Frameworks |
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The Three-Fold Human Being -
Listening to the head, heart and feet This is a very practical framework for listening. Are you able to listen ‘between the lines’? Can you hear the subtext beneath the main text? Can you hear, not just what people are saying, but what they are trying to say? Are you able to connect with what they are really feeling, and not just what they say they’re feeling? Is it possible for you to ascertain what it is that they really want? This will help. 
The U-Process of Change
A conscious approach using the U-process will begin with the need for the crisis or stuckness to be surfaced and to be commonly understood by all involved or implicated. The practice here is of collectively uncovering the crisis, agreeing on what really causes it, letting these go and then creating a new resolved future. 
Leadership Polarities Model
One of the most powerful models for guiding our own leadership. This very practical approach helps leaders and facilitators to assess what kind of leadership a situation requires, to ask the right questions and to choose the right kind of balance between the polarities: inspiring and energising, focusing and grounding, challenging and supporting. From Barefoot Guide 1, Chapter 2. 
Organisational Elements
and Cycles Every human being is unique, but in many fundamental ways we are all very similar. The same can be said of organisations. This framework is a window into the fundamental features of organisations, their underlying form and functioning. Presented in a graphic Powerpoint, this is drawn from pages 86 to 93 of Barefoot Guide 1. 
Təşkilati Elementlər və Konseptsiyalar (Azeri translation)
Hər kəs unikaldır, amma çox əsas bir şəkildə hamımız çox bənzəyir. Eyni təşkilatların dediyi kimi. Bu çərçivə təşkilatların əsas xüsusiyyətlərinə, onların əsas forması və funksiyasına bir pəncərədir. Grafik Powerpoint-də təqdim edilən, BFG1-dən 86-93-ə qədər səhifələrindən tərtib edilmişdir. |
The Core Elements
of a Developmental Approach These five elements define the core process of many developmental field practices, emphasising relationship building, observation, facilitation, grounding and reviewing. (from Barefoot Guide 2, Chapter 1) 
The Action Learning Cycle -
Guiding questions This is a powerful framework for learning and planning. Presented here are a selection of questions that we have found to be useful in many situations. This can also be used as a case study and report-writing framework. 
Phases of human development
No individual is born complete or fully developed. Throughout life we continue to learn and grow, although what we learn is often dictated by what stage of life we are at. This process can be seen as continuous, while at the same time moving through stages or phases. Although each individual life path is different, human life has certain common phases There have been many interpretations of these phases, and one can find many different models of human development in modern developmental psychology. This is an adaptation of Rudolf Steiner's description of 10 stages of development throughout human life. 
Phases of Organisation Development
Organisations are like human beings. They are born, grow up and eventually pass away. individuals go through three general stages of development – the dependent, independent and interdependent stages. In the same way, organisations go through similar stages, or phases. Through their observations we can distinguish four general phases of organisational development. |
