1. What is SouLink? We believe in Human-Centered, Purpose-driven Organizations We use Participatory Methods. Systems thinking We help organizations unstuck! Participatory Leaders, Change Agents come alive Open Systems… Collaborative Creation

2. Services Participatory Future Design Participatory Strategic Planning Participatory Innovation Design Leadership & Team Building Vision-Mission Development Corporate Culture Development Work process Design Conflict resolution Systemic Consultancy Change Facilitation Training Participatory Consulting Systems Coaching

3. Sustainable Growth ∞ For Sustainable growth You undergo continuous Change Your people need to be responsive

4. How responsive is your organization? Here is how people usually respond to change 30 years of Neuroscience Research tells us why… …more than 70%* of all costly change management efforts fail *Why Change Efforts Fail, Dr. Peter Fuda, Harvard Business Review, August 2013

5. Change as status threat People often perceive change as threat! Because: A potential reduction in Status activates the same regions of the brain as physical pain A possible reduction in autonomy, being micro managed, generates a strong threat response Uncertainty takes attention away from one’s goals, forcing attention to an “error response” in the brain Resistance to new information -> Brain activity limited to Limbic area with an information capacity of only 1 cubic foot. SCARF 2012, Updating the social neuroscience of collaboration with others – Dr. David Rock and Dr. Christine Cox

6. Positive Attention makes the difference Attention is a LIMITED RESOURCE Attention on the problem -> Anxiety Attention on the assets -> instant Insight Leaders must give more attention to reducing status threats Involving people, giving them choice, increases a sense of autonomy. Participatory future plans help increase a sense of certainty Appreciating people’s contribution decreases the status threat

7. Traditional vs. Modern TraditionalModern Organization as a “problem to be solved” Organization as a “mystery to be embraced” “Felt need” Identify the problem “Appreciating” the BEST of what is Root cause of the problemInquiring root cause of success Analysis of possible solutionsDialoguing what SHOULD be Action Planning Top-down Management Innovating what WILL be Participatory Leadership

8. How does it work? INQUIRE into what works IMAGINE how it could be AGREE how it should be COMMIT to what will be Right-brain activities Left-brain activities

9. Why does it work? People talk about success People gain their confidence to deliver Involving people creates ownership for change agenda People move towards positive future images Positive Psychology

10. Our Approach ∞ Intrapreneurship Participatory Leadership Open innovation, Prototyping Sustainable growth For Sustainable growth Continuous Change Responsive people

11. ConnectInnovateGrow Discover positive core, shared values with internal & external stakeholders Enhance communication, knowledge sharing and involvement Employees take initiative Unleash innovation through participatory leadership, intrapreneurship Create change agents for sustainability Participatory future design. Rapid prototyping Develop and establish structures and appraisal system for self managing and high performance teams Our Approach

12. Change & Creativity Leadership Models WE Blend proven Methods for Collaborative Creation according to your needs Create the environment for all voices of the organization to be heard Design Thinking: Stanford University Appreciative Inquiry: Case Western Reserve University Co-Active Leadership: CTI

13. Change & Creativity Leadership Models Theory U: MIT Sloan Systems Coaching - ORSC: CRR Global Co-Active Coaching: CTI WE Encourage people to step out of their “usual roles” Create the collaborative environment for creativity and innovation