OpenSourceOD
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Overview
Video Run Time: 3:57
Facilitation Time: 1hr 26m
This simulation immerses participants in the nuanced dynamics of leadership through the lens of "Use of Self," set within Cedarwood University’s ambitious AI integration initiative. As they step into the shoes of Alexandra, the newly appointed Chief Technology Officer, participants will explore how self-awareness, emotional intelligence, and personal values influence their leadership style and decision-making processes.
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This simulation also challenges participants to confront ethical dilemmas, navigate complex team dynamics, and manage the tension between professional roles and personal relationships. By reflecting on how their own perceptions, emotions, and biases shape their responses to Alex’s challenges, participants gain deeper insight into the profound impact of “Use of Self” on fostering ethical leadership, building trust, and driving meaningful change in the face of technological transformation.
Use of Self is a foundational concept in Organization Development (OD) that emphasizes the deliberate application of one’s values, emotions, and cognitive processes in professional settings. It's about being fully aware of who you are, including your strengths, weaknesses, biases, and emotional triggers, and using this self-awareness to interact effectively with others and navigate complex situations. The practice of Use of Self helps OD practitioners, change agents, and consultants to bring their whole selves to their work, enhancing their ability to facilitate positive organizational change.
Facilitation
Part 1 1:07
The team gathers to celebrate Alex's promotion to CTO, but underlying concerns emerge. While Anjali praises Alex's visionary approach, James subtly expresses worry about maintaining core values amid rapid changes, and Chris probes for insider information on project funding.
Starter Question:
"What do you observe, and how do you feel as a member of this ambitious project? How do you relate to the sense of uncertainty and anticipation described?"
Follow-up questions:
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"How might the team's initial uncertainty about the project's outcomes mirror the way organizations face unknown futures? Can you think of a time when you had to start a project without knowing exactly how it would end?"
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"In what ways do the team's feelings at the project's outset reflect a learning opportunity? How does stepping into an unknown serve to challenge and contribute to personal growth?"
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"Consider the mixture of excitement and apprehension mentioned by the team. As a leader or even a consultant working with this team, how might you leverage this energy as a driving force for innovation and change?"
Part 2 1:33
Anjali proposes using AI to automate essay grading, sparking a debate on efficiency versus the nuances of learning. While she and others champion the innovation, James expresses concern over losing critical thinking assessment, ultimately seeking Alex's perspective on the potential impact and ethical implications.
Starter question:
Let’s run a thought experiment. If you could blatantly challenge the group’s direction or point out flaws or blind-spots in their reasoning, without worrying about hurting anyone’s feelings, what would you say? What do your answers say about what you deeply value? Now, how could you challenge the group’s train of thought in a way that artfully calls these values into their awareness and embodies your “leadership ideal”?
Follow-up questions:
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When thinking about challenging the group's direction, what physical sensations or emotions do you notice arising within you? How can recognizing and acknowledging these sensations in the moment help you practice mindfulness and tactfully bring the group's attention to ethical considerations?
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What inner voice(s) (e.g. voice of cynicism, imposter-ship, or people-pleaser) arise for you, potentially making it difficult to genuinely embody your “best self” in this situation?
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How could you steer the conversation towards a more balanced consideration of both the innovative potential and ethical responsibilities of AI integration?
Part 3 0:34
The team expresses nostalgia for Alex's more approachable leadership style before the promotion, hinting at a perceived distance. They shift the conversation to budget concerns, subtly pressuring Alex for insider information on resource allocations.
Starter Question:
Taking on Alex’s experience, were you able to sense any emotional responses or physical sensations when faced with the expectation to revert to your 'old self'?
Follow-up Questions:
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How might recognizing these responses guide your approach to leadership?
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Let's imagine a scenario where you feel completely at ease to maintain your professional integrity while also satisfying the team's nostalgia for the 'old Alex'. How would you navigate this delicate balance? What does your approach say about your core leadership values?
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In what ways can you honor the team's desire for camaraderie without compromising the boundaries your new role necessitates?
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Reflecting on the team's subtle push for inside information, how does your emotional radar inform you to respond in a manner that upholds transparency and trust?
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What strategies can you employ to ensure that your leadership style is both inclusive and assertive, acknowledging the team's nostalgia while steering them towards embracing the new dynamics?
Part 4 0:43
The team intensifies their support for Anjali’s AI grading proposal, portraying it as a groundbreaking opportunity. Despite James's ethical reservations, they urge Alex to take a bold stance and lead the initiative, framing it as a defining moment for innovation and leadership.
Starter Question:
You’re standing at the crossroads between groundbreaking innovation and the ethical dilemmas it entails. How do you voice your concerns in a way that resonates with both the hearts and minds of your team in a way that is authentic to you?
Follow-up Questions:
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As you contemplate steering the team away from ethical oversights, let’s just take a few quiet moments to close your eyes and listen to your mindscape; in other words, what’s running through your mind (allow your mind to “go” and see what emerges for you)? How can acknowledging these thoughts in the moment sharpen your focus and guide your actions?
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How might you leverage your relationship with the team to foster a dialogue that places equal weight on innovation and ethics?
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Reflecting on your deepest values, how can you articulate your ethical concerns in a manner that encourages the team to reconsider their stance?
Purpose
This simulation is designed to immerse participants in the nuanced dynamics of Use of Self in the context of leadership transition, ethical decision-making, and the cultivation of team dynamics within the context of advancing technological integration in an educational setting. Participants will be drawn into a reflective journey through the complex scenarios faced by a newly appointed Chief Technology Officer (CTO) at Cedarwood University.
The facilitator's questions, which take place throughout the simulation, delve into participants' innate understanding of leadership, ethics, and change management, encouraging them to confront the way their preconceived notions, emotional reactions, and ethical compasses “show up” as they take on the role of Alex.
