join Coalition.AgileUprising.com Looking for real-time interaction and conversation with other practitioners?  Jump into the fray at our Discord Server! We at the Agile Uprising are committed to being totally free.  However if you'd like to contribute and help us defray hosting and production costs we do have a Patreon.  Who knows, you might even get some surprises in the mail!

In this newest entry into our ORSC Lab Series, host Leslie Morse sits down with Billie Schuttpelz to spotlight her story with agile, ORSC, and her career in coaching.  Enjoy!   Agile Uprising is sponsoring the 12th Annual Give Thanks for Scrum event produced by Agile Boston; for more information click here! If you enjoyed this episode, please give us a review, a rating, or leave comments on iTunes, Stitcher or your podcasting platform of choice. It really helps others find us.  Much thanks to the artist Krebs from Machine Man Records who provided us our outro music free-of-charge!  If you like what you heard, check out these links to find more music you might enjoy! If you’d like to join the discussion and share your stories  please join Coalition.AgileUprising.com Looking for real-time interaction and conversation with other practitioners?  Jump into the fray at our Discord Server! We at the Agile Uprising are committed to being totally free.  However if you'd like to contribute and help us defray hosting and production costs we do have a Patreon.  Who knows, you might even get some surprises in the mail!

In the second episode of our ORSC Lab, the panel of Leslie Morse, Billie Schuttpelz, and Andrew Leff sit down with guest Kat Conner to discuss their coaching journey.  Enjoy!   Agile Uprising is sponsoring the 12th Annual Give Thanks for Scrum event produced by Agile Boston; for more information click here! If you enjoyed this episode, please give us a review, a rating, or leave comments on iTunes, Stitcher or your podcasting platform of choice. It really helps others find us.  Much thanks to the artist Krebs from Machine Man Records who provided us our outro music free-of-charge!  If you like what you heard, check out these links to find more music you might enjoy! If you’d like to join the discussion and share your stories  please join Coalition.AgileUprising.com Looking for real-time interaction and conversation with other practitioners?  Jump into the fray at our Discord Server! We at the Agile Uprising are committed to being totally free.  However if you'd like to contribute and help us defray hosting and production costs we do have a Patreon.  Who knows, you might even get some surprises in the mail!

Today we're launching a new series titled the ORSC Lab; this series is a discussion around the Organizational and Relationship Systems Coaching course and practices, and we're going to be involving various members of both the coaching and agile community. Our first episode in this series is an introductory conversation between Leslie Morse, Billie Schuttpelz, and Andrew Leff. Enjoy! Agile Uprising is sponsoring the 12th Annual Give Thanks for Scrum event produced by Agile Boston; for more information click here! If you enjoyed this episode, please give us a review, a rating, or leave comments on iTunes, Stitcher or your podcasting platform of choice. It really helps others find us.  Much thanks to the artist Krebs from Machine Man Records who provided us our outro music free-of-charge!  If you like what you heard, check out these links to find more music you might enjoy! If you’d like to join the discussion and share your stories  please join Coalition.AgileUprising.com Looking for real-time interaction and conversation with other practitioners?  Jump into the fray at our Discord Server! We at the Agile Uprising are committed to being totally free.  However if you'd like to contribute and help us defray hosting and production costs we do have a Patreon.  Who knows, you might even get some surprises in the  

In this episode, Faith Fuller and Katie Churchman are discussing ways we can integrate Organizational Relationship Systems Coaching (otherwise known as ORSC) into our work and into our lives. If you already have an established coaching or consultancy practice, how might you benefit from ORSC? And how can you seamlessly blend ORSC into what you’re already doing?

