individuals and groups, I assume
that most people do what they think
is right considering the world
in which they think they live.
the benefit of the doubt places
me in the place of a learner and
mediator of different views and
expectations, and allows me to
contribute what I can to facilitate
clarify and mutual understanding.
My focus is first
on process, on patterns and
concepts, and then on change.
I believe that the most effective
change is based on shared purposes
and ethical principles that provide
a caring context for dealing
with disagreement and differences.
Change can occur
on different levels, and part of
facilitating effective change is
the selection of the right one.
My inclination is to focus on changing
group expectations and organizational
communication patterns and to let
changes in individual behavior
follow. So I am interested in the
design of group and organizational
processes that both promote and
protect high levels of individual
performance, relational awareness
and organizational integrity.