Podcast appearances and mentions of Peter M Senge

Welcome to another episode of "This is Bipolar," where host Shaley Hoogendoorn delves into personal experiences and insights about living with bipolar 2 disorder. Shaley an advocate, teacher, wife, and mother, shares her own journey alongside guest Sara Schley, who brings her perspective as an entrepreneur and grandmother living with the condition. In this episode, they discuss the profound impact of proper diagnosis and the often-long journey to receiving it, emphasizing the importance of understanding the nuances of bipolar disorders, particularly bipolar 2. Shaley and Sara explore the misconceptions about bipolar depression, the challenges of parenting with a mental health condition, and the crucial role of community support in healing and empowerment. Through candid conversation, they aim to break down stigma, offer a supportive hand to those struggling, and showcase how creativity and resilience can emerge even in the face of adversity. Sara also shares information about her upcoming documentary film "Brainstorm," which promises to highlight inspiring stories and cutting-edge research on bipolar disorder. this is bipolar... Connect with us: IG @this.is.bipolar Youtube: this is bipolar channel TT @this.is.bipolar thisisbipolar.com   (00:07:35) Understanding Hypomania (00:11:16) Navigating Anger & Shame (00:12:58) The Reality of Bipolar Depression (00:19:14) Coping with Chronic Mental Illness (00:22:34) Discussing Parenting and Bipolar (00:26:22) The Weight of Suicidal Thoughts (00:39:46) The Making of the BrainStorm Film   Thank you from the bottom of my heart for listening. If this episode or podcast means something to you, I would be forever grateful if you would follow/subscribe the ‘this is bipolar' podcast wherever you listen to your podcasts so you stay up to date. It would also mean the world to me if you gave a 5 ⭐️ star review- this helps the podcast reach those who need to hear it most.  Much love, Shaley xo  About Our Guest: Sara Schley is the author of the acclaimed memoir, BrainStorm: From Broken to Blessed on the Bipolar Spectrum. She is a business consultant, speaker, and author who has led organizational transformations at renowned companies around the world. She is a mother, grandmother, community leader, and has been married to a great guy for twenty-six years. She also has a Bipolar II brain, on the Bipolar Spectrum. Sara has kept this mostly a secret for four decades. Until now. She is choosing to tell her riveting story – from broken to blessed – to save lives, end stigma, and optimize healing for millions. Sara is also the leader of Seed Systems, an international consulting collaborative that she founded in 1994 to create a regenerative, inclusive, and kinder world. She has worked with over 50 enterprises and 1000s of individuals in every sector. A social change entrepreneur, Sara has also co-founded several networks including The SoL Sustainability Consortium, Women in Power, and most recently, WeTheChange. Sara has written two previous books: The Necessary Revolution: How Individuals and Organizations Are Working Together to Create a Sustainable World (Doubleday, 2008), based on her experience convening the SoL Sustainability Consortium and co-authored with business guru Peter M. Senge, and others which was translated into 10 languages; and Secrets of the 7th Day: How Everyone Can Find Renewal Through the Wisdom and Practices of the Sabbath (White Cloud Press, 2014). She has two new manuscripts in the works. Sara travels nationally and internationally for her work. (At least she did before Covid!) In her free time, she enjoys every outdoor sport there is: hiking, skiing, snowshoeing, ice skating, rafting, paddling, sailing, windsurfing, to name just a few. When not on the road or on the water, Sara lives in the hills in Western Massachusetts with her husband, twin teens, and one aging yellow lab. You can find all Sara's current projects here: saraschley.com Brainstorm the Film BrainTalk the Podcast   More about your Host: Shaley Hoogendoorn is a speaker, content creator and currently hosts the popular “this is bipolar” vlog and podcast. She lives with bipolar 2 disorder and shares her story and the stories of others to dismantle the stigma around mental illness.  Shaley is passionate about educating and empowering others about bipolar disorder. She has contributed to publications for Sanctuary Ministries, Psych Central and BP Hope magazine. She hosted a series interviewing women living with mental illnesses at SheLoves Magazine in a series named "Sisters in Mental Illness."  Shaley's greatest hope is that creating safe spaces to connect will give hope and comfort those that struggle.  

In this episode, Steve Fretzin and Chuck Andrews discuss:Challenges in making law firms and businesses scalable and saleableStrategic and mental preparation for business transitionsUnderstanding client needs as a driver for business growthOvercoming personal barriers to achieve professional success Key Takeaways:Many lawyers fail to create saleable practices because they don't view their firms as scalable assets, instead focusing solely on leveraging personal skills.Emotional and psychological unpreparedness for life after selling a business often causes transitions to fail, making mental readiness as crucial as financial planning.Business owners can significantly improve scalability and growth by conducting client surveys to understand why customers choose their services.Identifying and managing personal saboteurs, such as the need to please or overachieve, is essential for breaking patterns that hinder both business and personal progress. "The biggest challenge an attorney has is recognizing that they can build their practice into a saleable practice." —  Chuck Andrews Be That Lawyer is now syndicated on Above the Law! Catch all our new episodes and my monthly column there—spread the word and help us grow: https://abovethelaw.com/ Thank you to our Sponsors!Rankings.io: https://rankings.io/Rainmakers Roundtable: https://www.fretzin.com/lawyer-coaching-and-training/peer-advisory-groups/ Episode References: What Happened to You? by Oprah Winfrey and Bruce D. Perry: https://www.amazon.com/What-Happened-You-Understanding-Resilience/dp/1250223180Wisdom at Work by Chip Conley: https://www.amazon.com/Wisdom-Work-Making-Modern-Elder/dp/0525572902Positive Intelligence by Shirzad Chamine: https://www.amazon.com/Positive-Intelligence-Individuals-Achieve-Potential/dp/1608322785The Fifth Discipline by Peter M. Senge: https://www.amazon.com/Fifth-Discipline-Practice-Learning-Organization/dp/0385517254 About Chuck Andrews: Chuck combines expertise in technology, M&A advisory, and executive coaching, integrating AI-driven solutions into his firm's services. Clients gain from tools like AI-based Value Drivers, a Positive Intelligence mental health app, and leadership development rooted in Vistage Peer Advisory Boards. Connect with Chuck Andrews:  Website: https://ceo15.us/Email: chuck@ceo15.comLinkedIn: https://www.linkedin.com/in/ceo15-cca/Facebook: https://www.facebook.com/chuckCEO15/ & https://www.facebook.com/CAndrewsCEO Connect with Steve Fretzin:LinkedIn: Steve FretzinTwitter: @stevefretzinInstagram: @fretzinsteveFacebook: Fretzin, Inc.Website: Fretzin.comEmail: Steve@Fretzin.comBook: Legal Business Development Isn't Rocket Science and more!YouTube: Steve FretzinCall Steve directly at 847-602-6911  Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it. 