16. Bölümde konuğum İnsan Kaynakları Gelişim Danışmanı ve Takım Koçu Gezin Cankat Acarbay. Bu bölümde Vuca'da Takım Olmak konusunu konuştuk. VUCA , İngilizce Volatility (değişken), Uncertainty (belirsiz), Complexity (karmaşık) ve Ambiguity (muğlak) kelimelerinin birleşmesinden oluşuyor ve aslında günümüzün kaotik dünyasını tarifliyor. Çok verimli bir bölüm oldu bir çok şey öğreneceğiniz bir bölüm oldu. Ayrıca konuğumun bir diğer özelliği podcastin ilk kadın konuğu olması:) 00:00 - Açılış ve Gezin Cankat Acarbay'ı tanıyoruz. 04:33 - Takım koçluğu nedir? ORSC nedir? https://www.linkedin.com/pulse/organizasyon-ve-ili%C5%9Fki-sistemleri-ko%C3%A7lu%C4%9Fu-orsc-derya-duman/ 07:37 - Bire bir yönetici koçluğundan takım koçluğunun farkı nedir? 10:42 - Takım koçluğunun takıma ve kuruma ne gibi faydaları var? 12:44 - VUCA tanımı ve açılımı. 13:44 - İyi ve verimli bir takım nasıl ortaya çıkar? İyi bir takımın özellikleri. 22:16 - VUCA kimlerin işine gelmiyor? Öğrenme çevikliği - https://www.cornerstone-group.com/2018/08/23/learning-agility/ 24:25 - Neden VUCA'da takım olmak? Simon Sinek - https://simonsinek.com/commit/huddle-how-to/ Çalışma ortamlarının değişimi üzerine öngörüler Duygusal Zeka - Daniel Goleman - https://www.kitapyurdu.com/kitap/isbasinda-duygusal-zeka/23265.html 33:35 - Takım liderinin önemi VUCA'da liderlik nasıl olacak? 37:57 - Takımlar hemen takım oluyorlar mı? 40:04 - Özet - İletişim bilgileri - Kitap önerisi Gezin Cankat Acarbay - gezin.cankat@gmail.com https://www.linkedin.com/in/gezin-cankat-acarbay-23a76525/ Şiddetsiz İletişim: Bir Yaşam Dili - https://www.kitapyurdu.com/kitap/siddetsiz-iletisim/253037.html Dünya Trendlerini sosyal medya üzerinden takip edip paylaşabilirsiniz. Twitter - https://twitter.com/dunyatrendleri Instagram - https://www.instagram.com/dunya.trendleri/ Linkedin - https://www.linkedin.com/company/d%C3%BCnya-trendleri/ http://www.dunyatrendleri.com/ aykut@dunyatrendleri.com - infodunyatrendleri@gmail.com Twitter - https://twitter.com/aykut_balci

No Paul didn't do a retrospective with the Beatles, but the title seems to fit given the example he gave about a technique called ORSC™ (organization and relationship systems coaching). How you coach the Beatles is different then coaching John, Paul, Ringo and George individually. Paul shares stories about ORSC™ and his facilitation journey. https://thisisretrospectivefacilitation.com/e/17

This week, coach Julia Seal dives into the topic of Change and Change Management as it applies to us and changing ourselves on our happiness coaching journey. We explore why change is hard, why we believe "You can't teach an old dog new tricks" and we find out why it's just so difficult to stick to our goals, our New Year's Resolutions - why we're not like Billy Ocean's song "When the Going gets Tough..."! Discover how we continue to add to our unhappiness and emotional suffering every day just by resisting the Reality of Change. How resisting the reality of impermanence, one of Buddha's 4 Noble Truths, gets us stuck in the Circle of Chaos and Pity City. Knowing how and why our brains resist change holds a key secret for us. Then, find out why changing ourselves is actually NOT HARD > why we're actually good at it... and how to use our current change skills for our happiness coaching! Use the discoveries in Neuroscience, led by William James and Michael Merzenich, to change how we think about our brains in change and how we can use this knowledge to further our self coaching. Then... we "add wood to the fire" just as experienced meditators do, in order to understand why "getting used to being uncomfortable" is such a vital skill in your happiness - why "discomfort is the currency of your dreams. Finally, learn how to coach yourself "over the edge" of your changing horizons by understanding the world of Edge Work from ORSC team coaching - Julia shares an example here from her own self-coaching around procrastinating her To-Do List. And of course, learn more about how the Midlife transition of Menopause is your best opening for this work of change - your best time for metamorphosis, your best chance for deep Happiness, ever! Lastly, Julia briefly wraps up the 17-part Negative Emotions mini-coaching journey within Series 1: Defining - Assessing - Visioning - just so we can see where we are before we embark on our next exciting step. " May you be Happy, May you be Free - there is no better time to coach together!" All free Coaching Tools - https://happiness-matters.coach/free/ Subscribe to Julia's blog Learn more at http://www.happiness-matters.coach or start coaching with us on Facebook at https://www.facebook.com/HappinessMattersCoach/

E45 Steven Fullmer with Blue Sphere Solutions and Enterprise Coach Brad Hugick What is your tribe? Have you identified the group of people that you work effectively with? Has your organization learned to bring the work to the people or are you still bringing the people to the work? Listen to this episode to hear […] The post E45 Steven Fullmer with Blue Sphere Solutions and Enterprise Coach Brad Hugick appeared first on Business RadioX ®.

