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October 2017 -Unlearning for Emergence in Organizations: Faculty

October 2017 -Unlearning for Emergence in Organizations: FacultyDonald MacLean (University of Glasgow) and Benyamin Lichtenstein will be the two Guest Faculty members at the October 2017 LILA gathering focused on Unlearning for Emergence in Organizations. During this gathering we will explore questions such as: We will address such questions as: 1. What is emergence and how does it differ from other forms of change? 2. What shifts in knowledge and mindset are needed to understand emergence as a viable and valuable part of the organizational change process? 3. What are the practices and protocols that enable the organization and its members to sense, learn, and recombine to adapt to signals surfacing in the extended ecosystem, the organization, and its surroundings? 4. What types of leadership and organizational practices are necessary for engaging with emergence in ways that harness the adaptive potential at the core of this dynamic while honoring deeper shared purposes and intentions at the core of organizational missions? 5. What challenges do leaders and others face as they engage emergence with the intent of shaping a more adaptive future? More »

2017 LILA Theme Announced: Emergence In Organizations

2017 LILA Theme Announced:  Emergence In OrganizationsWe live in a transformative time—one where old paradigms no longer help us solve the challenges we face and where new ways have not fully evolved. There is much we do not know about how to perceive, understand, and approach the issues we face. In past years, LILA has embraced themes addressing this dilemma, such as Unlearning, Managing Complexity, and Adaptive Cultures. For the coming year, we outline another such theme, one that directly engages organizational structure, structuring, and practices in the context of continuous change and distributed activity: Emergence in Organizations. More »

LILA Summit 2017 Animation: Adaptive Culture

LILA Summit 2017 Animation:  Adaptive CultureBecoming an adaptive culture is no small feat– demanding we keep transforming to sustain our organizational “fitness”, while at the same time sustaining an internal environment in which our people can thrive amidst change and uncertainty. We invite you join us in this ongoing inquiry, making sense of what it means to be an adaptive culture. More »

Frustrated or flourishing? Three ways we make sense of challenges at work

Frustrated or flourishing? Three ways we make sense of challenges at workSally Maitlis shared her research which revealed that, in the face of challenges, there are three pathways that workers take:   Identity Path: in the face of threats, they rely on their sense of who they are Contribution Path: in the face of threat, they try and use their skills to help Practice Path: in the face of challenges, they learn skills as part of the work   What’s important is that these paths explain different outcomes of employees – the identity and contribution paths lead to frustration, burn-out and leaving the organization. Only the practice path, which is about viewing the work as an opportunity to learn the practice of the work, individuals are able to move through challenges and flourish.  This is important because the most passionate and committed people might be the most vulnerable because they may be driven by a strong identity and contribution mindset. I wonder: what identity structures are people using when they take the “practice path”? It’s not that they aren’t using an identity structure in face of challenges, More »

Growing through loss: How we make sense from trauma

How do people overcome devastating and traumatic experiences and grow? Sally studied artists who experienced injuries that resulted in which they couldn’t do their art anymore. These are experienced as highly distressing, traumatic, and threatens their core identity. It’s about loss. These events trigger sensemaking: who am I? What is my place in the world?   People who grow from these events create meanings: The injury as growth or loss: while painful, it helped them grow by opening up new worlds and possibility, made them stronger, or revealed some deeper struggle that could be resolved. Others didn’t grow and instead felt it simply ruined and defeated them.   Self as evolving or diminished: they draw clear boundaries, expand their former identities, or find ways to have continuity. Others defined themselves in the absence of their former self.   The work as connected or disconnected: Some continue some relationship to the art but on different terms and different roles, but still are connected. Others completely separate.   A big idea is that there are enabling and disabling meanings of traumatic events. When people have narrow, singular identities that are more vulnerable.   Secondary identities, range of personal experiences, and social connections are resources for resilience.   And organizations need to acknowledge and support people through sense of “loss” that is a normal part of the human experience.   I wonder: what are ways to design for dealing with micro-loses in organizations? How is the identity of a practice (e.g. cellist) different from other more entitative More »

 

 

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Upcoming LILA Events

  • September 21, 2017 Member Call on September 21, 2017 @12:00 pm
  • October 2017 on October 24, 2017
  • November 16, 2017 Member Call on November 16, 2017 @12:00 pm
  • December 14, 2017 Member Call on December 14, 2017 @12:00 pm
  • January 11, 2018 Member Call on January 11, 2018 @12:00 pm
  • February 2018 on February 7, 2018
  • March 21, 2018 Member Call on March 21, 2018 @12:00 pm
  • April 2018 on April 18, 2018
  • May 24, 2018 Member Call on May 24, 2018 @12:00 pm

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