This week on the Build a Vibrant Culture Podcast, Nicole interviews Willie Pietersen. Willie specializes in strategy and the leadership of change, and his methods and ideas-especially strategic learning-are widely applied within the Columbia's executive education programs, and also in numerous corporations. He has served as a teacher and advisor to many global companies, including Aviva, Bausch & Lomb and Boeing.  Willie is the author of three books and numerous articles, and in this episode we'll be looking at his latest book: Leadership - The Inside Story: Time Tested Prescriptions for Those Who Seek to Lead.In this episode, Willie and Nicole talk about: [00:06:38] How Nelson Mandela's personal values led to unprecedented leadership[00:24:29] How philosophy helps us think more clearly and do better work[00:27:52] Four Biases and how being aware of them will help our decision-makingWe are so grateful to Willie for sharing his wealth of knowledge and passion for leadership, strategic learning, and so much more! His insights are sure to inspire professionals and leaders of all kinds to BUILD A Vibrant Culture.Get Willie's book today! https://a.co/d/gHnY1mIWant to know more about Willie?Willie's website: https://williepietersen.com/LinkedIn - https://www.linkedin.com/in/willie-pietersen-286b149/X (formerly Twitter) - https://x.com/WillPietersenFacebook - https://www.facebook.com/williepietersenauthor/Instagram - https://www.instagram.com/williepietersen1/YouTube - https://www.youtube.com/@WilliePietersenAuthorOther books mentioned on this episode:The Fifth Discipline by Peter M. Senge: https://a.co/d/iQLJANLHow Philosophy Can Save Your Life by Marietta McCarty: https://a.co/d/gkpai4vMemory by Hermann Ebbinghaus: https://a.co/d/coxeltfSmart Leaders, Smarter Teams by Roger M. Schwarz: https://a.co/d/ivfJILfThinking, Fast and Slow by Daniel Kahneman: https://a.co/d/1GTZjphThe Origin of Species by Charles Darwin: https://a.co/d/f0fIeXnDon't forget to like, comment, and subscribe to the Build a Vibrant Culture podcast for more insights on creating thriving workplaces!

Mon, 26 Feb 2024 13:11:41 +0000 https://sozial.podigee.io/13-new-episode cc97da3a009aa07ebb3a058d50751b2a Fällt es Sozialarbeitenden schwerer als anderen Berufsgruppen, Fehler zu akzeptieren? «Das ist mir auch schon begegnet, es ist aber nachvollziehbar», sagt Michael Herzig. Soziale Arbeit erfordere ein hohes Mass an Selbstreflexion, Ernsthaftigkeit und Verantwortungsbewusstsein. «Das verträgt sich schlecht mit einer Just-do-it-Kultur und mit Experimentierfreudigkeit.» Dennoch: «Der grösste Fehler in der Sozialen Arbeit ist, partout keine Fehler machen zu wollen», sagt der ZHAW-Dozent. In der zweiten Folge des Podcasts «sozial» zum Thema Fehlerkultur sprechen Michael Herzig und Regula Freuler über dialogisches Qualitätsmanagement, innere Haltung und die trügerische Sicherheit von Checklisten. Fehlerkultur in Ihrer Organisation Die eigene Fehlerkultur zu reflektieren und dabei eine gemeinsame Haltung zu erarbeiten, ist ein relevanter, grundlegender Schritt in der Strategie- und Organisationsentwicklung . Michael Herzig kann Sie dabei professionell begleiten. Schreiben Sie an dienstleistung.sozialearbeit@zhaw.ch oder kontaktieren Sie michael.herzig@zhaw.ch direkt. Literatur und Methoden, die erwähnt werden in dieser Episode: In seinem Buch «The Fifth Discipline» prägte der Verhaltens- und Politikwissenschaftler Peter M. Senge den Begriff der lernenden Organisation. Das englische Original erschien 1990, die deutsche Übersetzung «Die Fünfte Disziplin» liegt im Verlag Schäfer-Poeschel vor. Das Modell der Left-Hand Column nach Peter M. Senge, erklärt von ihm selbst in der MIT Open Library. Chris Argyris, Donald A. Schön: Die lernende Organisation: Grundlagen, Methoden, Praxis. Klett-Cotta, 1999. (Englisches Original: Organizational Learning II. Theory, Method, and Practice. Addison-Wesley, 1996) Mehr über Soziale Arbeit hören und lesen? Wir informieren über News aus Forschung, Studium und Weiterbildung in unserem Newsletter. 13 full no ZHAW Soziale Arbeit

Chapter 1 What's The Fifth Discipline Book by Peter M. SengeThe Fifth Discipline book by Peter M. Senge is a management and leadership book that explores the concept of a learning organization and provides insights and tools for creating and sustaining organizational learning. It was first published in 1990 and has since become a seminal work in the field of organizational development and systems thinking. The book outlines five disciplines that are essential for organizations to become learning organizations: personal mastery, mental models, shared vision, team learning, and systems thinking. It emphasizes the importance of a holistic and systemic approach to understanding and addressing organizational challenges and offers practical strategies for individuals and teams to enhance their learning capabilities.Chapter 2 Is The Fifth Discipline Book A Good Book"The Fifth Discipline: The Art and Practice of the Learning Organization" by Peter M. Senge is widely considered a classic in the field of organizational management and leadership. It has received critical acclaim and has been highly influential since its publication in 1990. The book offers valuable insights on how to build a learning organization through systems thinking, team learning, mental models, shared vision, and personal mastery. If you are interested in understanding and improving the dynamics of organizations, many people would recommend "The Fifth Discipline" as a valuable read.Chapter 3 The Fifth Discipline Book by Peter M. Senge SummaryThe Fifth Discipline: The Art & Practice of The Learning Organization is a non-fiction management book written by Peter M. Senge and published in 1990. The book explores the concept of the learning organization, which Senge defines as an organization where people are continuously expanding their capacity to create results they desire.Senge argues that in the modern world, organizations need to become learning organizations in order to survive and thrive. He introduces five disciplines that are essential for creating a learning organization:1. Systems Thinking: This discipline is based on the idea that organizations are complex systems and that understanding the interrelationships and patterns in these systems is crucial. Systems thinking encourages seeing the bigger picture and identifying the underlying causes of problems rather than just focusing on the symptoms.2. Personal Mastery: Personal mastery is about individuals continually clarifying what is important to them and working towards their visions. It emphasizes the importance of self-awareness, self-discipline, and personal growth. According to Senge, personal mastery is necessary for building a learning organization because learning starts with individuals.3. Mental Models: Mental models are the assumptions and beliefs that people hold about the world. Senge argues that uncovering and challenging these mental models is essential for learning and growth. He encourages individuals and organizations to question their assumptions, challenge their beliefs, and be open to different perspectives.4. Shared Vision: A shared vision is a clear and compelling picture of a preferred future that is shared by everyone in the organization. Senge suggests that a shared vision provides a common purpose and direction, which motivates individuals and aligns their actions. He emphasizes the importance of building a shared vision that is collective rather than imposed by leaders.5. Team Learning: Team learning is about harnessing the collective intelligence and creativity of a group. Senge argues that teams are more powerful than individuals and that effective team learning requires an open and honest communication, active listening,...