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Through this inductive learning approach, the simulation aims to engrain a deep-seated appreciation for the intricacies of applying one's whole self to leadership roles and decision-making processes. Specifically, the simulation intends to elucidate the following core concepts inherent in the Use of Self:
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Self-Awareness & Leadership Identity: Central to the simulation is the exploration of how self-awareness underpins effective leadership. Participants are invited to consider how understanding one's values, emotional responses, and personal biases can inform and refine their leadership style, especially in times of transition and ethical dilemmas.
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Emotional Intelligence & Relationship Management: The unfolding scenarios underscore the pivotal role of emotional intelligence in navigating leadership challenges. This includes recognizing and managing one's emotions, understanding the emotional landscape of the team, and employing empathy and active listening to build trust, resolve conflicts, and foster a cohesive team dynamic.
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Ethical Integrity & Decision-Making: Through the lens of a controversial AI integration project, the simulation challenges participants to weigh the allure of innovation against ethical responsibilities. This component emphasizes the importance of aligning decisions with core values and principles, showcasing the delicate balance between pioneering change and adhering to ethical standards.
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Navigating Group Dynamics & Team Development: The simulation reflects on the complexities of influencing group consensus and team norms, especially when confronted with groupthink or resistance to change. Participants are encouraged to reflect on how their Use of Self can act as a catalyst for promoting ethical consideration, diversity of thought, and adaptability within their teams and the broader organization.
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Mindfulness & Presence: Integral to the experiential learning process is the cultivation of mindfulness and presence. By acknowledging physical sensations and emotions that arise in challenging situations, participants learn to remain present and engaged, enabling them to make more considered and authentic decisions.
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Debrief
After navigating the complex scenarios presented in the Cedarwood University simulation, it is important to help participants explicitly connect the dots between their experiences and the foundational theories underpinning Use of Self. This deep dive aims to bridge intuitive understanding and theoretical frameworks, enhancing participants' ability to apply these insights in real-world contexts.
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Self-Awareness & Leadership Identity
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Navigating Transitions with Awareness: Alex's promotion to CTO and the subsequent shift in group dynamics serve as a vivid illustration of the challenges and opportunities inherent in leadership transitions. This moment underscores the importance of self-awareness in understanding how personal identity evolves with new roles and how this evolution impacts interactions within the team.
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Resonating Leadership Presence: Encounters with team members expressing nostalgia for 'old Alex' and voicing concerns about changing dynamics highlight the critical role of leadership presence. These interactions emphasize the need for leaders to consciously align their actions with their evolving identity, ensuring their presence resonates authenticity and confidence amidst change.
Emotional Intelligence & Relationship Management
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Navigating Cognitive Dissonance: The cognitive dissonance arising from the team's expectations for informal camaraderie versus the professional boundaries of Alex's new role exemplifies the application of emotional intelligence in leadership. It illustrates how recognizing and managing one's emotions, and understanding the team's emotional landscape, are vital for maintaining productive relationships and setting appropriate boundaries.
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Transforming Resentment into Collaboration: Jordan's underlying resentment, rooted in the competitive process for the CTO position, presents a nuanced challenge of relationship management. This scenario demonstrates how empathy, active listening, and transparent communication can be leveraged to address team tensions, transform interpersonal challenges, and foster a culture of collaboration and mutual respect.
Ethical Integrity & Decision-Making
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Balancing Innovation with Ethics: The team's enthusiastic yet ethically questionable push for AI-driven essay grading encapsulates the dilemma of balancing innovation with ethical responsibility. This part of the simulation vividly brings to the forefront the significance of aligning decisions with core values and principles, showcasing how leaders can navigate ethical complexities by anchoring their decisions in a deep sense of integrity.
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Voicing Values Amidst Pressure: The pivotal moment where the team edges towards making an ethically dubious decision underlines the essence of voicing values in leadership. It exemplifies how leaders can utilize their understanding of self and their ethical compass to challenge groupthink, advocate for ethical considerations, and guide their teams towards decisions that reflect shared values and integrity.
Mindfulness & Presence
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Recognizing Emotional Signals: The simulation invites participants to notice the physical sensations and emotions that surface when facing leadership challenges, such as resisting the temptation to revert to the 'old self' or confronting ethical dilemmas. This focus on mindfulness encourages leaders to stay present and engaged, enabling them to navigate complex situations with clarity and compassion.
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Guiding Teams with Mindful Leadership: The scenarios where Alex must address the team's push for potentially unethical AI applications highlight the role of mindfulness in leadership. It showcases how being mindful of one's values, emotions, and the broader impact of decisions can empower leaders to steer their teams towards ethical and innovative outcomes.
Resources
Email Invite
Set expectations for your participants with this email invitation.
Syllabus Snippet
Introduce the theoretical and practical benefits of this experiential learning tool. Copy, paste, and edit the following description into your course syllabus or workshop description.
Key Readings
Give discerning participants the chance to dive deep into the literature with these key readings.
Use of Self Report
Use of Self References
Certified Facilitators​
Dave Jamieson
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Savannah Hobbs
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"You can learn more about OD in one OD Immersive than an entire semester of grad school. It helps to solve the 'practice' problem of OD by helping participants apply theory in a low-risk environment so they can begin to see how complicated human systems are and the real work that OD professionals do to support them."
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~ Savannah Hobbs
"OD Immersives provide a new experiential form of learning about OD practices, thinking, and actions, which can help people understand the wholeness inside of them and around them in the situations being experienced."
~ Dave Jamieson
Trained extensively on Use of Self research and practice, the Use of Self GPT helps you recognize and overcome the self-talk, worries, and triggers that hinder your ability to act in alignment with your values. It supports reflection on real-life scenarios and offers strategies to embody your values effectively.