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NGA MIHI/ GREETINGS Nau mai, haere
mai, piki mai ki tenei hui.
Nga mihi ki nga tangata
o nga hau e wha. Nga mihi
aroha, nga mihi mahana ki a
koutou. A warm welcome and
invitation to this gathering. And
an expression of our respect
to the people who come from
the 4 directions of the winds.
Our love, our respect and warm
regards to you all. Ko
te manu e kai ana i te
miro, nona te ngahere. Ko
te manu e kai ana i te
matauranga, nona te ao. The
bird that eats the fruit of
the miro tree, its domain is
the forest. The bird that eats
knowledge, its domain is the
world.
OUR INTENTION
To come together to pursue
our understanding of adult development,
explore ideas, celebrate wonderings,
and broaden understanding and offer
the gift of authentic questions
and perspectives to others; to
think and learn together about
how to best support our
work in transformational change, in
all kinds of contexts, all
over the world. We invite
you to approach this personal
and collective learning experience with
a spirit of curiosity, mutuality
and community building.
OUR BEST HOPES …AND INTENDED
OUTCOMES
In Wellington we hope for
individual and collective growth and
a fortified commitment to make
the world a better place
through the study, development and
application of adult development
theory.
Growth Edge NetworkGathering in WellingtonNew Zealand12, 13
& 14 February 2015
Whanau Whakatipu TangataHui a Whanau, Poneke, Pipitea
MaraeAotearoa12, 13 & 14 Hui-tanguru 2015
Welcome to the 2015 GEN Gathering
in Wellington, New Zealand!
We are excited to be hosting
the third Gathering in New
Zealand and grateful that so
many of you have committed to
make the long journey to join
us.
The GEN Gathering is an
opportunity for us to be
together together in person with
others who are interested Adult
Development and pushing at their
own growing edges. We started
this journey in Sydney in 2011
where we used “Water” as our
overarching theme, then travelled
to Boston in 2013 under
the banner of “Bridges”. This
Gathering in 2015 embraces “Seasons”
as the broad theme. If you
are joining us along the way
or have been with us from
the beginning, we welcome you.
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Gathering Program Flow…through the
Seasons
Day 1. Spring (Assessment)
As the season of awakening –
it is associated with the
creative work of opening, birthing,
re-‐evaluation,
interpretation, synthesis, and
transformation.
Day 2. Summer (Celebration)
As the season of cultivation –
it is associated with the
regenerative work of acknowledgement,
harvesting, sharing, gaining perspective,
and imagining fresh ways of
“putting the pieces together” in
order to invite the cycle to
begin anew.
Day 3. Fall/Autumn (Action)
As the season of harvest –
it is associated with the
experiential work of planning,
stimulation, activity, exploration,
discovery, application and accountability.
Winter (Reflection)
As the season of rest and
renewal – it is associated with
the reflective work of observation,
deliberation, percolation and wonderment
Based on “Seasons of Leadership”
created by Susan Palmer (GEN
Member and host of our January
2015 call)
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DAY 1. Thursday. 12 February.
Spring…Inner Journey “It’s…time to
notice in ourselves the instinctual
stirrings – like many other
species have – of a different
agenda for the next season that
is upon us, an agenda that
will require energy, ingenuity and
focus. Sometimes the new
agenda is a surprise.”
Welcome
9.00am Gather outside to practice
for Powhiri
9.30am Maori Powhiri / Welcome
10.30am Morning Tea
11.00am Welcome
Seasons Introduction
11.30am Opening Process
Home Groups
12.20pm Introduce session hosts for
the day
12.30pm Lunch
Session & Host
1.30pm
Hijinks and Shenanigans: Spotting My
Ego in Action
Aliki Nicolaides, David McCallum &
Lyle Yorks
Somatic Laboratory: Experiential Examination
of Relationship Between Somatic
and Ego Development Kris Miller
Working with Organizations in
Transitions Wendy Bittner
3.00pm Afternoon tea
Session & Host
3:30pm
The Laugh Track: Sharing our
Lifelong Relationship with
Humour Alex Greenland and Keith
Johnston
Soul Seasons -‐ Does the
Reincarnation hypothesis
have explanatory and predictive value
for Adult development?
Susan Shore
Expanding perspectives on Subject-‐Object
movement
Beena Sharma
5.00pm Into Home groups to
summarise the day
5.30pm Invitation to Jennifer Garvey
Berger and Keith Johnston book
launch – by bus
6.00pm Book Launch at Te
Wharewaka o Poneke (Wellington
waterfront)
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DAY 2. Friday. 13 February.
Summer…Celebration “…the restorative grace
of summer has recharged my
spirit…”
Welcome
8.30am Opening: Circle of Seasons
9:00am Being Human. Susann
Cook Greuter 9:35am Community
Conversation: Exploring development
theories and lenses 10.20am
Plenary to check in /
Introduce session hosts for the
day 10.30am Morning Tea
Session & Host
11.00am
Supporting Developmental Shifts in
Ourselves and Others – Exploring
the range of our experiences
Anne Nagle and Carolyn Coughlin
What is it like to work in
an intentionally developmental organisation
Kirsten Dunlop & Team with
Jennifer Garvey
Berger
Developing consciousness in leaders –
exploring triggers,
timing and type Niki Vincent
12.30pm Lunch Discussion: Join
the GEN Call facilitator pool
with Carolyn Coughlin and Patrice
Laslett Session & Host
1.30pm
Integrating Earlier Levels into our
Own Meaning Making Susann Cook
Greuter & Beena Sharma
Disability through a Developmental Lens:
Birthing a New Model into the
World
Judith MacBrine
Ecology of Facilitation Scott Nicol
& Maria
Deutsch
3.00pm Afternoon tea
Session & Host
3.30pm
Who Are We and Why Are We
Here: The Mystery & Value
of Identity in Organizational
Systems Beth Shapiro and
Fernando Lopez
Falling Back as a Catalyst for
Springing Forward: A seasonal
metaphor with
implications for developmental growth
Valerie Livesay
How does our Level of Development
Impact our Relationships and our
Relationships Impact our Development?
Janet Smith
Session & Host
5.00 pm Balancing Self-‐Improvement and
Self-‐
Acceptance in Personal Growth
Grady McGonagill
Discoveries from Delving into the
Early Writing and Research in
Adult Development
Patrice Laslett 6.00 pm Home
groups
6.15 pm
Playback Theatre Over centuries,
throughout cultures, people’s stories
have always been a way to
entertain and share knowledge.
Playback Theatre draws on this
tradition by inviting the audience
to
tell their own stories and then
watch as they are instantly
‘played back’ onstage.
7.30pm Gathering Dinner
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DAY 3. Saturday. 14 February.
Fall/Autumn…Action.
“It’s time to notice the luxuries
of warmth and light in the
knowledge that they have long
begun passing, and to accept
the shorter days which quicken
the pace of life.”
