Welcome to the EODF 2014 Conference session platform!

On this page, you can submit session ideas, vote on existing ideas, or add comments.

To submit an idea, please click the Submit New Idea button at the top of the navigation sidebar. You will then be asked to add a title and write a description for the new idea to help others understand what your session is supposed to be about. You will also have the option to add tags to the idea. To vote on an idea, simply click the up or down arrows to the right of the idea title/description. And to add a comment, click in the box below the idea.

If you would like to see all ideas created with a specific tag, you can click on the word or phrase via the tagcloud in the navigation sidebar area under "What we're discussing". You can also view ideas sorted by posting date, popularity, or overall “hotness” from the navigation menu. To return to this page, click the All Ideas link.

Our conference in Amsterdam will be held on 17/18 October. It is an Open Space conference (for more about Open Space Technology, read on here). Around 80% of the conference sessions will be defined on this platform. All sessions will have a 90 minute time slot available and thus take a maximum of 90 minutes. In some cases, sessions may extend over 2 subsequent time slots. If you have questions, please contact conference deans Nick Richmond or Niels Pflaeging.

Campaign: Session Topics

OrgPhysics: Impact of structures on change, design, consultants

Theories and models abound about what good org design and org structure are. However, many of the concepts in the field are probably nothing more than convenient myths, based on flawed assumptions about what makes organisations tick. In this session, we will try to de-bunk org design, consider the proven and validated, and distinguish it from the the hocuspocus. We will critically discuss the more recent notion of org ...more »

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24 votes
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Campaign: Session Topics

Team effectiveness as an org design principle

Team development usually focuses on teams that already exist. Typical questions it adresses are: "How to improve teams in virtual times?“ "How to improve interaction and communication?" This is fine. But this kind of team development is also a rather limited approach, as it only tackles specific problems teams may have. This is "team development as operational improvement“. The blind spot in most organizations however, ...more »

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19 votes
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Campaign: Session Topics

Evolution of leadership: the rise of the Network Leader

Within the Copernican revolution in how organisations are designed, managed and lived, brand new opportunities arise. The focus is now back on people, and their passion, grasp, creativity and their interactions and relationships shape the very future of our organisations. This also means new challenges. Leadership, as the moving engine of evolution and growth, is now called to overtake its transactional and transformational ...more »

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17 votes
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Campaign: Session Topics

Leading without bosses

How often do you face the statement: this project was a success despite the management? Or was it even you who said it? It feels like bosses prevent the future to happen. Having said so, what would happen if we organise companies with the same passion and engagement as at home. Let's view organisations as complex organism and put central the Rhinelandic approach and team wise collaboration. We might end up at flock leadership ...more »

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17 votes
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Campaign: Session Topics

Team Collaboration in Complex Organisations

Within a complex organisation system teams and groups need to collaborate, but not all collaborations are equally important. The importance depends heavily on how closely they need to work together. Not all collaborations need to be invested in to the same extent. In organisation design it is important to identify which collaborations need the most attention. In this session we will investigate the organisational drivers ...more »

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17 votes
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Campaign: Session Topics

Developing a company specific organisation design methodology

Big enterprises generally have lots of organization design work going on at any one time. Frequently this work is done in pockets with no consistency of approach or overarching view of the whole system. Developing and governing an in-house approach to organization design could be an effective investment. What does it take to develop one? How do you measure its value?

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16 votes
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Campaign: Session Topics

Approaches and Healthy Tensions in Organisation Design

There is no one right way to 'do' organisation design. There is usually a healthy tension between the options and alternative approaches. In this session we will present three classic tensions between alternative approaches to consider when designing an organisation design process with a client. It will depend on the organisation, their context, purposes, strategy, systems and culture.We will then explore these together ...more »

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16 votes
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Campaign: Session Topics

Can organisations self-organise?

I'm wondering if organisations can self-organize? Do they need 'designers'? Are we presenting perspectives on what 'should/could' be, rather than letting designs emerge through environmental/contextual feedback.

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16 votes
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Campaign: Session Topics

How do you measure the impact of an OD intervention?

As a community, we want to support change in organisations. To do this, we need to make the case - both before and afterwards, that the intervention has value. Being able to demonstrate the 'Before' and 'After' situation is critical. But how? We will share 3 case studies of tracking intervention impact & client response; we will ask for participant experiences and recommendations to share best practices

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15 votes
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Campaign: Session Topics

Changing culture and workplace performance collaboratively

The old days of consultants going into a company and changing it from the outside are long gone. Instead, internal change agents, a perplexing business problem, and a change mentor can change the game and bring the culture up to a new level where adapting to change doesn't fight against the system. We're here to talk about why this works and how collaboratively changing the system works better.

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13 votes
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Campaign: Session Topics

Internal v external organization design consultants

If you were a business unit leader wanting to re-design your organization would you hire an external consultant or would you rely on your internal consultants (assuming you had them in your organization). Why? If you are an organization design consultant what are the pluses and minuses of being internal to the organization v being external to the organization (and vice versa). How can organizational leaders know whether ...more »

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11 votes
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Campaign: Session Topics

Teaching Birds How to Fly: Why Leadership Cannot be Learned

The current patterns, or elements of any company´s organizational model are those whch fit with market environments in the long run. Again and again, new patterns emerge - and persist thanks to fit or vanish due to lack of it, If the environment doesn´t change too quickly or too abruptly, an organization remains in alignment with its context. Except when managers or consulants start acting on the belief the organization ...more »

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11 votes
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