This episode of The 10 Minute Leadership Podcast was inspired by an article I found in the Harvard Business Review named "The Praise of the Incomplete Leader." The article was written by Deborah Ancona, Thomas W. Malone, Wanda J. Orlikowski, and Peter M. Senge. This inspiring article talks about how incomplete leaders are in fact complete. The overarching theme of the article has to do with humility, which is a fantastic leadership trait. Have a good listen, and thank you for tuning in!  --- Support this podcast: https://anchor.fm/oren-hertz/support

In today's episode, we make our way to Sacramento, California to hear from Jeff Bennett.Jeff talks about servant leadership, the importance of co-writing a new narrative with our communities and the frustrations that come with shifting a system.I don't know many people who have worked so tirelessly to move our field of ecosystem building forward and Jeff talks openly about the toll that this work has taken on him. Jeff Bennett has been working to build ecosystems at both the local level and the field level. He is the co-founder and president of StartupSac, a small, scrappy nonprofit in Sacramento, California that informs, educates, and connects founders and innovators. He also works to connect and inform ecosystem builders and advance the field across the nation as the co-founder of Ecosystem Builder Hub, an online resource for ecosystem building news and stories. He has written extensively on the topic of ecosystem building and has worked with the Kauffman Foundation, helping to advance the work of ecosystem builders.Listen to the full episode to hear: Why short-term solutions are like playing Whack-A-Mole with the news cycle and why we need education and awareness of systems thinking The kind of leadership required in a systems-focused world The power of storytelling and narrative to help catalyze systemic change in our communities  How we got stuck in a reductionist paradigm and how we can begin to think in complex adaptive systems Why cultivating patience, equanimity, and realistic expectations is necessary for ecosystem builders Learn More About ​​Jeff Bennett: Ecosystem Builder Hub StartupSac Twitter: @DigitalSplash Medium Learn More About Anika Horn: Website: www.socialventurers.com  Instagram: SocialVenturers Newsletter: Sign up for Impact Curator April 14: Burn both ends, register here and tell your friends! Resources: The Startup Community Way: Evolving an Entrepreneurial Ecosystem, Brad Feld and Ian Hathaway The Dawn of System Leadership Frederick Taylor How the Ecosystem Metaphor Influences Entrepreneurship, ESHIP talk by David McConville, 2017 Systems Thinking for Social Change: A Practical Guide to Solving Complex Problems, Avoiding Unintended Consequences, and Achieving Lasting Results, David Peter Stroh The Fifth Discipline: The Art & Practice of the Learning Organization, Peter M. Senge

Some of you that are old enough will remember when doctors, clinics and hospitals were complaining about implementing electronic medical records which we now call EMR.  EMR then advanced and became Electronic Health records or EHR.  EHR is actually more powerful than EMR.  EHR is the term most of us use today. Then, if your product created a report or an image, your company was busy creating links to the electronic records so the report or image could be stored electronically.  Now we take all much of this for granted. Our guest today says that even though EHRs were not intentionally designed to aid clinical informatics “without EHR we would have no AI in healthcare.” Today we dive into the mind of a clinician and researcher who is very involved in clinicial informatics and artificial intelligence.  Our guest today is Ron Li, MD.  Ron is a Clinical Assistant Professor Department of Medical and Hospital Medicine, Stanford University and he is the Medical Informatics Director for Digital Health and Artificial Intelligence Clinical Integration at Stanford Health Care. We learn about how a health care system is investing in efforts to design and implement programs and workflows that incorporate clinical informatics and AI to improve outcomes and reduce costs.  And, we talk about how MedTech fits in. This is our 6th episode related to AI in MedTech.  We have at least one more.  If you have listened to most of these, you will have a good idea as to what is going on in the minds of clinicians, researchers, companies and providers.  This knowledge can help guide you in your career and/or your company's strategies related to informatics, deep learning and its products.  Do your products need an AI component to add more value or do they need to fit into a work flow that is being enhanced by AI? Thanks for listening in today.  If you like this podcast, please refer it to a friend simply by using the share link on your podcast player.  If you want to learn more about the MedTech Leaders community, go to MedTechLeaders.net. Now Go Win Your Week!! Ron's LinkedIn profile link Books Ron recommends: The Fifth Discipline by Peter M. Senge link Cloud Computing: Concepts, Technology & Architecture (The Pearson Service Technology Series from Thomas Erl) by Thomas Erl, Ricardo Puttini, Zaigham Mahmood link Prediction Machines: The Simple Economics of Artificial Intelligence by Ajay Agrawal, Joshua Gans, Avi Goldfarb link Systems Thinking: Managing Chaos and Complexity: A Platform for Designing Business Architecture by Jamshid Gharajedaghi link Ted Newill's LinkedIn Profile link  More Medical Device Success podcasts link Medical Device Success website link  MedTech Leaders Community link Link to Ted's contact page 

#21: Next Generation Leadership - Learning Organizations will be the future with Gary Konarska - Elements of The Fifth Discipline: The Art & Practice of The Learning Organization by Peter M. Senge, Paperback | Barnes & Noble® (barnesandnoble.com) are touched on, as Gary Konarska discusses his career journey to Executive Director and CEO of American Welding Society collecting management & leadership opportunities in Asia, cultural & senior level mentorship, continues learning through time management and value of Life balance. Gary Konarska | LinkedIn

Tivemos um papo super inquieto com o Marcos Daniel Goes que é Co-founder da Haze Shift e, que como um bom inovador & Inquieto que é, sempre se mantém atualizado. Possui Tecnólogo em Processamentos de Dados com ênfase em Engenharia de Software - ESEEI e MBA em Gerenciamento de Projetos - ISAE/FGV. Para você que se identifica com um perfil Inovador & inquieto, sabe que a jornada é cheia de desafios. E uma pessoa com essas características não se conforma muita fácil, está sempre pronta, pois, sabe que sempre terá aprendizados durante a jornada. E se você é um inovador ou inovadora, inquieto ou inquieta, vai gostar de algumas recomendações que o nosso entrevistado compartilhou com a gente. O que o Marcos costuma ler e ouvir para se manter atualizado: Podcast XP Investorcast XP Econocast Livro A Quinta Disciplina: arte e prática da organização que aprende - Peter M. Senge Filmes Star Wars Curtiu?! Aproveita, compartilha e já se conecta com ele pelas redes. Ah, se conecta com a gente também e acompanhe nossos conteúdos!

