Comments for Collective Edge Coaching http://collectiveedgecoaching.com Coaching & Consulting for the Agile Enterprise Tue, 26 Jan 2010 08:20:28 +0000 http://wordpress.org/?v=2.9.1 hourly 1 Comment on The Tao of Scrum by Ilja Preuß http://collectiveedgecoaching.com/2010/01/the-tao-of-scrum-2/comment-page-1/#comment-120 Ilja Preuß Tue, 26 Jan 2010 08:20:28 +0000 http://collectiveedgecoaching.com/?p=579#comment-120 Love it! Want more! :) Love it! Want more! :)

]]> Comment on The Tao of Scrum by Tweets that mention The Tao of Scrum | Collective Edge Coaching -- Topsy.com http://collectiveedgecoaching.com/2010/01/the-tao-of-scrum-2/comment-page-1/#comment-119 Tweets that mention The Tao of Scrum | Collective Edge Coaching -- Topsy.com Tue, 26 Jan 2010 08:08:40 +0000 http://collectiveedgecoaching.com/?p=579#comment-119 [...] This post was mentioned on Twitter by Michele Sliger, michael k spayd. michael k spayd said: Posted over the weekend: http://collectiveedgecoaching.com/2010/01/the-tao-of-scrum-2/ a new blog called the Tao of Scrum. Check it out. [...] [...] This post was mentioned on Twitter by Michele Sliger, michael k spayd. michael k spayd said: Posted over the weekend: http://collectiveedgecoaching.com/2010/01/the-tao-of-scrum-2/ a new blog called the Tao of Scrum. Check it out. [...]

]]> Comment on Conflict, Diversity & Appreciation by Ilja Preuß http://collectiveedgecoaching.com/2009/10/conflict-diversity-appreciation/comment-page-1/#comment-56 Ilja Preuß Mon, 05 Oct 2009 16:10:03 +0000 http://collectiveedgecoaching.com/?p=533#comment-56 Another interesting take on conflict can be found in the book "Facilitating Organization Change". This book uses the model of a Complex Adaptive System to look at change in an organization. To make sure that the organization adapts to constantly changing surroundings, the authors argue that a change agent actually needs to *amplify* differences between the "autonomous agents" (e.g. team members) and then make sure that they participate in "transforming exchanges" (e.g. stimulating debates, I suppose). Another interesting take on conflict can be found in the book “Facilitating Organization Change”. This book uses the model of a Complex Adaptive System to look at change in an organization. To make sure that the organization adapts to constantly changing surroundings, the authors argue that a change agent actually needs to *amplify* differences between the “autonomous agents” (e.g. team members) and then make sure that they participate in “transforming exchanges” (e.g. stimulating debates, I suppose).

]]> Comment on The Speed of Culture by Michael Spayd http://collectiveedgecoaching.com/2009/10/the-speed-of-culture/comment-page-1/#comment-55 Michael Spayd Sat, 03 Oct 2009 19:30:09 +0000 http://collectiveedgecoaching.com/?p=515#comment-55 An interesting question, my friend. I am really just beginning to play with conscious self-trust, but here's my initial thoughts: trust with myself has to do with what I tell myself and whether I actually do what I say (to myself, and sometimes to others) I will. Losing self-trust is making empty promises to yourself, not following through, and not "renegotiating" the commitment, so to speak. It may mean needing to scale back on what I want to do, the projects I want to take on (limiting my own WIP, for those that know Lean). Covey defines five waves of trust, the first one being self trust. He talks about the confidence we have in ourselves, our ability to keep our commitments and to 'walk our talk.' The key principle underlying self trust, he says, is credibility. It seems to me, when we are trustworthy with ourselves (e.g., don't tell people things we don't really believe just to look good, or agree to do things we are really hesitant about or resistant to, etc.) than we shine that out to others quite naturally. What do <strong>you </strong>think? An interesting question, my friend. I am really just beginning to play with conscious self-trust, but here’s my initial thoughts: trust with myself has to do with what I tell myself and whether I actually do what I say (to myself, and sometimes to others) I will. Losing self-trust is making empty promises to yourself, not following through, and not “renegotiating” the commitment, so to speak. It may mean needing to scale back on what I want to do, the projects I want to take on (limiting my own WIP, for those that know Lean).

Covey defines five waves of trust, the first one being self trust. He talks about the confidence we have in ourselves, our ability to keep our commitments and to ‘walk our talk.’ The key principle underlying self trust, he says, is credibility.

It seems to me, when we are trustworthy with ourselves (e.g., don’t tell people things we don’t really believe just to look good, or agree to do things we are really hesitant about or resistant to, etc.) than we shine that out to others quite naturally.

What do you think?

]]> Comment on The Speed of Culture by clive http://collectiveedgecoaching.com/2009/10/the-speed-of-culture/comment-page-1/#comment-54 clive Sat, 03 Oct 2009 03:39:50 +0000 http://collectiveedgecoaching.com/?p=515#comment-54 Interesting idea, creating trust with oneself. How do you do that? Clive Interesting idea, creating trust with oneself. How do you do that?

Clive

]]> Comment on Collective Edge 2.0 Beta is Live by Michael Spayd http://collectiveedgecoaching.com/2009/08/collective-edge-2-0-is-on-the-web/comment-page-1/#comment-11 Michael Spayd Tue, 18 Aug 2009 23:24:31 +0000 http://collectiveedgecoaching.com/?p=281#comment-11 Thank you, Francisco. If you readers want a fully loaded, social-networking-package-web-site, talk to my new friend Francisco! I found him on FaceBook, through a mutual network, and it has been great. Thank you, Francisco.

If you readers want a fully loaded, social-networking-package-web-site, talk to my new friend Francisco! I found him on FaceBook, through a mutual network, and it has been great.

]]> Comment on Collective Edge 2.0 Beta is Live by Francisco Rosales http://collectiveedgecoaching.com/2009/08/collective-edge-2-0-is-on-the-web/comment-page-1/#comment-10 Francisco Rosales Tue, 18 Aug 2009 22:58:57 +0000 http://collectiveedgecoaching.com/?p=281#comment-10 Thank you Michael, it has been a pleasure working with you. Thank you Michael, it has been a pleasure working with you.

]]> Comment on Meet us in Chicago by Teresa Smith http://collectiveedgecoaching.com/2009/08/agile-conference-post/comment-page-1/#comment-9 Teresa Smith Tue, 18 Aug 2009 02:41:40 +0000 http://collectiveedgecoaching.com/?p=279#comment-9 Great website! Great website!

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