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	<title>The Center for Human Systems Blog</title>
	<link>http://www.chumans.com/blog</link>
	<description>Learning to manage people, change, and conflict in human system</description>
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		<title>What&#8217;s New? A Lot!</title>
		<description><![CDATA[Hello, Everyone! We&#8217;re close to the start of a new season, and big things are happening at the Center for Human Systems! Here&#8217;s a taste:
Relaunching the “Making OD Work!” Webinar Series
After an initial launch during which we learned a lot about creating and delivering on-line presentations, I will launch a redesigned series of on-line webinars.  The [...]]]></description>
		<link>http://www.chumans.com/blog/?p=291</link>
			</item>
	<item>
		<title>Conscious Use of Self Requires…Ego Management</title>
		<description><![CDATA[We like to deride ego. However, we all have one in whatever shape of strength or fragility. Our goal as facilitators is to use our egos for our goals rather than whatever goals our egos might have.
I certainly have an ego-derived need to look like I know what I’m doing. And there are times in working [...]]]></description>
		<link>http://www.chumans.com/blog/?p=279</link>
			</item>
	<item>
		<title>Conscious Use of Self Requires…Connectivity</title>
		<description><![CDATA[There is little that we change by ourselves. It is hard to change even ourselves without help from friends, coaches, mentors, or therapists. Managing change in groups so that they become effective teams or in organizations requires that we have more help.
We can get that help by connecting more effectively across our range of human [...]]]></description>
		<link>http://www.chumans.com/blog/?p=276</link>
			</item>
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		<title>Conscious Use of Self Requires…Intentionality</title>
		<description><![CDATA[Intentionality as conscious use of self gives us the ability to choose from moment to moment what we want to accomplish.
Do want to prove our rightness or righteousness? Do we want to maintain or build a relationship? Do we want to pretend that we know what we are doing? Do we want to learn something [...]]]></description>
		<link>http://www.chumans.com/blog/?p=273</link>
			</item>
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		<title>The First Discipline of Planned Change: Conscious Use of Self</title>
		<description><![CDATA[The primary tool that anyone wishing to manage change in a human system uses is the configuration of intellectual, emotional, and physical energies that that particular person brings to the situation. That includes her personality, her various abilities (particularly her ability to learn), and her idiosyncrasies.
Most of us have only begun to recognize and develop [...]]]></description>
		<link>http://www.chumans.com/blog/?p=261</link>
			</item>
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		<title>The Disciplines of Managing Change in Human Systems</title>
		<description><![CDATA[In recent blog posts we have looked at the stages of planned change, which can also be thought of in terms of critical interventions, and at the levels of organizations in which the skilled practitioner works. We also offered a general process of Organization Development that takes into account these stages and organizational levels. Now [...]]]></description>
		<link>http://www.chumans.com/blog/?p=257</link>
			</item>
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		<title>The Process of Organization Development</title>
		<description><![CDATA[Hey All,
I&#8217;ve been thinking about how to formulate with sufficient detail to be useable and in a temporally logical manner, the things that the top OD folks think about as they move from the beginning of an OD project to its end. The problem, of course, is that each step requires the personal judgment needed [...]]]></description>
		<link>http://www.chumans.com/blog/?p=245</link>
			</item>
	<item>
		<title>The Levels of Organizational Systems</title>
		<description><![CDATA[Previously we looked at the stages of the organization development process: Contracting and Re-contracting, and Data Gathering, Intervention, Evaluation and Disengagement. Those stages are applied across the five levels of organizational systems—personal, interpersonal, group, organization, and community—as needed. These levels make up the second dimension of the Meta-Model of Planned Change.
Personal
At the personal level individuals [...]]]></description>
		<link>http://www.chumans.com/blog/?p=236</link>
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	<item>
		<title>The Stages of the Organization Development Process, Part II</title>
		<description><![CDATA[This is the second of two posts that look at the stages of the organization development process. The first post discussed Contracting and Re-contracting and Data Gathering; now we will look at the other three stages: Intervention, Evaluation and Disengagement. Bear in mind, however, that the stages are not discrete. They overlap. They are iterative. [...]]]></description>
		<link>http://www.chumans.com/blog/?p=226</link>
			</item>
	<item>
		<title>The Stages of the Organization Development Process, Part I</title>
		<description><![CDATA[In our previous post, we discussed our Meta-Model of Planned Change, a three-dimensional matrix that describes the traditional model of organization development (including the stages of the planned change process and the levels of human systems) and the disciplines of critical thinking. In this post and the one following we will look at the stages [...]]]></description>
		<link>http://www.chumans.com/blog/?p=218</link>
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