Pablo Fernandez, Chief Learning Officer at Baker Hughes, discusses how to transform a traditional organization into one that is on the forefront of technology, social issues, and innovation through educational development and an active belief in employees. Pablo comes from a diverse cultural perspective, having been born in Mexico and lived in five different countries. He is passionate about disrupting the education system and using learning as a tool to empower employees.   Key Takeaways [2:45] Pablo had to reflect recently on what he wants his legacy to be. As the world evolves and changes, Pablo’s role as a learning officer also changes regularly. [4:25] We need to make learning a part of work. [6:55] We train people on compliance and integrity without actually telling them why it matters. [10:15] We want people to fail and embrace a learning culture, but we also grade them on performance and other metrics. It’s a tough balance and it creates competing priorities. [13:05] We throw training at a lot of perceived problems instead of developing a system/environment that helps facilitate new learnings. [15:00] Baker Hughes knows they need to embrace clean energy, but when the team has been working on oil and gas for 40-plus years, there are some thinking obstacles in the way that a leader must navigate. [19:05] Baker Hughes wants to transform from a traditional company. Pablo understands where they’re starting from and because of that, he knows it’s important to bring in new talent that helps revolutionize the status quo culture. [20:25] Whenever a new idea gets presented, it’s very quick to ask how much it costs and if the company has the bandwidth to incorporate it, but those are the wrong questions to be asking! They are innovation killers. [24:40] As an intentional citizen, Pablo shares how his different cultural exposure has made him a better leader today. [27:35] Pablo explores whether our society’s worldwide exposure and influence through social media put more or less pressure on an organization’s need for innovation. [32:50] Pablo loves what he does, but like anything, there are good days and there are bad days. Those bad days are a lot easier when they’re connected to a purpose. [38:55] As a young and aspiring leader, it’s important to be aware of what you want. [42:15] Patience is a critical component to changing the world in a dynamic way. [44:25] Listener challenge: Be yourself.   Quotable Quotes “Learning without context is not learning, it’s just knowledge. It’s just information.” “The truth hurts. The truth is not something that’s easy to digest.” “We have created systems within companies that are ready to kill innovation and ready to kill bright ideas.” “We need to think about it differently. Innovation comes from leveraging each other. How do you break those frontiers that we have today and collaborate with one another.” “As an organization, you’re forced to take a position to stand up for your principles and for your values.”   “The number one competence today for management is the ability to manage emotionally-charged conversations.“   “At Baker Hughes, we do meditation sessions to make people aware of the today, not tomorrow.“ “I told my colleague the truth. I was struggling. What I got in exchange was kindness. What this taught me was to ask for help.”   Resources Mentioned Websites: Bakerhughes.com & Pablo on LinkedIn The Fifth Discipline: The Art & Practice of The Learning Organization, by Peter M. Senge The Social Dilemma   The Leadership Podcast is Sponsored by:     Cultivate Grit. Amplify Action. Click HERE to learn more.     Free downloads of Quick Reference Guides on Delegation, Time Management, Sales, and more.  

In this episode we talk about team coaching and discuss the difference between team coaching and team facilitation. We share some stories about how team coaching can help teams be more effective. Examples that may indicate a team needs coaching include things like, a team being dysfunctional, not getting the results needed or finding that decision making is problematic. Peter M. Senge, the author of The Fifth Discipline says “It is amazing how often you come across teams with an average intelligence of over 120, but the team at a collective intelligence of about 60.” So it's rare that you come across a leadership team that won't benefit from coaching. We discuss why team coaching can be so powerful in shifting the performance of an organisation. It has been said that team coaching is the future, and we reflect on how coaching an entire leadership team – getting them really aligned around their purpose and working effectively together – can help shift an organisation more quickly than coaching individuals separately. We touch on some of the norms that it is regularly productive to work on, such as operating rhythm, decision-making and accountability and some simple exercises that any team can adopt. We also explore how HR might identify the need for and justify the investment for team coaching. We also look at the practicalities of team coaching. One or two coaches? Does the team coach work with the individuals in the team? Is there specific training and accreditation? Resources: Information about Team Coaching - https://courageousdevelopment.co.uk/coaching/team-coaching/ Bruce Tuckman: Model of Team Development - https://www.mindtools.com/pages/article/newLDR_86.htm Ruth Wageman: Senior Leadership Teams - https://www.amazon.co.uk/Senior-Leadership-Teams-Takes-Common/dp/1422103366 Amy Edmondon: Psychological Safety - https://hbr.org/podcast/2019/01/creating-psychological-safety-in-the-workplace Email us at info@thecoachingquestion.com

This week, Dan Neumann is joined by George Dinwiddie, an Independent Software Consultant and Coach who works with organizations both large and small to develop software more effectively. He strives to help organizations, managers, and teams solve the problems they face by providing consulting, coaching, mentoring, and training at all levels.   Dan and George will be taking a deep dive into George’s newest book, Software Estimation Without Guessing: Effective Planning in an Imperfect World, which addresses both the technical and sociological aspects of estimation. In this episode, George takes listeners through several chapters of the book, key points and best practices, as well as myths and misconceptions, all to help your organization achieve its desired goals with less drama and more benefit!   Key Takeaways What is software estimation? A tool to estimate for the particular need you and your organization has Estimation in comparison to past experience and by modeling the work mathematically (or a hybrid of both) One of the big purposes of making estimates is for the business to build a look ahead and make decisions What are not estimations? Commitments Negotiations Plans “Estimations are wrong; if they were right, they would be called measurements.” How to estimate/estimation best practices: It’s important to track progress with your estimates to create a feedback loop (burn up charts are an easy way to do this) It’s okay to be wrong in the estimates With sprints, you want to be more 50/50 with the estimates Communication is critical Having contingency plans in place is a good idea Estimations are not the same as plans — estimate, and if it is critical, then put in some contingency buffers Allow for some space for the unexpected When you find out that your estimate is wrong then that means some assumption that you’ve based your estimation on is wrong (so there’s a lot of value in analyzing what assumption is untrue and to learn from it) For simple estimations (like how much work to take on for the next two weeks) you don’t need a lot of precision or accuracy Set near-term estimates Be clear about how far along you are (“...otherwise, you’ll be fooling yourself”) Have a good measure of what is done or not (you can use test automation for this) A model can be very helpful but if it doesn’t really track reality then it’s going to lead you astray The book’s purpose: It strives to help people work with estimates (given a desire to have things come out well) Provides a guide for comparison-based estimates It’s not very recipe-driven; it more so provides things to think about and options to consider A how-to on estimating for unknowns Rather than walking people through a series of steps, George’s book aims to help people think about what they’re trying to accomplish and how what they’re doing is accomplishing that Approaches to estimation: Enlisting Expert Estimators  Using a model such as the COCOMO model (which is encoding how you compare it to other experiences) Utilizing function points Notes about the social side of estimation: Having in-person communication skills are just as important as your programming skills The better you can balance a concern for the needs of self, the needs of the other, and the needs of the context, the better things will be (even if the other person is not doing a good job of balancing them)   Mentioned in this Episode: George Dinwiddie Software Estimation Without Guessing: Effective Planning in an Imperfect World, by George Dinwiddie Agile Estimating and Planning, by Mike Cohn Planning PokerFibonacci Sequence Agile2020 Conference James Grenning Software Estimation: Demystifying the Black Art (Developer Best Practices), by Steve McConnell COCOMO Model Burn Up Chart Gerald Weinberg Donald Rumsfeld — Unknown Unknowns Virginia Satir’s Concept of Congruence The Fifth Discipline: The Art & Practice of The Learning Organization, by Peter M. Senge   Want to Learn More or Get in Touch? Visit the website and catch up with all the episodes on AgileThought.com! Email your thoughts or suggestions to Podcast@AgileThought.com or Tweet @AgileThought using #AgileThoughtPodcast!