Welcome
8.45am Plenary / Introduce
session hosts for the day
Session & Host
9.00am
Exploring Gender Bias: intractability
and
possibility Jim Wicks & Carolyn
Coughlin
Managing Our Relationship with
Constructive-‐developmental
Theory: Can We Hold the
Theory with Deep Commitment But
a Light
Touch? Grady McGonagill
Not Knowing: The Art of Turning
Uncertainty into Opportunity
Diana Renner
10.30am Morning Tea
Session & Host
11.00am
Questions for the Third Third
Beth Greenland and Mark Leach
Our Elliptical Galaxy: How
companionship, compassion and collaboration
helps us grow
Ingrid Studholme, Kate Wisdom, Jane
Cox, Nickolas Yu, Anna
Booy
Towards Wiser Leadership: Dispossession,
Sacrifice and
Metamorphis: How detachment from ego
needs facilitates developmental growth
Karen McMillan & Maryanne
Mooney 12.30pm Lunch
Session & Host
1.15pm
Putting the safe into safe-‐to-‐fail
experiments: Creating safe spaces for
failure
across the developmental arc Jennifer
Garvey Berger & Keith Johnston
Exploring the ‘Shadow Aspect” of
Increasing Popularity of Developmental
Perspectives, Theories
and Approaches Maja Stanojevic-‐Andre
2.45pm Afternoon tea
Session & Host
3.00 pm
Somatic Presence Practices -‐
Exploring the Intersection of
Presence, the Body, and
Subject/Object moves Bebe Hansen
& Beth
Greenland
How Can Adult Development Inform
the Criminal Justice
System? Judith MacBrine
Modeling the Self: Tools to
Construct Purposeful Influence
Fred Jones
4.00pm Final home groups 4.30
– 5.00pm Poroporoaki – Maori
farewell ceremony
Winter -‐ Reflection
As the season of rest and
renewal – it is associated with
the reflective work of observation,
deliberation, percolation and wonderment
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Sessions & Session Hosts Information
A description for each of the
people generously holding spaces who
invite you to join with them
in exploring a topic that is
a passion for them. Please note
that the information is listed
in the order of the sessions
in the Program Flow
Day 1
Hijinks and Shenanigans: Spotting My
Ego in Action Aliki Nicolaides,
David McCallum & Lyle Yorks
Session Content This session will
include presentational elements, for
instance a brief exposition of
John Heron's developmental theory of
states and stages, and Torbert's
understanding of triple loop
learning, as well as experiential
elements that will help participants
take perspective on the dynamics
of their egos in operation. Our
intention is to help participants
to expand their degrees of
freedom by coming to greater
awareness of egoic operations from
one state/stage to another. We
will use various exercises, guided
processes, and playful engagements to
facilitate self-‐awareness and holistic
dialogue.
While many developmental theorists
privilege the cognitive/rational functions
and their role in human
development, we would like to
share the work of John Heron,
a transpersonal psychologist who has
developed a rich notion of
development grounded in a felt
sense of being/personhood. The
attention to feeling and emotion
provides further resource for our
conscious participation in our
ongoing evolution, and in Heron’s
words, our movement toward greater
wholeness.
About David David McCallum, S.J.
is a Jesuit priest who serves
as the Executive Assistant to
the President for Mission Integration
and Development at Le Moyne
College. He is also an
assistant professor of Management and
Leadership, and has held a
variety of leadership roles including
as the interim Vice President
of Institutional Advancement and as
the interim dean of the Madden
School of Business at Le Moyne.
Fr. McCallum obtained his Ed.D
in Adult Learning and Leadership
at Columbia University in 2008.
His research interests include adult
learning and development, leadership
and organizational development, action
research, and mission integration.
Fr. McCallum provides consultation,
facilitation and leadership development
internationally, as well as directing
spiritual retreats and workshops.
He helped to found the Jesuit
Collaborative, an initiative to
promote Jesuit/Ignatian Spirituality in
the Northeast of the US, and
the Contemplative Leaders in Action
(CLA) program for young
professionals. He has also been
involved in strategic development
work on behalf of the US
Assistancy of the Society of
Jesus, facilitated the strategic
planning process for Le Moyne
College, and is working with
the Jesuits of Africa and
Madagascar to build leadership
capacity for ministry.
About Aliki Dr. Aliki Nicolaides
is Assistant Professor of Adult
Education at the University of
Georgia, Athens. Dr. Nicolaides
scholarship and teachings focus on
leading adult learning and practicing
collaborative developmental action inquiry
as a method for creating
conditions for adults to advance
their capacity (complexity of
knowing) and competencies (skillful
means) to engage paradox, uncertainty
and the ambiguity generated by
early 21st century demands in
work, life, and society. In
both teaching and
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research, Dr. Nicolaides is interested
in generating conditions for adults,
groups and systems to learn,
grow and develop the skillful
means for mutual inquiry, timely
action and mutually transforming
power.
About Lyle Lyle Yorks is Associate
Professor in the Department of
Organization and Leadership, Teachers
College, Columbia University where he
teaches courses in adult learning,
strategy development as an
organization learning process, and
strategic human resource development.
He is also a lecturer in
the Executive Master of Science
Program in Technology Management at
in the School of Continuing
Education, Columbia University. Lyle
has over 30 years of experience
working with organizations in diverse
industries worldwide on projects
involving strategic organizational change
and management development. Earlier
in his career Lyle was a
Principal and Consultant to the
Firm of Marshall-‐Qualtec a
consulting firm working in the
area of strategic change,
organization restructuring and alignment,
a Senior Vice President of
Drake Beam Morin, a human
resources consulting firm, and was
an internal consultant on the
staff of the Corporate Systems
and Methods Department, Travelers
Insurance Companies. Articles authored
and co-‐authored by Lyle have
appeared in the Academy of
Management Education and Learning,
California Management Review, Sloan
Management Review and other scholarly
and professional journals. His most
recent book Strategic IT: Best
Practices for Managers and
Executives, co-‐authored with Dr.
Arthur Langer, was published by
Wiley in March 2013.
Somatic Laboratory: Experiential
examination of relationship between
somatic and ego development.
Kris Miller
Session Content After acknowledging the
distinction of ego and somatic
lines of development, we will
experiment with the question of
how these lines are interrelated
and synergistic. What are the
interdependencies and how does
development in one line impact
development in the other? One
premise is that our body holds
our evolutionary history and is
the vessel for onward development.
Participants will recall key events
in their life associated with
different ego development stages, and
the transitions between stages.
Then, in small groups they will
engage in recall and full body
exploration to mine for interrelated
somatic distinctions.
About Kris Kris Miller, MBA, PCC,
Kris is a seasoned executive
and leadership coach with over
twenty years of prior experience
as a global telecommunications
executive. As a coach, he
challenges clients to examine
business and personal goals from
new perspectives in consideration of
accelerating the leader’s development
and organizational performance. Kris
works with individual leaders, teams
and groups across sectors including
finance, healthcare, non-‐profits and
government. More than 100 of
his clients have been senior
executives who serve on boards,
have business and technical
backgrounds and hold advanced
degrees. He has an MBA
from George Washington University, is
an adjunct faculty member for
the Georgetown University, Institute
for Transformational Leadership Coach
Training Program, and a Certified
Presence-‐Based® Coach. He completed
the School of Embodied Leadership
work at the Strozzi Institute,
and holds certifications including
The Leadership Circle®. His work
in adult development work has
been through the Georgetown Coach
Training Program, multiple workshops
with Barbara Braham and Chris
Wahl, and he is on the
pathway to certification for Growth
Edge Coaching with Cultivating
Leadership™. Kris is a learner
and loves engaging with coaching
colleagues at the edge of
emerging advanced coaching practices.
