• Black LinkedIn Icon

© 2019 by ANT International Limited

Proudly created with wix.com

Approach

Note: This page is intended for practitioners and thus is written with technical languages and jargons

Action | Aware | Experiment

Guiding Practices

As mentioned on the homepage, my work has been influenced by various practices including the Strengths-based practice, Action Reflection Learning (ARL) by MiL institute and LIM, Adaptive Leadership by Ronald Heifetz and Marty Linsky, Immunity to Change by Dr. Robert Kegan and Dr. Lisa Lahey, Psycho-dynamics approach.   With my curiosity, I will continue new practices which will further shape my work.   

Yet, I believe what matters is to come up a practice of my own.    The following is my attempt to describe my current approach.

My View in How Development Happens    

 

‘Action-Aware-Experiment’

 

It describes in general how I approach the task of development, both for individuals and teams.   And by ‘development’, I mean the individuals and teams become better towards whatever aspiration they set for themselves, or as agreed also with the client employer.

 

This approach applies both on development on technical (e.g. Influencing skills - To influence others better) and adaptive matters (e.g. Leadership - To overcome self-limiting belief)    Let’s elaborate my philosophy more with these 2 examples.

 

Technical - Coachees / Participants will be observed as they try to influence others at real work.   Through self-reflection and feedback from others, they will know better their strengths and developmental areas.   We will then design experiments together, possibly with some inputs on techniques, on new ways of influencing others (with focus on how to leverage on their strengths instead of spending time on weakness)

 

Adaptive - Coachees / Participants will be observed on their real work.  This could be in the form of on-the-job observation, action learning projects or that they simply bring their recent stories at work.   I will then guide them to become better aware of the underlying dynamics at various levels i.e. intra-personal, inter-personal and organisational.    Sometimes, development already happens by simply making those unconscious dynamics conscious e.g. giving them names.   Sometimes, more work is needed - We will design experiments together to become more skilled at less caught by some of those dynamics or to gather data to invalidate some obsolete assumptions.