OM DENNE EPISODE
Most of how we engage with other people in the workplace, on training courses, or in coaching sessions, is based on having conversations. The quality of these conversation directly impacts our effectiveness, and as educators and coaches, our ability to have powerful conversations that help to create insight and learning is a huge part of how we succeed.
In this episode of the Trainer Tools podcast, I talk to Catherine Thomson about David Kantor's theory of Structural Dynamics. In the podcast, Catherine explains how this theory of communication is applied to conversations in training and coaching.
Catherine Thomson is founder of The Houston Exchange and is also an Associate Consultant within the People and Organisational Development (POD) Division with Edinburgh Napier University.
A graduate of Sheffield University, she is an accomplished organisation development consultant with domestic and international experience across all sectors. Her expertise is in supporting organisations develop leaders to attain a level of agility that matches the unprecedented level of change and complexity currently being experienced in the 21st Century.
She is an advocate of working with leaders using “systems intelligence”, helping them to go beyond reaching agreements to reaching new understandings from which to think and act. In this way they build organisations that are profitable, enlightened, healthy and compassionate.
Catherine trained in Boston MA with the Kantor Institute on Dialogue™ a process that supports greater understanding of the dynamics of how teams communicate within their organisational system. Her recent assignments have included work with intact and cross functional teams at every level in the organisation, exploring personal and group insights into those areas of their communication that is normally less visible (assumptions, beliefs, values etc.) and the implications these have on personal contribution to the group dynamic, quality of decisions and employee engagement. She has helped individuals and teams develop insights and new thinking on how to expand their own behavioural repertoire when working towards new aligned thinking and meaning in relation to change, pivotal conversations and growing people capacity within the organisation.