Eine Textpassage aus dem Buch von Peter M. Senge „Die fünfte Disziplin – Kunst und Praxis der lernenden Organisation“ hat mich zu dieser Episode inspiriert. Es geht darin um die Komplexität des Managements und dass Manager dennoch häufig zu einfachen Lösungsansätzen greifen, die linearen Denkmustern entspringen und nur eine geringe Hebelkraft besitzen. In diesem Podcast teile ich mit Ihnen meine Gedanken, weshalb dies die Interne Revision etwas angeht und was Sie konkret unternehmen können. Ich wünsche Ihnen viele Spaß beim Zuhören und erfolgreiche Prüfungsprozesse!

Dieser Podcast behandelt eine Textpassage aus dem Buch „Die fünfte Disziplin“ von Peter M. Senge, die mich zum Nachdenken gebracht hat. Als ich sie las, startete in meinem Kopf das innere Kino und zeigte mir verschiedene Szenen, in denen ich als Teil eines Management-Teams fungierte. Mein innerer Kritiker nutzte die Gelegenheit und kommentierte die verschiedenen Situationen. Eine weitere innere Stimme – die der Systemikerin – schaltete sich ein und zeigte neue Perspektiven auf. In diesem Podcast teile ich mit Ihnen die Quintessenz meines inneren Dialogs. Ich wünsche Ihnen gute Erfahrungen beim Zuhören und erfolgreiche Prüfungsprozesse!

In this episode, we're going to talk about five books that have helped me shape my thinking and really prepare me for a future in leadership. As manufacturers, we're living in a world that the military has labeled a V.U.C.A. world, which stands for Volatile, Uncertain, Complex, and Ambiguous. As a new business leader, we’re faced with many new challenges. Three key challenges are that we have new competition, we have new technology, and we need to have new people constantly coming in the door applying for jobs. In this episode, I want to share a couple of insights from each of the five books that have helped create a new mindset for me and how it has moved my thinking forward. WHAT YOU’LL LEARN: Key takeaways from each of the 5 books How each takeaway relates to you as a manufacturing leader What are the important first steps to take as you begin to implement LEAVE A REVIEW Since this podcast is new, I’m asking for iTunes reviews. This will help others discover and learn what Leading the Factory Forward is all about. LINKS MENTIONED The Fifth Discipline: The Art & Practice of The Learning Organization by Peter M. Senge  Deep Work: Rules for Focused Success in a Distracted World by Cal Newport The Power of Full Engagement: Managing Energy, Not Time, Is the Key to High Performance and Personal Renewal by Jim Loehr Leadership on the Line, With a New Preface: Staying Alive Through the Dangers of Change by Ronald A. Heifetz Stewardship: Choosing Service over Self-Interest by Peter Block FOLLOW ME ON SOCIAL LinkedInFacebook I thank you so much for being here and I’ll see ya next time on Leading the Factory Forward — Lynn   EPISODE CREDITS: If you like this podcast and are thinking of creating your own, consider talking to my producer, Danny Ozment. He helps thought leaders, influencers, executives, HR professionals, recruiters, lawyers, realtors, bloggers, coaches, and authors create, launch, and produce podcasts that grow their business and impact the world. Find out more at https://emeraldcitypro.com 

Nesse episódio, Murilo comenta mais um capítulo do livro Presença: propósito humano e o campo do futuro, de C Otto Scharmer e Peter M. Senge.

Nesse episódio, Murilo comenta sobre o livro Presença: propósito humano e o campo do futuro, de C Otto Scharmer e Peter M. Senge.

In today's episode we talk to Steve about his blended experience in both the technology sector and the educational field ; the individual and collective manners in which people (both consumers and product teams) learn and the challenges of addressing that in an inclusive way; how learning happens in a multidisciplinary team; implicit vs explicit knowledge transmission; how to read and incorporate implicit messages into projects; 3 principles of incorporating ethics into product development; how to address the positionality of a researcher and the role of collaboration and using questions to reframe the conversation; 3 pieces of advice for social scientists considering the business sector; advice for business considering to hire social scientists Mentioned in Podcast: ⁃ Belmont Report ⁃ How to lie with statistics, Daryl Hoff ⁃ The Fifth Discipline, Peter M. Senge ⁃ UX India conference Steve's work: Article based on some of Steve's dissertation work: Fadden, S., Ververs, P. M., & Wickens, C. D. (2001). Pathway HUDs: Are They Viable? Human Factors, 43(2), 173–193. https://doi.org/10.1518/001872001775900841 Marchand, Ashley. (March 7, 2010). 2-Year Colleges Help Learning-Disabled Students Break Into Math and Science, The Chronicle of Higher Education. Retrieved from https://www.chronicle.com/article/Community-Colleges-Help/64531 Maimin, Sybil. (December, 2006). Research in Learning Disorders at Landmark College, Education Update Online. Retrieved from http://www.educationupdate.com/archives/2006/Dec/html/col-researchin.html Industry research on role of color in analytics: Fadden, Steve & Geyer, Mark. (May 1, 2018). Two Fascinating Things Salesforce Discovered when it Studied Color. FastCompany.com. Retrieved from: https://www.fastcompany.com/90169654/two-fascinating-things-salesforce-discovered-when-it-studied-color Fadden, Steve. (May 19, 2018). Color Affects Performance — What Salesforce's Latest Design Studies Reveal. Retrieved from: https://www.salesforce.com/blog/2018/05/new-research-color-performance.html Other interviews with Steve: CanvasFlip blog post (June 24, 2017). Steve Fadden on his journey of user experience. A Q&A session to learn from his experiences as a UX practitioner, lecturer and a mentor. Retrieved from: https://blog.prototypr.io/steve-fadden-on-his-journey-of-user-experience-59f45f87d5fc Abhay Vohra's NetSolutions blog post (October 15, 2018). Designing for the Whole Human: User Research and the Impact of Emerging Technology Retrieved from: https://www.netsolutions.com/insights/designing-for-the-whole-human-user-research-and-the-impact-of-emerging-technology/ Social media and other links: https://www.linkedin.com/in/stevefadden https://twitter.com/sfadden https://www.ischool.berkeley.edu/people/steve-fadden https://www.slideshare.net/SteveFadden1

