CDF Induces Critical Realism Regarding Agile Organizational Practices
In the cauldron of change we are living in, we need a set of mind opening tools whose use leads to new and complex ways of thinking and listening. Critical Realism based on dialectic empowers us to understand not just “change” but transformations, both of ourselves and our organizations, that elude formal logical thinking (downloading).
For such undertaking, the Constructive Developmental Framework (CDF) is the tool of choice.
CDF comprises a set of values, strategic principles, and practices forming a cohesive whole. CDF-based action logics are grounded in three interrelated perspectives on contributions of human capital to the organization as a whole:
- How contributors make meaning of their life and work with each other (social-emotional)
- How contributors show up with regard to their self-concept, approach to tasks, and emotional intelligence (egoic)
- How contributors construct their own unique “real world” depending on the agility of their thinking (cognitive).
CDF is a Complexity Theory of “How Humans Deliver Work”
We start from the premise that contributors construct unique “real worlds” of their own whose common denominator is the complexity and agility with which they carry out their practices based pm their meaning-making and thinking.
Individuals’ contributions are grounded in an empirically measurable internal workplace indicating how they conceive of their work emotionally and intellectually at different points in their lifelong adult development.
We can determine contributors’ internal workplace through assessment by structured interview based on the metaphor of the Three Houses of work delivery: Self House, Task House, and Organizational House.
Knowing people’s internal workplace prepares a common ground for understanding and guiding the action logic of teams and circles, whether by coaching, mentoring, or shared design sessions.
CDF Functions as a Culture Transformation Tool
CDF heralds a dialogical turn of social practices in which individuals recapture the experience of their own untrammeled thinking.
CDF does so by forcing attention to contributors’ movements-in-thought in real time, a learnable practice enhancing agile action logics.
CDF comprises a set of values, principles, and practices all of which support agile work cultures pioneered in cutting-edge software design.
CDF addresses the gap between how reality works in the sense of R. Bhaskar’s dialectical ontology, on one hand, and how people think, on the other.
In this way, CDF functions as a culture transformation tool that delivers breakthroughs by improving the quality of dialog between stakeholders.
CDF shifts the nature of stakeholder conversations for the sake of creating effective shared- leadership journeys not bound to rigid managerial hierarchies.
CDF Helps Put in Place Agile, Team-Based Organizations
CDF is also the tool of choice for building talent in deliberately developmental organizations (DDOs) and putting together optimally functioning teams and pods.
Such organizations need data-based empirical insight into contributors’ developmental potential that differs between different time points of lifespan development.
Such insight is grounded in individual as well as team practices that can be improved by following CDF values, principles, and practices.
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