> Sign Up For Our Newsletter: http://www.firsthuman.com/being-human-newsletter/In this chat with "coachultant" Philippe Guenet, we talk:- "Coachultants"; it's a thing- The importance of coaching the "system" over the individual- The meaning of "Kaizen"- The issue with corporate coaches- How the Agile industry is getting corruptedFor more links:https://www.henko.co.uk/ - Philippe's companyhttps://amzn.to/2yayEz3 - Kaizen Foreverhttps://bit.ly/2A0SC0B - Pioneers, Settlers and Town Plannershttps://www.crrglobal.com/ - Home of ORSC

> Sign Up For Our Newsletter: http://www.firsthuman.com/being-human-newsletter/In this chat with "coachultant" Philippe Guenet, we talk:- "Coachultants"; it's a thing- The importance of coaching the "system" over the individual- The meaning of "Kaizen"- The issue with corporate coaches- How the Agile industry is getting corruptedFor more links:https://www.henko.co.uk/ - Philippe's companyhttps://amzn.to/2yayEz3 - Kaizen Foreverhttps://bit.ly/2A0SC0B - Pioneers, Settlers and Town Plannershttps://www.crrglobal.com/ - Home of ORSC

> Sign Up For Our Newsletter: http://www.firsthuman.com/being-human-newsletter/In this chat with "coachultant" Philippe Guenet, we talk:- "Coachultants"; it's a thing- The importance of coaching the "system" over the individual- The meaning of "Kaizen"- The issue with corporate coaches- How the Agile industry is getting corruptedFor more links:https://www.henko.co.uk/ - Philippe's companyhttps://amzn.to/2yayEz3 - Kaizen Foreverhttps://bit.ly/2A0SC0B - Pioneers, Settlers and Town Plannershttps://www.crrglobal.com/ - Home of ORSC

If you struggle to run your business and develop relationships in today’s virtual world, we are here to help. Today, Jennifer Britton, author of Effective Virtual Conversations, shares how to break out of the dreaded death by conference call rut and instead create truly engaging groups and conversations. Along with discovering new ways to work with people virtually, you’ll get added value in learning these important skills: How to dissect the ecosystem of virtual learning so you can understand the nine types of learning processes and integrate techniques that keep people engaged Three tools to help you make virtual learning more interactive Platforms that make virtual communication fun, effective and cater to clients’ needs Best practices for virtual one-to-one and group coaching so you can maximize coaching skills and the benefits for your clients   About Jennifer Britton Jennifer Britton, MES, CHRP, CPT, PCC is the author of Effective Group Coaching (Wiley, 2010) and From One to Many: Best Practices for Team and Group Coaching (Jossey-Bass, 2013). An expert in the area of group coaching and team development and a performance improvement specialist, she founded her company, Potentials Realized, in 2004. Since early 2006, her Group Coaching Essentials teleseminar program, and ICF CCE approved program, has supported hundreds of coaches in the creation and implementation of their own group coaching work. An award-winning program designer, Jennifer is dedicated to supporting groups, teams and organizations in the areas of leadership, teamwork and performance. She is the recipient of the Prism Award for Excellence in Coaching for her support to the Scarborough Hospital (ICF Toronto, 2016) and the 2017 Award of Excellence – Curriculum Design (i4PL) for Coaching and Mentoring: Partnering for Performance and Growth a project with the Scarborough and Rouge Hospitals focusing on coaching and mentoring skills training, and the development of a coaching culture. She draws on almost three decades of experience as an experiential educator and former manager with the United Nations and other humanitarian organizations, with a global client list that spans government, corporate and non-profit sectors, from financial services, to education and healthcare Jennifer is considered a thought leader in the field of coaching groups and teams. Her first book, Effective Group Coaching (Wiley, 2010), was the first to be published on the topic globally, and has been well received by coaches all over the world and is used as a text and/or recommended resource for many coach training programs. She also speaks internationally to groups on topics related to coaching, leadership, teamwork, virtual learning, and capacity building. Her second book, From One to Many: Best Practices for Team and Group Coaching (Jossey-Bass, 2013) has also been widely embraced by the coaching community. Her 2017 book, Effective Virtual Conversations, has found its way into the hands of multiple global learning teams and organizations who are looking to virtualize their conversations - from sales teams, to consumer-packaged goods, to the public sector. An avid writer, Jennifer will be releasing the Coaching Business Builder: Workbook and Planner during summer 2018. It’s part workbook to get clear on your business, part undated planner to capture your thoughts, plans and actions! Jennifer has supported a wide range of clients through coaching, training and speaking services including the Ontario Provincial Police, agencies of the UN, the Canada Public Sector School, multiple banks and hospitals, as well as many different business schools. Credentialed by the International Coaching Federation, Britton was originally trained and certified by the Coaches Training Institute.  She has also completed advanced coaching training in the areas of ORSC and Shadow Coaching. A Certified Performance Technologist (CPT), Britton holds a Masters of Environmental Studies (York University) and a Bachelor of Science in Psychology (McGill). Jennifer divides her time between just north of Toronto in East Gwillimbury, Ontario, and beautiful Muskoka, where she enjoys her next passion - the outdoors. If you join her programs in the summer, chances are, you'll join her lakeside.     Show Notes http://professionalchristiancoachingtoday.com/         

