L&D School: Online learning module
Integrally shaping transformation
How you support transformation processes holistically
Do you know this? Constant change and the need for transformation pose major challenges for your organization? Are you unsure how and on what basis to proceed with transformation projects? Perhaps you have already experienced your first setbacks and are dissatisfied?
In this module, you will learn how to use the 4-quadrant model and the maturity levels of the Spiral Dynamics model to shape transformation effectively and with a holistic perspective.
Your expert
Angela Zinser
Angela ist Gründerin des agilen und selbstorganisierten Berater-Netzwerks „The People Network“ (TPN). Sie arbeitet selbst als Facilitator für Persönlichkeits- und Leadership-Entwicklung, OE-Beraterin, Kundenmanagerin und Ausbilderin für das TPN.
Ihre Leidenschaft ist es, Entwicklung ganzheitlich in der Wechselwirkung zwischen Individuum und Kollektiv zu betrachten sowie die nötige innere Arbeit zu unterstützen, um im Außen Veränderung zu ermöglichen.
Duration of the module
Our expert Angela Zinser shows you,
how you can consciously control transformation and understand it as an omnipresent integral process.
how you can purposefully shape transformation with the help of maturity levels and the 4 quadrants.
how to take a concrete, step-by-step approach to designing transformation processes.
Exciting for the roles
Change Manager
L&D Strategist
Learning Culture Catalyst
The contents
Basic
Why is transformation omnipresent in today's world?
Basic
What is the role of L&D in the transformation?
Basic
What does integral mean?
Basic
How do the 4 quadrants work in companies?
Basic
How can I incorporate the maturity level of a company?
Basic
How can quadrants and maturity levels be combined in a model?
Basic
What does a specific company example look like?
How-to: Integral development of organizations
What phases are there in the transformation process?
How-to: Integral development of organizations
Step 1: Alignment - Where does the organization want to develop?
How-to: Integral development of organizations
Step 2: Diagnosis - Where does the organization stand today?
How-to: Integral development of organizations
Step 3: Design - What is the next possible development step?
How-to: Integral development of organizations
Step 4: Implementation - How are the measures actually implemented?
How-to: Integral development of organizations
Step 5: Reflection - What worked well, what can be improved?
Integral design of individual transformation projects
When is it a transformation project?
Integral design of individual transformation projects
Example Step 1: Orientation - What is the aim of the project?
Integral design of individual transformation projects
Example Step 1.1: Orientation - Which topics are relevant to the project?
Integral design of individual transformation projects
Example Step 2: Diagnosis - How do I analyze the current stage of development?
Integral design of individual transformation projects
Example Step 3: Design - How do I set and communicate realistic goals?
Integral design of individual transformation projects
Example Step 4: Implementation - How do I design interventions and activities?
Integral design of individual transformation projects
Example Step 5: Reflection - How can I ensure learning in transformation projects?
Expert tip
Don't: Don't try to solve the problem on a quadrant where it didn't originate
Expert tip
Th: Healthy development takes place in 4 quadrants
Expert tip
Do: Work with emerging tensions as an indication of natural development
Expert tip
Do: Align measures consistently with the current maturity level
Expert tip
Do: Determine the most important lines of development
Expert tip
Do: Include collective traumas
Expert tip
Do: Be the transformation and don't "do" it
Expert tip
Don't: Don't take too many steps at once
Summary
Key messages and recommendations
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