This work supports his
developmental journey and enables him
to better serve his clients.
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Working with Organizations in
Transitions Wendy Bittner
Session Content This session will
investigate different approaches for
helping organizations to develop to
more sophisticated and complex states
of functioning. Note that this
approach assumes: It’s possible to
generally assign a “level of
development” to an organization and
its way of functioning. These
levels of development are broadly
related to stages of adult
development (3, 4, 5; red,
orange,green, teal; achiever, redefining,
transforming; etc.) More “highly
developed” organizations will be
better-‐equipped to navigate and
tackle the complex challenges our
world is facing. The intent is
not to debate these assumptions,
but to imagine ways that we
as practitioners, coaches, facilitators
can help organizations to develop.
About Wendy Wendy is an associate
with Cultivating Leadership who
believes in the potential of
all individuals to flourish in
an increasingly complex world.
Through her work, she aspires
to equip individuals and teams
to learn continuously, lead with
skill, and transform themselves and
their businesses. She does
this by bringing to clients a
tailored mix of practical skill
building and underlying mind-‐set
development. Prior to CL,
Wendy was Vice President of
People Development at Keystone
Strategy, where she built the
people development function for a
fast-‐growing professional services firm.
For eight years, Wendy was
a consultant and leadership
development manager at McKinsey where
she designed and delivered learning
programs for young leaders and
was centrally involved in driving
a shift to strengths-‐based
development. She also worked
frequently with client organizations,
including design and delivery of
CEO leadership, coaching, problem
solving, and management skills
programs around the world.
Wendy has a PhD in inorganic
chemistry from Caltech. She is
a periodic guest lecturer at
the Berkeley Haas School of
Business and the founder of LLT
Consulting. Wendy lives in
northern California, with her
husband, Garrett, and her dog,
Taffy. Her passions outside of
people include cooking elaborate
meals for friends, games, and
wine.
The Laugh Track: Sharing our
Lifelong Relationship with Humour
Alex Greenland & Keith Johnston
Session Content Using the framework
of humour and seeing choices to
find humour can hopefully enrich
our growth. Thinking about this
question and discussing it with
others hopefully creates new
questions and modes of thinking.
Hopefully there’s an opportunity
to seek out more humor and
grow in that way.
About Alex Alex Greenland is an
organization development consultant in
Baltimore, MD, USA. He uses fun
and humour with clients to help
them experience new ways of
thinking and being. Alex is
interested in learning more about
how our humour develops over
time, and he’s excited to hear
your stories in this session!
About Keith Keith Johnston works
as a leadership consultant. He
feels blessed to be a partner
in Cultivating Leadership and, with
Jennifer, to have written, Simple
Habits for Complex Times: Powerful
practices for leaders. He has
been a senior leader in the
New Zealand public service and
served for almost 6 years as
the global chair of the aid
and development organisation Oxfam.
Keith’s doctoral dissertation was
focused on the way
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leaders at different forms of mind
face complexity. He feels he
now fails faster, fuller, and
with greater ease than before
and wonders about how much this
is his growing and changing and
how much this is changing
circumstances. In the 1980s he
worked as a satirist and
cartoonist for a national Sunday
newspaper. He still says there
is no world irony shortage –
it is one of our most
renewable resources.
Soul Seasons -‐ Does the
Reincarnation hypothesis have explanatory
and predictive value for Adult
development?
Susan Shore
Session Content Let’s explore the
implications of Reincarnation Hypothesis!
What is the evidence? If
factual, what would follow in
Adult Development? Is it consistent
with what we can observe? Are
there things hard to explain
without Reincarnation? Can we
as a community handle objectively,
this evidence? Or do we react
as mainstream science despite quantum
physics, and refuse reality to
the non-‐concrete world, assimilating
rather than accommodating, the
evidence? Does this indicate anything
about our own levels of Adult
Development? In 'Soul Seasons?'
we'll survey via Questionnaire, our
meaning-‐making, before and after
exposure to information, and growth~
accommodation of worldview. We'll
also critique the hypothesis and
possibly mistaken assumptions underlying
this session, and the survey
tool! If time allows we’ll move
to discuss: Is reincarnation a
common meaning-‐making thesis at all
levels of Adult Development? At
which levels in Western populations
does it prevail? How does the
constraint of the current Western
paradigm~Orange Modern scientific
materialism, alter its appearance in
those populations vis a vis
Maori, Aboriginal, or Native American
communities ‘enclosed’ in societies
with Western mindviews?
About Susan I'm a teacher,
psychologist/counselor, lecturing, writing
and teaching basic integral at
dinners, with a small unruly
‘salon’ of University students; on
planes, in Macca's, anywhere there’s
interest! And mother, social
activist, poet. My book, Death,
Our Last Illusion: A Scientific
and Spiritual Probing of
Consciousness through Death, is
integral theory plus the latest
science, Tibetan Buddhism,... Research
shows consciousness is independent of
brain/body. First Adult Development
theorising was in ‘The New Age
Parent: A history of parent-‐child
relations’, in The Beacon, 1998.
The Material Universe is dead;
let’s educate for re-‐enchantment
& equality for women &
indigenous people', considers our
inability to grasp quantum theory’s
implications from the Scientific
Modern worldview. (Paper for 2015
International Science in Society
Conference.) A paper for 2014’s
Integral Europe Conference: 'Where
does the Warrior or Postmodernist,
land after death? was in
response to Ken Wilber’s Buddhism:
Fourth Turning post; in summary:
As the Tibetans knew, few reach
the Light after death. Most
fall back through the Bardo/hell,
drawn by desire, reincarnate. My
research shows we have evolved
beyond this in post-‐death levels
and reasons for reincarnation~ as
AQAL Integral itself would
imply/predict!
Expanding perspectives on Subject-‐Object
movement Beena Sharma
This session will be in inquiry
into Subject-‐Object theory. This
inquiry will seek to expand the
concept of Subject-‐Object movement,
within the context of adult
vertical development. Based on
experiences in the field and
personal observations, we will
explore other movements between
subject and object that expand
our perspective on the process
of development itself. We will
see that the process of
development is paradoxical in yet
another sense – that the
movement from ‘object to subject’
is also a critical aspect of
the way develop. In addition
other related movements will also
be explored. The endeavor will
be to collectively relate our
developmental experiences to
subject-‐object movements and bring
some additional depth and exploration
of this theory.
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Day 2 Developing Reflective Capacity
Anne Nagle and Carolyn Coughlin
Session Content We began our
exploration of this topic for
October’s GEN call. Our intention
is to create from the rich
insights and experience that will
arrive in the space for this
session. We invite participants to
share their individual experiences of
developmental shifts -‐ at a
personal level and/or in those
we support. Exploring if and
how adult development informs our
choice of practices. Perhaps,
catalogue the various experiences and
practices in a way that is
helpful to our GEN community.