Join Dr. Krister Lowe and today's guest and leading organizational coach--Dr. Faith Fuller--for this episode of The Team Coaching Zone Podcast. Faith Fuller, PhD is Co-Owner and President of CRR Global and The Organization and Relationship Systems Coaching (ORSC) program. CRR Global is an ICF accredited coach training school. She is an experienced Psychologist, Coach and Trainer with 15+ years experience working with organizations, couples and communities. Faith takes a systems approach to coaching. In this episode of the podcast Faith shares her journey as a psychologist into the field of coaching and into working with systems at the individual, pair and collective levels. Themes explored in the podcast include: coaching with a system's lens; 3 levels of system; the 3rd entity; bringing the system into the coaching; the role of conflict in creating organizational and culture change; an overview of the 5 course ORSC series; sustaining change through coaching systems over time; some insights about working with systems coaching across cultures and more. Faith also shares two great stories: one about a disrupter in a team called "The Beach Master" and another involving scaling systems coaching in a county government. This podcast is a wonderful opportunity for team and systems coaches to learn from one of the pioneers in the field and is an episode that you will surely not want to miss!

"South Africa is a beacon for the world" - Acknowledging our painful past and present struggles, Faith appreciates our work with our own diversity and sees ways in which our efforts can inspire others. "How to have a collective dialogue, how to tolerate an opposing narrative and still respect one another" are struggles the ORSC tools can support and CRR Global is keen to bring them into the mix. This podcast is an extract from Mish Middelmann's interview on 9 May 2012 with Faith Fuller, President and co-founder of CRR Global, Inc www.crrglobal.com on the topic of Relationship Systems and South African Business. Click on "Listen Now" below for the (2 minute) podcast. For more about this work, please visit http://www.enterprisecoach.co.za/coach/systems-and-teams.

Advances of modern technologies produce huge amounts of data in various fields, increasing the need for efficient and effective data mining tools to uncover the information contained implicitly in the data. This thesis mainly aims to propose innovative and solid algorithms for data mining from a novel perspective: synchronization. Synchronization is a prevalent phenomenon in nature that a group of events spontaneously come into co-occurrence with a common rhythm through mutual interactions. The mechanism of synchronization allows controlling of complex processes by simple operations based on interactions between objects. The first main part of this thesis focuses on developing the innovative algorithms for data mining. Inspired by the concept of synchronization, this thesis presents Sync (Clustering by Synchronization), a novel approach to clustering. In combination with the Minimum Description Length principle (MDL), it allows discovering the intrinsic clusters without any data distribution assumptions and parameters setting. In addition, relying on the dierent dynamic behaviors of objects during the process towards synchronization,the algorithm SOD (Synchronization-based Outlier Detection) is further proposed. The outlier objects can be naturally flagged by the denition of Local Synchronization Factor (LSF). To cure the curse of dimensionality in clustering,a subspace clustering algorithm ORSC is introduced which automatically detects clusters in subspaces of the original feature space. This approach proposes a weighted local interaction model to ensure all objects in a common cluster, which accommodate in arbitrarily oriented subspace, naturally move together. In order to reveal the underlying patterns in graphs, a graph partitioning approach RSGC (Robust Synchronization-based Graph Clustering) is presented. The key philosophy of RSGC is to consider graph clustering as a dynamic process towards synchronization. Inherited from the powerful concept of synchronization, RSGC shows several desirable properties that don't exist in other competitive methods. For all presented algorithms, their efficiency and eectiveness are thoroughly analyzed. The benets over traditional approaches are further demonstrated by evaluating them on synthetic as well as real-world data sets. Not only the theory research on novel data mining algorithms, the second main part of the thesis focuses on brain network analysis based on Diusion Tensor Images (DTI). A new framework for automated white matter tracts clustering is rst proposed to identify the meaningful ber bundles in the Human Brain by combining ideas from time series mining with density-based clustering. Subsequently, the enhancement and variation of this approach is discussed allowing for a more robust, efficient, or eective way to find hierarchies of ber bundles. Based on the structural connectivity network, an automated prediction framework is proposed to analyze and understand the abnormal patterns in patients of Alzheimer's Disease.