“Vision without systems thinking ends up painting lovely pictures of the future,” reflected MIT Sloan Lecturer, Peter M Senge. “It leaves no deep understanding of the forces that must be mastered to move from here to there.” Never has this quote been more applicable in the world of business than in the business of sport. In the highly-emotive world of sport creating a vision is the easy bit. However, executing on this vision is where a lot of organisations both sporting and otherwise tend to fall short, oftentimes because they lack a logical, systematic approach that aligns the entire organisation. In this podcast CEO and Founder of Kitman Labs, Stephen Smith interview US Head of Performance Darcy Norman about the process of systems thinking and how data can support it's successful framework. From this interview you will take away: - An awareness of what is systems thinking and how it can support a sporting organisation - A sense of where to begin on your own journey using systems thinking - The important role that data plays in building this framework  - The importance of using objective data to justify new rationales and remove previous barriers created by heuristics and biases that are ever present in sport - An understanding of what is the end goal and what does that look like For more information, please visit www.kitmanlabs.com or follow us on social @kitmanlabs

In this episode of the 5 Leadership Questions podcast, Todd Adkins and Daniel Im breakdown the leadership book The Fifth Discipline: The Art & Practice of the Learning Organization by Peter M. Senge. In their conversation they discuss the following questions: What's the book and why does it matter? Overview of the book How applicable is the book to leadership in my church? What are things churches should ignore from the book? What can you do this week in light of the book? BEST QUOTES “This book is about creating a learning organization." "If you want to grow your church, you have to grow your people." "Non-learning organizations react, whereas learning organizations look at the deeper underlying systems that generate that behavior." "In building learning organizations there is no ultimate destination or end state, only a lifelong journey." "Are you spending more time reacting or acting upon?" "How do we grow people's commitment to the mission that Jesus has given us?" "Learning in front of people is a lot of what your job is as a leader." "A lot of times the short term cure is worse than the long term disease." "Ultimately, you do not want to settle for a warm body model." "Churches are systems." "God uses systems. Systems aren't unholy." "It's really about identifying the natural patterns instead of seeing snapshots of problems." "If you are on staff at a church trying to lead up, this is a great book for next steps." "Today's problems come from yesterday's solutions." "Walk through the framework of the book and then take your team through it." RECOMMENDED RESOURCES Ministry Grid The Fifth Discipline by Peter M. Senge Systems Thinking for Social Change by David Peter Stroh Leading Change by John Kotter Accelerate by John Kotter Strengths Finder No Silver Bullets by Daniel Im LifeWay Leadership Podcast Network

How do we encourage the adoption of good idea? How to we create a culture that promotes and internalizes positive change? Wynn Rosser, the president and CEO of the Template foundation, has spent the better part of his career wrestling with these questions. Resources mentioned on today's episode: The Fifth Discipline, Peter M. Senge The Fifth Discipline Field Book, Peter M. Senge Trying Hard Is Not Good Enough, Mark Friedman

Frick, Don M, foreword by Peter M. Senge, & afterword by Larry C. Spears. Robert K. Greenleaf: A Life of Servant Leadership. San Francisco: Berrett-Koehler…

Frick, Don M, foreword by Peter M. Senge, & afterword by Larry C. Spears. Robert K. Greenleaf: A Life of Servant Leadership. San Francisco: Berrett-Koehler Publishers, Inc., 2004. Becoming a human being, and preparing a foundation for leadership, starts with developing the capacity to see what we have not seen before. If this capacity is absent, actions taken in the face of novel circumstances will actually be reactions from our past rather than appropriate for the present. As the capacity to stop becomes developed, our actions start to emerge from a broader field, the field of the future that is seeking to emerge. …Greenleaf advocated: listening, consensus decision making, persuasion, lifelong learning, participatory research, exposure to ideas from the humanities, shared power, and full accountability. Greenleaf says a leader is one who "goes out ahead and shows the way... He says, 'I will go, follow me!' when he knows that the path is uncertain, even dangerous." The leader always knows the goal and "can articulate it for any who are unsure. By clearly stating and restating the goal the leader gives certainty and purpose to others who may have difficulty in achieving it for themselves.... The word goal is used here in the special sense of the overarching purpose, the big dream, the visionary concept, the ultimate consummation which one approaches but never really achieves." People follow leaders because they believe leaders "see more clearly where it is best to go." The servant-leader is servant first... It begins with the natural feeling that one wants to serve, to serve first. … The best test, and difficult to administer, is: do those served grow as persons; do they, while being served, become healthier, wiser, freer, more autonomous, more likely themselves to become servants? And, what is the effect on the least privileged in society; will he benefit, or, at least, will he not be further deprived? This suggests that a non-servant who wants to be a servant might become a natural servant through a long arduous discipline of learning to listen, a discipline sufficiently sustained that the automatic response to any problem is to listen first." "Listening isn't just keeping quiet; and it isn't just making appropriate responses that indicate one is awake and paying attention," says Greenleaf. "Listening is a healing attitude, the attitude of intensely holding the belief--faith if you wish to call it thus--that the person or persons being listened to will rise to the challenge of grappling with the issues involved in finding their own wholeness."

