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The purpose of this paper is to provide a coherent, comprehensive and complete philosophical framework that can not only validate but also guide the implementation of the organisational development strategies proposed in Presence: Exploring Profound Change in People, Organizations and Society.

First, the paper situates the processes presented in the text within the overall context of current organisational development theory. Then, since no current widely supported philosophical framework can provide validation and support to the fundamental assumptions inherent within the text's proposals, a new philosophical framework is described. Finally, the unique insights gained from this new philosophical framework are used to offer prerequisite considerations for employing the processes proposed here.

Unless explicit and individualised attention is directed to helping each employee first develop deeply self‐reflective processes, the organisational insights and practices, as presented in the work cited above, cannot be attained.

Through applying the theoretical insights gained from the particular philosophical framework presented herein, the paper provides very clear and specific guidelines for the professional development of employees so that they can act according to the precepts presented in the work cited above.

The paper provides a unique perspective on the key understandings presented in the work cited above. It also provides practical ways for successfully engendering these within an organisation's culture.

To examine Hardt and Negri's discussions of immaterial labor in relation to personal identity and sociality at work in a context of the postmodernization of the global economy.

Hardt and Negri's discussions of immaterial labor are reviewed in relation to their implications for social interaction and identity at work. Heidegger's idea of “presencing” is then used to examine the dynamic emergence of identity as an effect of the “affectualization” of work.

Global trends towards an informationalized economy have profound implications for identity at work in that the dynamics of identity are foregrounded and managerial and organizational power structures that seek to define an essential worker identity are destabilized.

Suggests that research into identity at work should include a focus on the immaterial dimensions of work and should consider the implications of this for the dynamic emergence of identity and for future forms of organization and management.

Suggests that the emergence of immaterial labor might provide increasing, albeit complex and contested, opportunities for worker participation; this is on what management relies, and what at the same time has the potential of undermining the legitimacy of management.

Provides an innovative way of examining the dynamics of identity in contemporary organizations.

This chapter presents a unique perspective on opportunities that the Covid pandemic has created for the sector. Drawing on extensive, professional experience of working with leaders in the higher education sector, a more holistic perspective is offered in relation to organisational development; transforming university cultures into more inclusive, collaborative and evolutionary environments. Three key leadership skills needed for the post-pandemic world are outlined: presencing, taking courageous actions and transmuting the ego in the service for others. System thinking, leaderful and holistic development models are used to consider the practical implications of leading the new.

The purpose of this paper is to conceptualize resonant co-creation as a framework for cultivating strategic innovation and organizational change; to delineate worldview transformation as central to resonant co-creation and overview the theoretical and practical foundations of this approach; and to offer a model on the facilitation of resonant co-creation in organizations.

Conceptual development with case illustration.

Resonant co-creation fosters strategic innovation through coaching and facilitation techniques that cultivate awareness, empathy, and advanced communication skills. This results in a fundamental shift in the engagement and interactions of teams, creating a new space for innovation.

The framework offered herein brings conceptual clarity to specific approaches to and applications of resonant co-creation to achieve strategic innovation. By providing perspective on processes leading to innovation, it possible to be more precise about the relationships between consulting practices and stated organizational change outcomes.

The presentation and clarification of the theoretical model (the underlying grammar of facilitation) and specific techniques that can be used to drive worldview transformation can benefit coaches, facilitators, and leaders who wish to implement a co-creative organizational culture or improve outcomes of co-creative programs. By linking theory to practice, this paper can help change makers and managers better justify and implement resonant co-creation within their organizational contexts.

Resonant co-creation facilitates an expansion of awareness that can lead to more sustainable business practices and workplace well-being. This benefits society at large through fostering more socially conscious and innovative organizations.

Resonant co-creation is a needed nuance to the very generalized notion of co-creation spread throughout organizations today. Clarifying this approach is useful to both practitioners and researchers who seek to understand or facilitate innovation and organizational change. The originality of this paper lies in the combination of the idea of co-creation with the psychological concept of worldview transformation. By creating shifts in individual and collective (organizational) worldview, resonant co-creation transforms the way people interact and ideate. This paper introduces a grammar of facilitation and specific techniques that shift worldview and create a space for strategic innovation.

An unspoken issue of increasing priority in architectural education is the under developed differentiation between architecture and technology. Almost all of the qualifications whereby an architect is prepared for and is permitted to practice professionally are technological parameters. But architecture is not technology. Architecture is, however, both protected by and obscured thru technology being in the forefront that means it is both of benefit and a hindrance.

Architecture being undifferentiated from technology and named in terms of technology thus allows the issue to stay safely within the pragmatic assertion of professionalism that is set up during an education mainly controlled by the profession. Within that is a nascent architectural impulse that resides largely unspoken but which is nonetheless evolved and evolving and shared. The unrevealed architecture generates an aura of the mysterious and the radical which that contributes a greatly to the intensity of mundane and well known work.

This paper examines how architectural technology obviates a space of differentiation within architecture, which may be examined phenomenologically in terms of the essence of humanity, whereby architecture has an original ontological correlation with human aspiration. This will be supported with the well known — for brevity — theoretical and practical examples around the work of Heidegger, Louis I. Kahn. Along with phenomenology, we will introduce philosophies of spiritual practice collectively called rajayoga. The latter is a millennia long experiment with well documented research into human aspiration. The paper concludes with examples of architecture presencing this space of differentiation and suggests the implications on the profession of an education that scan develop the super-ordinate program that is architectural practice.

We explore how scholarly understandings of and the practice of organizational transformation have evolved since Bartunek and Louis’s (1988) Research in Organizational Change and Development chapter. While Bartunek and Louis hoped to see strategy scholarship and OD approaches to transformation inform each other, strategy literature has drifted away from transformation toward more continuous change. OD practice has focused on the implementation of its own versions of transformation through Large Group Interventions, Appreciative Inquiry, the new dialogic OD, and Theory U. Based on a discussion of Theory U, we call attention to the importance of individuals as an important source of new ideas in understanding and practicing large-scale change.