Anne has a particular curiosity,
based on her work with the
Immunity to Change methodology, about
a client’s readiness and ability
to engage with the noticing and
reflective practices associated with
that coaching arc. Partnering with
Carolyn for October’s GEN call
opened up some interesting
possibilities for including somatic
practices in this work. We are
both interested in the full
range of people’s experience as
they make developmental shifts—cognitive,
emotional, spiritual, and somatic,
and we hope this session will
provide the opportunity for expansion
of our collective ‘toolkit’.
About Anne Anne Nagle is an
executive coach and management
consultant whose focus is on
leadership development. This work is
delivered in many settings where
Anne’s overarching purpose is to
help people grow to handle
greater complexity, and to do
that in the context of being
human.
Prior to becoming an independent
consultant, Anne spent more than
twenty years in corporate life
as a senior executive in charge
of worldwide Supply Chain functions
for a number of US
multinational organisations. This gave
her rich experience in handling
increasing levels of complexity and
its personal impact. Her strong
interest in personal development
brought her to the world of
Business and Executive Coaching in
2007, when she completed a
Diploma with ICTI. She then
certified in Kegan and Lahey’s
Immunity to Change methodology
(2009/10) and her awareness of
adult development was ‘born’.
2013 saw Anne turning 50 in
a profession she did not
envisage a decade prior to
that. She continues to work on
her own development – most
recently completing CTI’s Leadership
programme in Spain. Anne holds
a BSc and an MBA from
University College Cork. She also
holds a Diploma in Management,
Executive and Business Coaching from
ICTI and a Foundation Diploma
in Training and Education from
NUI Galway. Based in Cork,
Ireland, she works with a
diverse range of clients around
the world and collaborates with
other like-‐minded professionals to
bring ‘development’ into leadership
development. She also lectures
part-‐time at University College
Cork, on a range of degree
and masters’ level programmes, on
leadership development, leading change,
and supply chain management.
About Carolyn Carolyn has been an
executive, coach, facilitator, and
leadership development specialist for
nearly 15 years. Her journey
began in the corporate world,
where she was a management
consultant first at Price Waterhouse
and later at McKinsey and
Company. Carolyn helped found the
leadership development firm Kenning
Associates LLP. Since then, Carolyn
has had the privilege of
working with executives and managers
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to help them become better
leaders. She does this primarily
by helping them to more clearly
see and question their hidden
mindsets and assumptions so that
they can make intentional choices
about how they want to lead.
She also helps clients build
the capacity to lead through
more complex situations by supporting
them on a developmental journey
that includes both mind and
body. Carolyn is one of the
founding partners of Cultivating
Leadership.
Carolyn, whose childhood family
vacations included not trips to
Disney, but week long backpacking
trips through the mountains of
Wyoming, loves natural beauty and
the outdoors second only to her
family. She has lived and
worked in Latin America, New
Zealand, and the U.S. She
earned an A.B. in Economics
from Brown University, an M.B.A.
with distinction from the Wharton
School, and an M.A. in
International Studies from the
University of Pennsylvania and is
a Certified Somatic Coach through
the Strozzi Institute in Petaluma,
CA.
What is it Like to work in
an intentionally developmental organisation
Kirsten Dunlop and team with
Jennifer Garvey Berger
Session Content The Strategic Innovation
Team is charged with thinking
in wholly new ways about the
future of work and creating
strategic options that the business
might choose to engage in our
quickly-‐changing world. Because of
the demands of our work, we
have created what we think of
as a developmental incubator for
both our core team of permanent
members and our secondies who
are leaders from the business
who join us for a year.
In our session, we’d like to
explore our perceptions of
”organisational” risk using some of
our sensemaking tools and inviting
participants to join us in the
act of making sense in new
ways together. Then we would
like to step back from that
activity and talk about the
developmental supports and challenges
of our work, and invite
participants to think with us
about what it means to grow
at work.
About the Suncorp Team Strategic
Innovation Team
Across a flat hierarchical structure
the Strategic Innovation team manages
the strategic risk for the
business we work in.
Team Members Kirsten Dunlop
– Executive General Manager Kirsten
returned to Australia in 2011
after 15 years working in the
UK and Italy. In Italy, she
was Head of the Innovation
Academy for Generali Group, designed
a Management and Banking Academy
for UniCredit, and was a
consultant with Newton Management
Innovation. She has a Ph.D. in
cultural history from the University
of East Anglia in the UK
and a B.A. Honours degree in
History of Art from the
University of Sydney.
Strategic Options Leads Meredith England
comes to us with deep
facilitation and design experience
following five years of strategy
and innovation consulting. Prior to
this she had a varied career
through product development, brand
management, innovation management in
Pharmaceuticals and small business
ownership.
Angela Meyer has worked as a
design consultant for the past
decade, helping organisations to
transform outcomes by applying design
approaches to business problems. She
has worked with a range of
corporate,
-
government, and non-‐profit clients to
help them develop the products,
tools, and competencies they need
to transform customer and stakeholder
experience. From 2009-‐2011 she was
a Visiting Executive at the
Darden School of Business at
the University of Virginia, where
she help to integrate design
into the MBA curriculum.
Tim O’Brien comes to the team
from a Strategic Marketing role
within Suncorp. Prior to joining
the Group, Tim’s career developed
across Europe and Australia working
in consulting, new product
development and research across a
number of global brands including
MasterCard and Vodafone.
Louise Mercer has over ten years’
experience in strategy, planning and
projects across insurance, financial
services and human resources. Louise
has an MBA in Entrepreneurship,
and for the past three years
was a non-‐executive director of
The Oaktree Foundation.
Gina Belle has worked as a
design consultant for the past
five years, specialising in the
visualisation of complex systems and
problem spaces. She is passionate
about designing experiences and
visual communication tools that
enable individuals and groups to
discover new knowledge, transform the
way they think and take action.
Research and Intelligence Advisor
Brett Peppler is an accomplished
and innovative strategist with over
35 years of practical experience
in intelligence, futures and risk
both in Australia and overseas.
He has specialised in adaptive
planning approaches for complex
problem solving, especially in policy
settings. Brett has held leadership
positions in the Department of
Defence, academia, and the
not-‐for-‐profit sector. Brett is
responsible for leading the
development of our sense-‐making
practice.
Networking and Facilitation Lead Alethea
Gollan most recently worked in
the Strategic Innovation team as
a secondee from the Suncorp
business. Prior to joining the
team Alethea had extensive experience
in business management and change
management in the personal insurance
industry. Her change management
experience includes working cross
culturally with business partners in
India. Prior to moving into the
insurance industry Alethea worked in
and managed hair salons.
Capability Building Lead Felicity Nelson
has had a long career in
HR and Organisational Development.
She is an experienced HR
professional having worked in
Financial Services for much of
her career in Australia and New
Zealand. In recent years, Felicity
has broadened her industry experience
to include the energy sector,
Telco and professional services and
she has a Masters of Adult
Education from University of
Technology, Sydney.
Program and Operations Lead Christine
Brennan has worked in Project
and Business Management for over
15 years in both the public
and private sector with a key
emphasis on organisational change.
More recently Christine has worked
in HR as a business partner
and managing Health & Safety
projects for the business.
