Core Purpose and Values: Apply Sinek’s “why” to inform the foundation of the brand identity. Ensure that the organization’s purpose and values are central to the branding design.

Shared Vision-Driven Branding: Use Senge’s shared vision concept to guide the design of the brand identity. The shared vision represents the organization’s essence, which should be reflected in the branding.

Tacit to Explicit Knowledge Conversion: Incorporate Nonaka’s knowledge creation approach by translating the organization’s purpose and values into tangible brand elements. This ensures that the brand communicates the essence and beliefs of the organization.

Customer-Centric Insight: How to apply Nonaka’s knowledge creation approach to deeply understand customers’ tacit needs and desires. This insight forms the foundation for designing value propositions that resonate with customers on a meaningful level.

Value Proposition Canvas: How to collaboratively utilize Osterwalder’s Value Proposition Canvas as a practical framework to systematically map customer profiles and value maps. This structured approach aligns customer needs with value creation strategies, ensuring a well-defined value proposition and value driven cost management.

Human-Centered Design: How to incorporate Brown’s human-centered design thinking principles by empathizing with customers, involving them in the design process, and iterating based on their feedback. This ensures that value propositions address real customer pain points and create genuine gains.

Communicating the Why: Apply Sinek’s “Start with Why” to communicate the deeper purpose behind your value proposition. This not only differentiates your offering but also resonates with customers who share similar values and beliefs.

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Shape strong value propositions and scalable business models Effectively convey how your offerings add value to customers and your business.

Business Model Canvas: How to use Osterwalder’s Business Model Canvas as a foundational framework for analyzing and designing business models. Each canvas block represents a critical aspect of the business model that should be aligned with customer needs and organizational purpose.

Knowledge Creation: How to apply Nonaka’s knowledge creation approach to gather insights and test assumptions about customer needs, team needs and industry trends. This iterative process ensures that the business model addresses real challenges and opportunities.

Start with Why: How to infuse Sinek’s “Start with Why” concept by aligning the business model with the organization’s purpose and values. Communicate the why behind the business model to create a deeper connection with employees, customers and stakeholders.

Systems Thinking: How to incorporate Senge’s systems thinking principles by considering the interconnectedness of different business model components. Anticipate how changes in one area might affect other parts of the organization and its ecosystem.

Leadership and Culture: How to utilize Marquardt’s leadership perspective to ensure that leadership is actively involved in business model design and redesign. A business model designed by the team aligns with the organization’s culture, engages employees, and fosters stakeholder alignment.

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Collaborative Leadership: Utilize Marquardt’s leadership approach to develop collaborative leaders who inspire teamwork, innovation, and engagement. Leaders should focus on creating a shared vision, fostering open communication, and empowering team members to contribute their best.

Open Dialogue: Infuse Bohm’s dialogue principles into team and leadership development. Encourage teams and leaders to engage in open and authentic conversations where assumptions are suspended, and diverse perspectives are explored. This promotes deeper understanding and creative problem-solving.

Adaptive Leadership: Incorporate Kahane’s adaptive leadership approach by training leaders to navigate complexity and uncertainty. Adaptive leaders should be skilled at facilitating difficult conversations, bridging divides, and finding common ground even in challenging situations.

Do you have a problem which you want to put to your teams to solve and learn to do so as a team?

Open Dialogue and work to attain presence: Infuse Bohm’s dialogue principles and Scharmers theory U to work and discover potential solutions. Teams and leaders engage in open and authentic conversations where assumptions are suspended, and diverse perspectives are explored. This promotes deeper understanding and creative problem-solving. We have some neat tools for solving conflict in organizations too, we call these conflict circles.

“Harnessing the Power of Dialogue: A Restorative Circle Approach to Healing Organizational Conflicts”

In today’s complex and polarized world, organizations often find themselves grappling with internal conflicts that can be as detrimental as they are divisive. The traditional recourse of arbitration clauses and legal avenues may offer resolution, but at what cost? Enter the transformative approach of Bohm and William Isaacs’ writings on dialogue, seamlessly integrated with a highly effective Restorative Circle method.

This innovative process stands as a beacon of hope for organizations suffering from political divides and just division in general. By placing genuine, empathetic communication at the forefront, it addresses the root causes of conflict, rather than merely treating the symptoms. Here’s why this approach is a game-changer for your organization:

1. Fostering Inclusivity: By encouraging open dialogue and active listening, our approach gives every voice a chance to be heard, ensuring that even the most marginalized perspectives are considered.
2. Rebuilding Trust: Restorative circles create a safe space for individuals to express themselves and be vulnerable, enabling trust to be rebuilt among team members, departments, or entire organizations.
3. Conflict Prevention: By addressing conflicts at their early stages through dialogue, you can prevent them from escalating to the point where legal action becomes necessary.
4. Cost-Efficient: Avoid costly legal battles and arbitration processes. Our approach prioritizes human connection over litigation, saving your organization time and resources.
5. Sustainable Solutions: The dialogue-based approach fosters a culture of understanding and collaboration, leading to lasting resolutions that promote harmony and unity within your organization.

In these tumultuous times, organizations that prioritize dialogue and restorative circles stand to not only heal wounds but also emerge stronger and more resilient. Don’t let internal strife hold your organization back. Embrace the power of dialogue and usher in a new era of unity, understanding, and productivity.

Choose dialogue. Choose healing. Choose progress.