Changing Through Dialogue Rather Than Diagnosis

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Not all teams improve with a diagnosis and action plan. Strong undercurrent in some team makes it hard to point at the specific causes of suboptimal functioning. And if you cannot point at the causes, it is impossible to predict (and realise) the effects on better functioning. These teams ask for a different approach. The present article considers a dialogic approach in contrast to the traditional, diagnostic.


Author: Rolf Sterk

Rolf Sterk, has been an organisational advisor and coach since 1986. He has assisted more than 100 organisations in 300 assignments involving change, innovation and improvement. Contact:

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