00:16 – Welcome to “Missives from the Future of Tech: Ladies’ Night Edition” …we mean, “Greater Than Code!” 01:20 – Where the Lines Cross; Social Responsibility of Engineers Tragedy of the Commons (https://en.wikipedia.org/wiki/Tragedy_of_the_commons) 06:53 – Why We Do What We Do 09:03 – Surviving and Functioning For All Humans: Basic Social Support 16:20 – Preventing Infrastructure Decay and Advancing the Whole 19:54 – “The Cycle of Safety” The Diamond Age: Or, a Young Lady’s Illustrated Primer by Neal Stephenson (https://www.amazon.com/gp/product/0553380966/ref=as_li_qf_sp_asin_il_tl?ie=UTF8&tag=therubyrep-20&camp=1789&creative=9325&linkCode=as2&creativeASIN=0553380966&linkId=057eda599b58fdadf1e06c52a9256018) 25:21 – Scarcity 30:15 – Where are we focusing? 33:25 – Reframing The Tragedy of the Commons; Gatekeeping The Broken Promise of Open Source by Coraline Ada Ehmke (https://www.youtube.com/watch?v=kKpbejoneFs) 37:56 – Organizations as Business AND Schools The Fifth Discipline: The Art & Practice of The Learning Organization by Peter M. Senge (https://www.amazon.com/gp/product/0385517254/ref=as_li_qf_sp_asin_il_tl?ie=UTF8&tag=therubyrep-20&camp=1789&creative=9325&linkCode=as2&creativeASIN=0385517254&linkId=7e9c7008b6f4237ac17119214b877a51) 40:25 – Abundance and Barter Systems Reflections: Coraline: Access to technology as a human right. Janelle: Where is all the knowledge in the world? Where does the knowledge flows? What are the gates that get in the way of knowledge flows? Astrid: What would you do if money wasn’t a factor? Jessica: Software has to hold the keys. It’s the closest thing to magic that we’ve ever had. The Open Mastery Community (http://www.openmastery.org/join-us/) This episode was brought to you by @therubyrep (https://twitter.com/therubyrep) of DevReps, LLC (http://www.devreps.com/). To pledge your support and to join our awesome Slack community, visit patreon.com/greaterthancode (https://www.patreon.com/greaterthancode). To make a one-time donation so that we can continue to bring you more content and transcripts like this, please do so at paypal.me/devreps (https://www.paypal.me/devreps). You will also get an invitation to our Slack community this way as well. Amazon links may be affiliate links, which means you’re supporting the show when you purchase our recommendations. Thanks!

Co-hosts Jan Rutherford and Jim Vaselopulos interview Becki Saltzman. Becki is a curiosity expert and an applied-curiosity trainer and consultant. In this interview, Jim, Jan and Becki discuss the nature of curiosity training vis-a-vis your curiosity muscle. Becki points out that asking additional questions is better than getting quick answers to obvious questions. Leaders can encourage innovation by fostering a culture of curiosity in their organization. Listen in to learn more about how peak curiosity can clarify your  vision and guide decisions.   Key Takeaways [4:03] Becki notes that you can control whether you are interested, more than whether you are interesting. If you are not interested in people, you don’t know about them, so you don’t know what will make you interesting to them. Curiosity can lead you to find uncommon commonalities with them. [4:50] Becki was raised by auctioneers, and attended hundreds of auctions, where she found a variety of people and objects to stimulate her curiosity. In graduate school she realized that curiosity was relegated to an ingredient in the greater studies of innovation and creativity. She chose to study it in its own right. [7:14] Becki tells leaders that curiosity is a muscle, to be exercised before judgment, criticism, fear, and complacency. Because it is a tool, peak curiosity is to be used in some, but not all, situations. [11:55] Becki talks about managing familiarity and heightening curiosity in a business setting, and also in a personal setting. When her son was hospitalized, instead of just accepting a nurse’s statement about a test, Becki engaged her curiosity to ask a critical question that made a big difference. [15:25] Becki distinguishes the difference between  free-range, basic curiosity vs. applied curiosity. Applied curiosity training concentrates on using curiosity as a tool in three areas: busting cognitive biases and brain bugs, creative problem-solving and innovation, and sales and influence. [17:26] George Loewenstein identified the information gap between what you want to know, and what you do know. Becki found gaps between what you do know and what you need to know, and between what you want to know and what you need to know. Thinking, before you whip out a cell phone to search, is enough to keep the curiosity gap alive. Easy information can make us think we know enough. [29:39] Elevating curiosity ahead of criticism, judgment, fear, and complacency is often enough to question why you make the decisions you make. Elevating curiosity makes your judgment more accurate. [31:59] Becki starts curiosity training by identifying your curiosity archetype, or how you default to using curiosity. Each archetype has its own set of cognitive biases, fueled by assumptions. Once your biases are identified, you can evaluate whether to use them or not, in making decisions. Familiarity and expectations are the basis of assumptions. [34:15] The minimum viable question in sales should be meaningful, unexpected, and not infused with any judgment. The reply is how you get your best information about the client or prospect. Becki’s MVQ is, “What did your childhood smell like?” [39:26] Becki employs Richard Feynman’s learning technique of taking something very familiar, and manipulating your sense of familiarity about it, to bring yourself to peak curiosity.   Books Mentioned in This Episode Living Curiously: How to Use Curiosity to Be Remarkable and Do Good Stuff, by Becki Saltzman Arousing the Buy Curious: Real Estate Pillow Talk for Patrons and Professionals, by Becki Saltzman "The Psychology of Curiosity: A Review and Reinterpretation," by George Loewenstein The Fifth Discipline: The Art & Practice of The Learning Organization, by Peter M. Senge Genius: The Life and Science of Richard Feynman, by James Gleick. How to Win Friends and Influence People, by Dale Carnegie   Bio Becki Saltzman holds a masters degree in behavioral science from Washington University in St. Louis, and has spent the last two decades studying curiosity and the role it plays in innovation & creativity, problem solving and decision-making, sales, and adventure. She is the author of Living Curiously: How to Use Curiosity to Be Remarkable and Do Good Stuff, and Arousing the Buy Curious: Real Estate Pillow Talk for Patrons and Professionals. She is a trainer & consultant, professional speaker, and ex-real estate broker and fashion buyer. Becki is the founder of the Living Curiously Lifestyle and creator of Applied-Curiosity, Peak Curiosity, and the Living Curiously Method — frameworks and teaching programs for using curiosity to accomplish remarkable things in work, adventure, and life. She is the spawn of master persuader auctioneers and breeder of boys. When she’s not traveling to speak about curiosity, Becki lives in Portland, Oregon with her husband. She loves great travel adventures, crowded dance floors, and brown drinks. Website: BeckiSaltzman.com Google: Join the Tribe of the Curious Facebook: Becki Saltzman Twitter: @BeckiSaltzman LinkedIn: Becki Saltzman