Business Support Officer and EA,
EGM SI
-
Felicity Rawling is an experienced
Executive Assistant, with knowledge,
event co-‐ordination skills and
capabilities across diverse sectors
within property, mining, infrastructure
and investment management. Felicity
has worked with CEOs and senior
executives across the corporate
sector.
Developing consciousness in leaders –
exploring triggers, timing and type
Niki Vincent
Session Content I will provide an
overview of my recent program
of research (two quasi-‐experimental
and one qualitative study) into
the promotion of late-‐stage
conventional and post-‐conventional
consciousness development in 335
leaders participating in Australian
community leadership development programs.
Together, the three studies
contribute to a greater understanding
of the trait, state and
environmental factors that may
mediate consciousness development –
particularly to the first
post-‐conventional stage (according to
ego development theory). This
overview will be used as a
foundation for discussing implications
for our work in transformational
change as well as sharing
experiences and exploring ideas for
collaboration and further research
with session participants. The intent
of this session is to share
my research findings, hear of
others experiences, discuss implications
for leadership development work and
explore ideas for practice, future
research and possible collaborations.
About Niki Niki is the CEO
of the Leaders Institute of SA
– the organisation she has
grown over the last 12 years
with the mission of developing
wiser leaders for South Australia.
With over 700 graduates, the
programs developed and delivered by
the Institute have a focus on
vertical adult development. Niki has
an academic background in psychology,
public health and leadership
development, including a PhD in
psychology (adult development and
leadership) and studies at Harvard
University, the Integral Institute in
Colorado and the Sydney Leadership
program. Prior to her current
role, Niki had a diverse career
in business, academia and the
community sector in South Australia,
Sydney and internationally. Niki’s
community involvement includes membership
of the 3-‐person SA Remuneration
Tribunal (which sets salaries and
allowances for all members of
the judiciary, politicians and
elected members of local government),
board membership of Impact100 SA,
Community Leadership Australia (which
she chaired from 2010-‐2014), the
Committee for Economic Development of
Australia (SA & NT), the SA
Institute for Educational Leadership
and Time for Kids. She also
chaired the SA Voices of Women
Board from 2011-‐2014. She has
received awards, including the
Telstra Business Woman of the
Year (SA Finalist) and an
Australian Leadership Award.
Integrating Earlier Levels into our
Own Meaning Making
Susann Cook Greuter & Beena
Sharma
Session Content TBC
-
About Susann Susanne is an
internationally known authority on
Ego Development with a doctorate
in Human Development and Psychology
from Harvard. She is a founding
member of the Integral Institute
and one of its elders. She
consults to projects in qualitative
and quantitative developmental research.
Susanne is the author of the
Maturity Assessment Profile (MAP) a
professional Sentence Completion Test
based on Loevinger’s work .The
MAP is the most sophisticated
and statistically rigorous assessment
tool available for measuring the
center of gravity, that is, a
person’s level of personal maturity
and integration. The MAP identifies
among other components one’s capacity
for insight into self and
others, for perspective taking, team
work, decision making, and systems
thinking. Overall, our approach is
called the Leadership Maturity
Framework/
Susanne is a co-‐principal in a
woman-‐led management consulting and
coaching firm, the Center for
Leadership Maturity. CLM offers a
specialization certification in
vertically-‐tailored coaching to change
agents as well as MAP scoring
services by highly-‐trained, certified
scorers. We work with individual
clients and exceptional organizations.
In an organizational context, The
LMF and the MAP are used
part of a corporate mandate
towards becoming more of a
learning organization and offer
integrally-‐oriented professional development,
executive coaching, and in talent
management and succession planning.
Susanne travels worldwide to disseminate
developmental thinking and gives
training workshops and lectures from
South Africa to Australia. She
supports her coachees in designing
effective action plans tailored to
their developmental stage, their
needs, wishes, and life circumstances
in order to support them in
attain their fullest potential and
to say “yes to life!”
About Beena Disability
through a Developmental Lens:
Birthing a New Model into the
World
Judith MacBrine
Session Content Rather than seeing
developmental movement on an
individual scale, this workshop
allows us to see the same
kind of movement on a
cultural scale (western culture).
It lets us become aware of
tethers to earlier meaning making
related to disability. It also
invites us to consider later
stage meaning making related to
disability: what that looks
like, how it is supported, and
what is possible from a later
stage frame.
About Judith Judith MacBrine, CPCC,
ORSCC, is a life-‐long student
of what makes teams work.
As the Owner of The Mirror
Group, Judith specializes in working
with government leaders and teams
who have difficulties communicating
effectively and working collaboratively.
Clients who work with Judith
report that she: Provides a
grounded, heartfelt, and courageous
presence that lets them safely
explore issues that they’d be
embarrassed or reluctant to engage
otherwise. Provides a true mirror
that reflects the clients back
to themselves without distortion or
bias. While clients do their
work, Judith does hers. She
is authentic and walks her
talk. Frames difficult issues in
powerful ways that create real
and lasting shift in perspectives.
-
Presents issues of personality in
a way that transcends stereotype
and brings compassion to what
we and our colleagues struggle
with as individuals. Engages clients
in effective, apply-‐the-‐learning-‐today,
coaching and training experiences.
Judith currently works with NASA
– Goddard Space Flight Center
providing workshop experiences to
explore issues of power and
privilege related to disability and
generations. On a personal
level, Judith works to bring
restorative practices to the criminal
justice system of her home city
and county in California.
Ecology of Facilitation
Scott Nicol & Maria Deutsch
Session Content This session aims
to create rich conversations around
the potential of the natural
world to contribute powerfully to
the building of communities,
organisations and individual relationships.
Facilitation that integrates
ecological principles allows us to
access deeper levels of connection
to an environment that carries
thousands of years of successful
relationships, systems networks and
individual development. Interconnecting
this learning with our own
growth edge allows us unexpected
insights, new perspectives and cross
cultural growth. This session offers
participants the opportunity to share
experiences of bringing nature as
an effective contributor into the
professional world; apply ecological
principles in an organisational and
facilitation context; explore how to
bring natural elements into
professional practice; and, tune into
nature as a reflection of
personal development stages.
About Maria Maria Deutsch has
worked as a facilitator, coach
and mentor with many SME and
NGOs for the last 20 years.
This includes cross cultural work
and creating collaboration across
diverse stakeholders. She has
created growth and learning space
for individuals and diverse groups
both in wilderness and indoor
settings. She currently works
for the Department of Conservation
providing a regional support for
conservation education and outreach
to mainstream NZ/Aotearoa. Qualifications
include: Zenergy Diploma in
Facilitation & Coaching, NZIM
Business Management Diploma, Diploma
in Tertiary Training, Trainer for
Project Adventure, Level 4 Maori
Tikanga & Language Certificate
alongside a Masters of Science
and Landscape Ecology.
About Scott Scott Nicol is a
senior organisational facilitator, coach
and trainer for the Department
of Conservation and has worked
with audiences up to 80 people.
He is a Certified Professional
Facilitator with IAF (International
Association of Facilitators) and
enjoys working with a diverse
range of audiences creating safe
growth space opportunities for
individuals and teams. Qualifications
include: CPF, Art of Hosting,
World Café, Open Space,
Organisational Leadership, Coaching.
