Emerging Change Practitioner

Madeleine Laugeri (TSTA O), is the author of the concept of 'Emerging Change', which states that several energies need to be set in motion within an organisation if any change is to be successfully implemented:
1. leadership energies, who look outward at what is happening in the world, what is happening in the competition, what the forecasts are, set directions, or talk about necessary changes.
2. the energy of the membership, i.e. the employees who work inside the organisation, see what they are up against, what is possible, whether they have limitations, and sometimes, what potentials they have, what they can simplify,

The idea behind Emerging Change is to bring the two energies together so that both sides start talking about this change with each other.

What is Emerging Change?
A methodology that takes into account two antagonistic and complementary 'forces' in organisations:
1 Leadership, a person who manages Planned Change in a deliberate, structured, predictable and repeatable manner.
2. a work team without a leader is responsible for emerging change: participation is an end in itself.
A tool to formalise the 3 spaces of dialogue at work:
1. the Vision Contract embodied by the Leader(s)
2. the cooperation agreement implemented by the Team
3 Mission Contract A and B - a space for dialogue between the leader and the work team.

Benefits of Emerging Change:

- Sharing strategic elements of the Environment (from the leader to the team).
- Sharing strategic action items (from team to leader).
- Rapidly adapting to a złożone world.
- Improving wellbeing at work to improve performance.

The aim of the 3-module "Practitioners of Emerging Change" series is to nlearning and familiarising themselves with the tools that allow consultants and team coaches to accompany their clients in rebuilding their organisational culture.

First congress - is dedicated to understanding what organisational culture change is:
- how it goes,
- what dynamics it has,
- which forces to include in it. 

Second congress- is a presentation on how to work with leadership to develop their own vision of change so that they are ready, present it to their employees and work on it together. This module discusses the role of the leader in transforming the organisational culture and how to prepare employees so that what they create and come up with is just the beginning of a new organisational culture. 

Third reunion - is dedicated to developing skills and tools to help employees develop their response to the proposal coming from leadership. How to bring Contract A and Contract B together so that together they develop a constructive solution that each party accepts and the process of transforming the organisational culture can begin.