On the second day of the conference, we are pleased to offer every participant time and space to take the floor and present an interactive session. A number of conference attendees have reached out to us indicating that they would like to make use of that possibility. We are so excited about these valuable contributions that we want to share them with you!
We will update this page frequently!
From Change Initiatives to Societal Change Systems: Creating large systems change.
Realizing large systems change — transformative change involving numerous people and organizations, usually over large geographical areas — requires new ways of working and organizing involving a multitude of change initiatives. This workshop will draw on leading work at the local-to-global levels to share and further develop some of the frameworks, strategies and tools to support large systems change, with the core concept of “developing societal change systems.” This will be an interactive session that engages participants, applying the ideas to their own change work.
You can find more info about Steve here
The transformative impact of AI change work in the Prisons of England and Wales: What can we learn?
Since 2000, Victoria has been working in prisons in England and Wales to effect positive change. Working in arguably one of the most negative environments the workshop explores how by adapting and developing appreciative methods Victoria and her team are impacting practice and policy to transform the lived experience for prisoners and prison staff. After a short presentation about the work, the workshop will invite people to take part in an interactive session to build on the insights, and peoples’ own experiences, to look at how appreciative approaches can be applied in other challenging and negative situations.
You can find more info about Victoria here
Erin Barfels and Sarah Noll Wilson
Radical Transformation Through Personal Leadership
A focus on more meaningful personal and professional development was the main output of the positive change work at ARAG North America. Development at ARAG had previously centered on technical expertise and was presented through traditional training channels. If radical transformation was going to happen at an organizational level, it also needed to happen at an individual level. ARAG defines personal leadership as the ability to embrace new possibilities, deepen confidence, strengthen concentration and increase personal capacity for growth. When people build personal leadership, they develop the capacity to work smarter and in alignment with their values.This workshop will include stories and experiences of key practices, the measured impact on individual and organization, lessons learned and dialogue and reflection about how these practices might be applied in other settings.
Marcel van Marrewijk
What makes change effective?
Numerous books have been published on managing and supporting change. I am interested in creating an overall framework for change, based on the understanding of the why, the how and the what of change. I will provide a short introduction on the four dimensions of change and – based on my earlier work on organization development – introduce various contexts and situations, as these might structure the framework for managing and supporting change.
I would love to elaborate with you the elements that make change work, that generate transitions and transformations and plot these in the framework.
More information on Marcel van Marrewijk.
Building Your Potential for Positive Performance
Explore ways to embrace your fullest potential in consciousness and action through the natural medium of Water. Learn how to optimize your brain-heart-belly power so your body stays strong. Discover a refreshing new view on how to be positively inspired and inspiring!
More information on Ilonka Zorn.
Julie Stockton & Maura Da Cruz
Positive Change Processes in Higher Education
Learn how the University of British Columbia (UBC) has been using the processes of Appreciative Inquiry and the language of assets and strengths with increasing consistency and sense of purpose, to bring about positive organizational change. Discover the impact of a research study into the impact of this positive focus and practices. Engage in dialogue and share in the discovery of data collected so far and help to inform the next phase of inquiry into these change phenomena.
Larissa Wladimiroff and Elien Rogaar
Explore the unknown unknowns
In this open space session we invite you into a proces of revealing the yet unknown next golden grains for Positive Change. We introduce and experiment with some excercises that aim (to help) to discover underneath the surface what is ready to be known. Leading to steps you can undertake in developing and spreading Positive Change into the world, into you work, into your life. You are the change. We welcome you to take the next step into the future.
Configure. How to guide releasing E-motions in a positive way?
How to change positively? Everything is energy and energy is always conserved. So, systems, by necessity, tend to settle in the lowest configuration possible. Moving them into a higher configuration, requires energy too. This energy we can call “free energy”. Change requires “free energy”. The question now becomes, “How can we free energy?” A second question arises: “how do we guide this free energy positively?”.
Over the years, I’ve been developing an approach that enables us to investigate the current system and search for creative resolutions, to find positive (re)configurations. Using objects, (LEGO, Playmobile) figures and placing them on a map, you recreate your configuration of elements. This makes the tensions visible and communicable. We can give at-tention to them. We can move them, finding paths of change. In an interactive workshop, we’ll recreate your situation, and invent or create ways to positively change a system.
Accelerating Organizational Learning and People Development through Appreciative Action Learning
In this session, we will explore together how Appreciative Inquiry can be applied to facilitating organizational learning, unleashing potential, and creating concrete business results.
Case studies will be shared and explored to support idea generation for potential organizational learning projects.
Participants will practice using the AI 4-D Process as an inquiry-based model for Action Learning initiatives.
More info on the Open Creative Space can be found here!