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Who Are We and Why Are We
Here: The Mystery & Value
of Identity in Organizational Systems
Beth Shapiro & Fernando Lopez
Session Content What is the one
thing that binds people together
in organizations or communities? What
gives them their greatest ability
to cohere or achieve? The
answer is simple to name, and
can be quite complex to define:
Identity. In this session, we
will discuss what forms this
common identity. Is it the work
we do? The money that we
exchange? The location in which
we work? Is it our passion?
The feelings that we share? Our
style or something else that we
cannot put words to? How
do we blend our own identity
with that of the organization?
And especially, how is identity
perceived from various stages of
development? Do our notions of
organizational identity work for all
stages? Can organizational identity
be engaging and motivating to
people at all stages, regardless
of how they make meaning about
it? Pulling ideas and tools
from Process Oriented Psychology and
from Organization and Relationship
Systems Coaching—as well as a
number of other relevant models
and disciplines—we will look at
how taking stage into consideration
when designing organizational identity
work for clients may make this
work more “psychologically spacious”
and perhaps more interesting for
everyone involved. It’s important to
speak about organizational or
community identity because as human
beings we are always shaping
and being shaped by the systems
we are part of. Even at
later stages, we are each still
creating and transforming within the
context of a larger system—perhaps
even the system of the human
race, or of spiritual inquiry.
As we raise questions about the
identity that holds systems together,
we delve into the nature of
our connections with each other
and with all life.
About Beth Beth Shapiro is the
founder of Boston-‐based Sustainable
Success and Team Spirit, Inc.
Beth coaches and consults on
teaming, workforce engagement, leadership
development, and human sustainability.
She also designs and delivers
powerful, custom experiential trainings
aimed at increasing effectiveness.
Beth holds an MPA from
Harvard’s Kennedy School and has
served on the faculties of both
CRR Global and the Coaches
Training Institute. Recent clients
include the U.S. Transportation
Security Administration, University of
California at San Francisco,
Greenpeace, and Vertex Pharmaceuticals.
About Fernando Fernando Lopez is
principal of Bridgespace Consulting,
Inc., a Toronto-‐based company that
provides team and partnership
coaching for clients including
Microsoft and BMO Financial Group,
as well as small entrepreneurial
organizations. He is a graduate
of the Wharton School, and
serves on the faculties of both
CRR Global and the Coaches
Training Institute. Fernando has
lived in New York City, Maui,
Mexico, Munich, Toronto, Brazil, the
Dominican Republic, and Chile. He
speaks English, Spanish, Portuguese,
and German.
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Falling Back as a Catalyst for
Springing Forward: A seasonal
metaphor with implications for
developmental growth
Valerie Livesay Session Content During
this session, participants will
engage in open exploration of
how we can, have, do work
with individuals, groups, and
organizations to identify and name
fallback, to reflect on it, and
to grow from it. Participants
will engage in open dialogue
about their own experience of
navigating the experience of fallback
in self, with other individuals,
and within teams and
organizations…and how this navigation
may assist developmental spring
forward. Questions guiding the
session include: What are the
practices we use as developmentalists
to make what is often
undiscussable explicit? What are
the tools we can provide to
others to help in their
noticing and recovery? How can
we support individuals in supporting
their teams when they don’t
show up their best selves?
When do we decide it’s not
worth the effort? Is there
a developmental threshold for “going
there” with others?
About Valerie Valerie Livesay earned
her doctorate in Leadership Studies
from the University of San
Diego. Her dissertation, Exploring
the Paradoxical Role and Experience
of Fallback in Developmental Theory,
explored the phenomenon of fallback
in human development and its
implications for both adult and
leader development in theory,
research, and practice. Valerie has
worked with nonprofit organizations
and institutions of higher education
as both employee and consultant
for the last 16 years.
Valerie’s consulting engagements have
focused on leadership and team
development, strategic planning, and
various aspects of nonprofit
governance and fund development. She
is an Assistant Professor at
National University where she holds
the role of Lead Program
Faculty charged with developing the
curriculum for the planned Master
of Arts in Cause Leadership,
the academic anchor for the new
Sanford Institute of Philanthropy.
Valerie teaches courses in the
Master of Science in Organizational
Leadership including Leading Change
and Adaptation, Worldview and Adult
Development, and Conflict and Power
Dynamics. Her interest, research and
applied, is in the ways in
which human development influences
leadership development.
How does our Level of Development
Impact our Relationships and our
Relationships Impact our Development?
Janet Smith
Session Content This session will
involve exploration and meaning-‐making
about participants’ relationships, and
sharing of personal vignettes that
illustrate the ways in which
our levels of development interact
with and inform our relationships.
The session will explore some/all
of the following questions: How
are developmental ideas helpful in
our relational sense-‐making? How
have subject-‐object shifts shown up
in our relationships? How has
it impacted our relationships when
one person transitions to a
higher order of mind and the
other doesn’t? This session will
provide participants with an
opportunity to be object to and
reflective about their close personal
relationships and hopefully nudge the
growth edges of their relational
sensemaking.
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About Janet Janet Smith is an
Associate Professor of Education and
Director of the Education Institute
at the University of Canberra,
where she has taught and
researched in Educational Leadership
and Teacher Education for the
past 21 years. Janet’s current
work in the Faculty of
Education Science Technology and
Mathematics involves managing and
teaching national and international
professional learning seminars and
short courses. In addition to
her work at the university,
Janet has also worked as a
consultant, focusing on education,
leadership, spirituality, coaching,
mentoring, professional learning and
renewal. Janet is fascinated
by and experienced with a range
of personalilty frameworks, typologies
and assessment tools. She is
particularly fascinated by adult
development theory, and the ways
in which our development and
subject-‐object shifts assist us with
our sense-‐making, leadership,
relationships and holding of
complexity.
Balancing Self-‐Improvement and
Self-‐Acceptance in Personal Growth
Grady McGonagill
Session Content Buddhist saying: “The
world is perfect as it is,
and it could be better.” This
session will engage participants in
self-‐reflection and discussion on
their experience in managing the
paradoxical relationship between
self-‐improvement and self-‐acceptance by
making explicit a fundamental
polarity we all face and deal
with tacitly at multiple stages
of growth. At the same time
it will heighten awareness that
there is an interdependency between
these two poles, that changing
oneself seems to require accepting
oneself. I envision offering a
brief framing that draws on my
own experience as a chronic
seeker who is increasingly mindful
of the need to cultivate self
compassion, and as a meditator
who has been influenced by the
Buddhist paradox that “striving” for
awakening can reinforce the ego
that one is hoping to
deconstruct.
About Grady For 30 years Grady
has been principal of McGonagill
Consulting, a firm specializing in
building capacity for leadership,
learning and change. During this
time he has served a wide
range of corporate, government, and
nonprofit organizations in North and
South America, Europe and Asia.
Grady’s workshops on coaching,
leadership, conflict management, team
building, and interpersonal skills
have been offered through a
number of executive programs in
the Boston area. In 2013,
in the shadow of his 70th
year, Grady decided to shift
his energy toward supporting
activities and organizations that
address climate change. To this
end he offers coaching and
consulting to The Better Future
Project. And he is active in
The Citizens’ Climate Lobby, a
nonpartisan organization that promotes
a national carbon tax with
revenues returned to households.