Co-hosts Jan Rutherford and Jim Vaselopulos interview Josh Spodek, an Adjunct Professor at NYU, leadership coach, workshop leader for Columbia Business School, columnist for Inc., founder of Spodek Academy, and author of Leadership Step by Step (launching February 2017). Josh talks about how academic teachings failed to prepare him for entrepreneurship, and how learning a theory is insufficient without practicing it.  They discuss the critical need for emotional intelligence, and psychological safety, and how they can be developed, and the techniques Josh uses to strengthen them.  Listen in to learn more about leadership practices, releasing passion, changing beliefs, and nurturing teams.   Key Takeaways [2:59] Josh is concerned that academic education is emotionally and socially passive. At Ivy League schools, Josh learned was intellectually challenged, but he was not taught socially and emotionally. Josh had trouble working with others when he founded his first company. His leadership was ineffective during the recession, and investors forced him out as CEO. [10:34] Reading books, and learning theory, but not learning how to practice the theory, you might as well read about weights, but not actually lifting weights. Josh wanted a place to teach leadership. For Spodek Academy, Josh researched fields that show leadership, to learn from their techniques. He created exercises, tested and refined them, to teach sensitivity to others’ emotions. [18:32] Joshua cites exercises by Marshall Goldsmith, such as “FeedForward,” and “No, But, However,” that taught him so much about listening and empathy. Small changes in behavior change your worldview. Josh organized Goldsmith’s exercises, and others, into a progression of learning, with each exercise being more challenging, and all tied together. [19:58] One exercise is to write down your inner monolog, the voice inside your head — not what you’re thinking about, but the actual words. A later exercise is to speak your inner monolog. That’s scary, because people hear it. It turns out to be authentic, and people respond genuinely. Further exercises are to write your mental model (what creates the inner monolog), and models of others. [25:12] We’ve all been hurt. When part of your identity is mocked, you can’t get rid of it, but you can hide it. We don’t get hurt by casual acquaintances, but by people close to us. We learn to close off our vulnerabilities. Leaders who learn to get people to get past vulnerability to share their passion can get them to engage in their work, for purposes about which they are passionate. [26:50] Jim talks about psychological safety, determined by Google’s Project Aristotle to be the number one key performance driver of high performing teams. With psychological safety, it is easier to have discussions in touch with your inner monolog. Josh says Laszlo Bock’s research at Google revealed the need for our educational system to educate to emotional intelligence. [29:47] Josh teaches adopting a challenging belief, in Unit 2 of Leadership Step by Step. Unit 1 is Understand Yourself. Unit 2 is Lead Yourself. A leader needs to know that beliefs affect how people view the world. Two people, looking at one thing, see two things. To change motivation, change belief. Joshua describes changing the “dandelion belief,” to the “burning building belief.” [33:36] If you can look at a difficult problem from a different perspective, and solve it that way, you have an additional way to solve problems, or more intelligence. Helping someone change a belief is simpler than convincing them of something. The progression in the book is, understand your belief, adopt a challenging belief, understand other’s belief, and help them adopt a belief. [37:48] Visiting North Korea taught Josh about himself. Seeing pictures of Kim Jong Il everywhere, and tuning them out, made him wonder what he tunes out here in the U.S. It hit him, that advertising and brands are what he tunes out. We incorporate into our reality things that are actually aspects of our external culture. Sometimes it takes an outsider perspective to see it. [40:48] Josh teaches entrepreneurs, when they find an industry where everybody has the same fixed beliefs, it is a huge opportunity, especially when the beliefs do not match the interests of the market. The more fixed the belief, the more the opportunity. Google is an example. Before Google were simple site aggregators, like Alta Vista. Google tried to sell “search” for $1 million. No takers!   Books Mentioned in This Episode Leadership Step by Step: Become the Person Others Follow, by Joshua Spodek (Available February 16, 2017) Thinking, Fast and Slow, by Daniel Kahneman Marshall Goldsmith author page on Amazon The Fifth Discipline: The Art & Practice of The Learning Organization, by Peter M. Senge NYT Magazine, "What Google Learned From Its Quest to Build the Perfect Team," article by Charles Duhigg Work Rules! Insights from Inside Google That Will Transform How You Live and Lead, by Laszlo Bock   Bio Joshua Spodek is an Adjunct Professor at NYU, leadership coach and workshop leader for Columbia Business School, columnist for Inc., founder of Spodek Academy, and author of Leadership Step by Step (launching February 2017). He has led seminars in leadership, entrepreneurship, creativity, and sales at Harvard, Princeton, MIT, INSEAD (Singapore), the New York Academy of Science, and in private corporations. He holds five Ivy League degrees, including a PhD in Astrophysics and an MBA, and studied under a Nobel Prize winner.  He helped build an X-ray observational satellite for the European Space Agency and NASA, co-founded and led as CEO or COO several ventures, and holds six patents. He earned praise as “Best and Brightest” (Esquire Magazine’s Genius Issue), “Astrophysicist turned new media whiz” (NBC), and “Rocket Scientist” (ABC News and Forbes) and has been quoted and profiled by ABC, CBS, NBC, NPR, Fox, NY1, CNN, New York Times, Wall Street Journal, USA Today, Washington Post, Newsweek, Forbes, Esquire, The Guardian, Nikkei Shimbun, Taipei Times, Salon, and more. He’s an award-winning artist, marathoner, world-class Ultimate Frisbee competitor, fitness fanatic, and world traveler.  He lives in Greenwich Village and blogs daily.   Website: SpodekAcademy.com  Twitter: @Spodek Website: JoshuaSpodek.com Facebook: Spodek Academy LinkedIn: Joshua Spodek  

Roland Trescher im Interview - Improtheaterspieler, Isar 148, Linner & Trescher, Solo-Improvisation. Isar148 Roland Trescher Bücher 'Synchronicity: The Inner Path of Leadership' von Jaworski 'Presence: Human Purpose and the Field of the Future' von Peter M. Senge 'Free Play: Kreativität geschehen lassen' von Stephen Nachmanovitch 'Einkommen für alle' von Werner Götz Film: 'InnSæi - Die Kraft der Intuition' Fragen an: info@stageflow.de www.stageflow.de  

Gene Bellinger has been a passionate Systems Thinker for almost four decades. He is a highly respected member of the systems thinking community, a member of the System Dynamics Society, author of several hundred articles, and host of over 800 videos on Systems Thinking. In 2013 Gene coauthored Beyond Connecting the Dots: Modeling for Meaningful Results with Scott Fortmann-Roe, the developer of Insight Maker. For almost six years Gene hosted the Systems Thinking World discussion groups on LinkedIn and Facebook, a group of ~21,000 members focused on developing a better understanding of, and employing systems thinking principles. Gene is also the developer of the Systems-Thinking and SystemsWiki websites. He has been a major contributor to the development of Insight Maker, a web based modeling and simulation environment, and of Kumu, a web-based relationship-mapping environment. Presently Gene is actively engaged in developing the Systems Thinking World Kumu e-Learning Environment (STW KeLE), The Perspectives Project and the Systems Learning Sessions. System Ah-ha! Reading (in "Uncommon Sense") that studying Hydrogen and Oxygen does not let you understand the characteristic of "wetness." Favorite System Tool InsightMaker.com Kumu.io Cloudinary.com Learning Resource Uncommon Sense: The Life of Ludwig von Bertalanffy - Mark Davidson Thinking in Systems: A Primer - Donella Meadows The Fifth Discipline: The Art & Practice of The Learning Organization - Peter M. Senge Management Cybernetics - Barry Clemson Systems KeLe (https://kumu.io/stw/systems-kele) Search the Internet for "systems wiki" or "Gene Bellinger" Advice “Continue to ask, 'And?' in every situation."  Contact Twitter: @SystemsWiki Search the Internet for "Gene Bellinger" SystemsWiki.org