INN VATING OD OD NETWORK 2013 ANNUAL CONFERENCE October 5 – 8, 2013 DoubleTree by Hilton San Jose San Jose, California Organization Development Network Social Systems Learning Networks Organizations Practice Development Time for a New Story: Rethinking Organizations as Communities of Campfires David B Drake, PhD Center for Narrative Coaching & Leadership

How does one lead change now?

OD NETWORK 2013 ANNUAL CONFERENCE Organization Development Network Stories matter in organizations They fulfill three human desires: 1.Connect the past, present and future 2.Connect my story, our story, and their story 3.Connect what is and what could be Dr David Drake © 2013 Dr David Drake © 2013 David B Drake, PhD

OD NETWORK 2013 ANNUAL CONFERENCE Organization Development Network What people want from leaders and their stories 1.People want to believe. “I trust you and feel you trust me.” 2.People want to belong. “I’m a part of something that matters.” 3.People want to behave. “I can make a meaningful contribution.” Dr David Drake © 2013 David B Drake, PhD

OD NETWORK 2013 ANNUAL CONFERENCE Organization Development Network OD NETWORK 2013 ANNUAL CONFERENCE Organization Development Network Pivot points More than ever, organisations need flexibility and speed to stay ahead in their markets. Those who are flourishing in these uncertain and complex times judiciously and creatively leverage their investments in development, align them with their strategy and mission, and use them to address real issues in real time. Those who do not do so will increasingly languish without an ecosystem to support them.

OD NETWORK 2013 ANNUAL CONFERENCE Organization Development Network OD NETWORK 2013 ANNUAL CONFERENCE Organization Development Network Source for Psychology and Systems: Irving Bowrick Source for Narrative: David Drake PsychologySystemsNarrative Behavior is a function of character or personality Behavior is a function of role definition and relation Behavior is an expression of one’s identity in relationship with others Personality and character are formed by nature and nurture Roles are defined by system and individual interaction Identities are shaped by personal, contextual and collective narratives Actions are grounded in character Actions are grounded in systems rules and relations Actions are grounded in our working models for safety and rewards Change in behavior requires personality and character change Change in behavior requires redefining roles, rules, relations Change in behaviour requires a new story as a point of reference Change is difficult and takes a long time Change is challenging, but can be swift and effective Change just IS; focus on long arcs of transition and pivots in the moment Three frameworks for change & development in organizations © 2013 David B Drake, PhD

OD NETWORK 2013 ANNUAL CONFERENCE Organization Development Network OD NETWORK 2013 ANNUAL CONFERENCE Organization Development Network What is narrative design? Integrating narrative leadership (mindset), narrative strategy (process) and narrative coaching (behavior) to empower people to develop themselves while addressing real organizational change objectives (DIYT: Do It Yourself Together). © 2013 David B Drake, PhD

OD NETWORK 2013 ANNUAL CONFERENCE Organization Development Network OD NETWORK 2013 ANNUAL CONFERENCE Organization Development Network In narrative design, development is: Organised to achieve a result not teach a topic Supported across all three pillars at the same time Focused on a few points of leverage © 2013 David B Drake, PhD

OD NETWORK 2013 ANNUAL CONFERENCE Organization Development Network OD NETWORK 2013 ANNUAL CONFERENCE Organization Development Network Three pillars of narrative design Behaviours and skill enhancement Mindsets and self development Environments and system enrichment person project process program person project process program Do people have sufficient opportunities, resources and rewards to be successful? Do people have sufficient insight, motivation and accountability to address this issue? Do people have sufficient knowledge, capability and accountability to perform well? © 2013 David B Drake, PhD

OD NETWORK 2013 ANNUAL CONFERENCE Organization Development Network Three pillars of narrative design Dr David Drake SelfSkillsSystems LevelIdentityCapabilityEnvironment FocusMindsetBehaviourProcess DriverMotivationFeedbackReward SupportDevelopmentLearningStructure LeverageInsightAccountabilityOpportunity MeasureRegulationRelationshipsResults © 2013 David B Drake, PhD

OD NETWORK 2013 ANNUAL CONFERENCE Organization Development Network OD NETWORK 2013 ANNUAL CONFERENCE Organization Development Network Situation SearchShift Sustain INNER WORLD PASTFUTURE OUTER WORLD systems skills self Focus: What is Challenge: Who am I? Focus: What if Challenge: What do I value? Focus: What matters Challenge: What is being asked of me? Focus: What works Challenge: What do I stand for? The narrative design process © 2013 David B Drake, PhD

OD NETWORK 2013 ANNUAL CONFERENCE Organization Development Network My three pivots Pivoting in desired direction Dr David Drake © 2013 David B Drake, PhD

OD NETWORK 2013 ANNUAL CONFERENCE Organization Development Network OD NETWORK 2013 ANNUAL CONFERENCE Organization Development Network Where would you like to start a campfire? What would you like to talk about?

OD NETWORK 2013 ANNUAL CONFERENCE Organization Development Network You can only go as far as your stories will take you. Dr David Drake Executive Director Center for Narrative Coaching and Leadership Founder Narrative Design Labs Sydney | San Francisco [ ] [skype] dr.daviddrake

OD NETWORK 2013 ANNUAL CONFERENCE Organization Development Network OD NETWORK 2013 ANNUAL CONFERENCE Organization Development Network Please complete a survey before you leave! Your feedback is greatly appreciated. Thank You! © 2013 David B Drake, PhD