Grady holds a doctorate from
Harvard University and a master's
degree from Stanford University. He
is a contributor to the Fifth
Discipline Fieldbook, edited by Peter
Senge et al. (New York:
Doubleday, 1994), author of “The
Coach as Reflective Practitioner,”in
Executive Coaching, edited by C.
Fitzgerald and J. Berger (San
Francisco: Davies Black Publishing,
2002), and the lead author of
Leadership and Web 2.0: The
Leadership Implications of the
Evolving Web. Guetersloh, Germany:
Bertelsmann Verlag (2011).
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Discoveries from Delving into the
Early Writing and Research in
Adult Development Patrice Laslett
Session Content By delving into
how subject we are to our
favourite adult development ideas, we
may open up more possibilities
for understanding what these theories
offer us and what they keep
out. I want to discuss the
un-‐discussables that the research
around these theories is very
lightweight and that our attachment
to them can be very strong.
I want to tell the story
I have discovered so far and
invite people to add to the
story and for us all to
mindfully reflect how we may be
subject to our attachment to
these theories. I hold the hope
that by delving into how
subject we are to our favourite
adult development ideas, we may
open up more possibilities for
understanding what these theories
offer us and what they keep
out.
About Patrice Patrice Laslett is
an executive coach and leadership
development consultant based in
Sydney and her passion is for
working with others at the
level of how they make sense
of the world. Patrice is an
Associate with Cultivating Leadership
and adores working with other
CL people on leadership programs
and Growth Edge Coaching training.
Patrice also has an interest in
the connection between the mind
and the body and the effect
that has on leadership and is
exploring how energy awareness can
heighten our development. She
is also passionate about getting
more women into influential
positions. Patrice has a Masters’
in Organisational Psychology from
Griffith University, Brisbane. She is
certified in Growth Edge Coaching
and The Leadership Circle 360,
as well as many other
psychological assessment tools. She
is registered with the Psychology
Board of Australia. Having served
on the Boards of not for
profit organisations in the past,
she is very pleased to be
a current member of the GEN
Board.
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Day 3
Exploring Gender Bias: Intractability
and Possibility Jim Wicks &
Carolyn Coughlin
Session Content Using personal case
studies as anchors to explore
the intractable nature of gender
bias and to stimulate a
discussion about the possible
relationship between gender bias,
developmental ideas and complexity.
Discussing participants experiences of
gender bias to identify the
possible attractors and players in
the system.
What were the different groups?
What were the group characteristics?
What were the system dynamics?
What perspectives might the different
players have had – of
themselves, of each other? (How
were they making meaning of
you? … you of them?). What
does thinking about the players
developmental capacity offer?
About Jim Jim’s core area of
interest is supporting people and
organisations to grow and develop.
He has spent over 15 years
in senior HR, Operations,
Organisational Development and Sales
leadership roles in the Finance
and Health sectors as well as
leading significant change projects
as well as consulting experience
was with a firm that
specialised in supporting organisations
to take a systemic approach to
change. His practicle technical and
leadership experience is complemented
by a deep knowledge of adult
development concepts, ongoing formal
education and a compassionate
approach when working with people.
Jim particularly enjoys using his
skills and knowledge to help
integrate leadership development with
business improvement and complexity
ideas – bringing people, processes,
systems and technology together.
Previously, Jim was a board
member of the New Zealand
Business Excellence Foundation. He is
Managing Partner of Cultivating
Leadership and is also a
Trustee of the Growth Edge
Network.
Jim lives with his wife in
Wellington, New Zealand.
About Carolyn See Day 2 Developing
Reflective Capacity
Managing Our Relationship with
Constructive-‐developmental Theory: Can
We Hold the Theory with Deep
Commitment But a Light Touch?
Grady McGonagill Session Content
Participants will engage in
self-‐reflection and discussion on
how they hold constructive-‐developmental
theory. For example, where are
they on a scale of “This
is the Truth!” to “This is
a partial map of the
territory?” What are the
limits/pitfalls of the theory? How
do they see it in relation
to other theories? Do they
sense complementarities/ tensions with
others theories to which they
subscribe? With the intent above
in mind, I envision offering a
brief framing that draws on my
own experience, under the guidance
of David Kantor (Reading the
Room, 2012), using a
“model-‐building” approach to being a
reflective
-
practitioner.
About Grady See Balancing
Self-‐Improvement and Self-‐Acceptance in
Personal Growth
Not Knowing: The art of turning
uncertainty into opportunity Diana
Renner
Session Content The session’s intent
is for participants to explore
what it means to be navigating
the unchartered waters beyond the
edge of competence, explore ways
of engaging with ambiguity and
uncertainty, and gain insights for
learning and growth. It will be
highly experiential in its approach.
The session will encourage an
experimental mindset where participants
can play at the edge between
knowing and not knowing, take
meaningful risk, embrace mistakes,
and work with curiosity, courage,
and compassion. The session
will provide an opportunity for
participants to explore their own
edges between knowing and not
knowing, become more aware of
their own patterns of avoidance,
and experiment with new and
creative ways of engaging with
the unknown.
About Diana Diana is a teacher,
facilitator, consultant, coach and
author. She believes that leadership
is an activity that anyone can
engage in, regardless of background
or position. In her work Diana
weaves together a range of
disciplines including Adaptive Leadership
and Process Oriented Psychology to
help people become better leaders
and make a positive impact in
the world around them. She is
particularly interested in ‘sand box
leadership’ – creating experiential
learning opportunities where people
can develop more self-‐awareness and
comfort with ambiguity and
uncertainty. Diana is co-‐author of
‘Not Knowing: the art of
turning uncertainty into opportunity’
with Steven D’Souza, published in
the UK and launched at the
Harvard Kennedy School of Government
in May 2014. Diana’s diverse
career spans the fields of law,
strategy, communications, refugee advocacy
and leadership development. She has
worked on a variety of
leadership programs, including as a
Faculty member with Harvard
University Kennedy School of
Government for ‘The Art &
Practice of Leadership Development’,
The University of Adelaide, The
University of Texas LBJ School
of Government, Monash University and
the Centre for Sustainability
Leadership. Diana’s passion for
people, learning and creativity give
her work meaning. She lives
with her husband and two
children in Melbourne, Australia.
Questions for the Third Third Beth
Greenland and Mark Leach
Session Content This will be a
discussion – generating questions,
responding to questions – how
do we live most fully in
the third third of our lives
-‐ and how does adult
development theory enter into these
questions? It goes to the heart
of our mortality, can we, how
can we hold more and more
of our lives and our selves
as subject as we age?
About Beth Beth Greenland, PCC, is
Principal of Greenland &
Associates, a leadership coaching and
organizational development consulting
practice based in Towson, Maryland.
Beth launched her consulting practice
early in
-
her career and partnered with the
University of Maryland Center for
Quality and Productivity in building
system-‐wide performance measurement
programs in the US Department
of Labor and the City of
Baltimore. Beth then worked as
an internal consultant for 8
years with DMW, Inc. Since
1995, Beth has led Greenland
& Associates, providing strategic
planning, leadership training, learning
culture development and facilitation
services to public and private
sector organizations. Beth has worked
with a number of organizations
very closely over decades, leading
leadership planning session and
retreats, supporting leadership
transitions, training new generations
of leaders, and serving as
coach and confidante to CEOs.
Beth values the co-‐creation of
ideas that can only come
through collaboration and truly
believes that everyone is a
teacher and everyone is a
learner, and we benefit most
when we can share our
perspectives and learn from each
other. She is a cohort
co-‐director at the Georgetown
University Leadership Coaching
Certification program.
Beth holds a Masters Degree in
Applied Behavioral Science from Johns
Hopkins University and post Masters
training in counseling and strategic
planning. She completed
certification in Leadership Coaching
at Georgetown University and
certification in Somatic Coaching at
the Strozzi Institute. She is
pursuing certification in Growth Edge
coaching. She is authorized to
administer the Myers Briggs Type
Indicator and the Learning Circle
360 and Culture surveys.
Beth volunteers as an end of
life doula at a local hospice
and serves on the Board of
Companioning the Dying, a non-‐profit
in the Washington DC area.
She has two adult children and
lives in Towson with her
husband.
About Mark Mark Leach uses his
skills as a researcher, listener,
consultant, thinker, coach, writer
and co-‐creator to support the
work of social change leaders,
organizations and networks. Mark and
his colleagues at Management
Assistance Group and in the
Network Leadership Innovation Lab are
busy exploring how complex network
settings challenge conventional thinking
about boards, leadership, staff
development and the usefulness of
expert knowledge. Mark’s
recent publications (some co-‐authored)
include: Complex Adaptive Philanthropy;
Creating Culture: Promising Practices
of Successful Movement Networks;
Table for Two: Can Founders and
Successors Co-‐Exist So Everyone
Wins?; Changing Organizational Systems
from the Outside: OD Practitioners
as Agents of Social Change; and
3 cases stories of highly
effective network leaders.
Previously Mark conducted leadership
and capacity programs with Asian
and African NGO leaders, and
devoted many years to understanding
and supporting global north-‐south
collaborations. Mark has a Master’s
in Public and Private Management
from the Yale School of
Management and a Doctorate in
Business Administration from Boston
University. Our Elliptical Galaxy:
How companionship, compassion and
collaboration helps us
grow Ingrid Studholme, Kate Wisdom,
Jane Cox, Nickolas Yu, Anna
Booy
Session Content Our intent is to
reflect on and share some of
our ponderings and wonderings around
our collective and collaborative
developmental journey. Our narrative
study reflected developmental coaching
as: an expansive process of
working in a co-‐created way; a
process of working with tension;
and enabling the human spirit
to see itself. There is
a sense that this developmental,
relational ‘container’ or environment
-
where collaboration, thinking and
learning alongside, and being a
companion for the journey supports
us as coaches (and humans) is
also an integral part of
developmental coaching. We would like
to share some glimpse of our
mutual journey as a prime to
stimulate/opening a dialogue around
developmental collaborative inquiry and
coaching, action learning or what
Bill Torbet frames as Collaborative
Developmental Action Inquiry.
About Anna, Ingrid, Jane, Kate,
and Nickolas Anna Booy, Ingrid
Studholme, Jane Cox, Kate Wisdom,
and Nickolas Yu are each
experienced professional coaches and
facilitators. Collectively, they are
part of a ‘community of
practice and inquiry’ that has
a passion for supporting people
(individuals, groups, organizations, and
communities) to grow and develop.
They have been regularly coming
together since 2007 to learn
with and from each other in
relation to developmental practice,
research, and theory. From
colleagues to companions the journey
has traversed loss, birth,
organizational and role transitions
and created deep and lasting
connections and friendships. We
journeyed from one board room
and nourishing café to another,
falling back, sometimes forward with
laughter, tears and mutuality…
Towards Wiser Leadership: Dispossession,
Sacrifice and Metamorphis: How
detachment from ego needs facilitates
developmental growth
Karen McMillan & Maryanne Mooney
Session Content We would like
to draw attention to and
encourage a conversation around what
we have found, in our coaching
practice, to be one of the
biggest hurdles that leaders
experience in their evolution to
wiser leadership (Level V in
Kegan's model) -‐ detachment from
the ego – recognising and
letting go of our (often
unconscious) needs, drives, defense
mechanisms and strong attachments. By
sharing examples and stories from
our own work, tools we have
used and theories and thinking
which have inspired us we hope
to involve people in a
challenging and constructive conversation.
We hope that people will leave
with some additional ideas and
practices to help them in their
own coaching and personal
development. At Lindentree we have
developed a map or model that
aims to describe the ultimate
goal of leadership and human
development -‐ the attainment of
wisdom. In this session we are
highlighting one element of our
model, which we have found to
be the biggest challenge of all
-‐ detachment from ones' ego
needs e.g. the need to be
powerful, liked, in control etc.
During the session, we would
aim to have a safe conversation
that is both intellectually
stimulating and appropriately intimate.
Together we would explore the
concept of detachment in what
we hope to be a lively
conversation around some of the
questions we have asked ourselves
when trying to help leaders to
grow and change. The session
would also touch on the blocks
we have encountered in our own
journeys and in turn encourage
everyone to identify their own,
favourite attachments; the ones we
most want to hang onto even
though they hold us back.
About Maryanne Maryanne and Karen
are partners in Lindentree Leadership
Consulting where they are passionate
about exploring and developing wiser
leadership. Maryanne has worked as
an organisational psychologist and
management consultant for the past
twenty years. Her expertise is
in leadership and organisational
development. Her current focus is
working with senior leadership teams
and individuals to reach their
potential. Maryanne has held senior
leadership and Board positions. She
has also lectured in tertiary
education and has a strong
theoretical base for her work.
Maryanne has worked with numerous
organisations to improve their senior
leadership capacity and impact. She
is an internationally accredited
-
facilitator with Young and World
Presidents Organization (YPO and
WPO).
About Karen Karen has worked for
over 25 years in organisations
as a consultant and psychologist,
specialising in executive coaching,
leadership development and organisational
change and learning. She has
consulted widely to private and
public sector organisations in
Australia and lectured in
Organisational Behaviour at University
of Western Sydney and Australian
Catholic University.
Putting the safe into safe-‐to-‐fail
experiments: Creating safe spaces
for failure across the developmental
arc
Jennifer Garvey Berger & Keith
Johnston Session Content We have
learned in our practice and in
our lives that there are some
failures that enable us to
emerge into a bigger self and
some that make us smaller. We
would all benefit from knowing
more about how to support
ourselves and others to try and
fail.Our intent is to harvest
stories and patterns from the
group about times during different
developmental phases in their own
experience when they were able
to learn from failure and times
when they were unable to do
so—hoping to create a new set
of ideas and practices to
support people to learn from
failure.
We will begin by explaining the
vital importance of learning from
failure in complexity, and our
difficulty getting our own leadership
program participants (and sometimes
even ourselves) to be experimental
enough to create safe to fail
experiments that might really fail.
In small groups, participants will
look across their lives to see
those times when they have had
a failure that s
