Constructive Developmental Theory, Subject Object Relations, Immunity to Change and Related Resources

Constructive Developmental Framework

Constructive Developmental Framework: Stages of Adult Development - wikipedia

• Stage 1: Purely impulse or reflex-driven (infancy and early childhood).
• Stage 2: The person's sense of self is ruled by their needs and wishes. The needs and wishes of others are relevant only to the extent that they support those of the person. Effectively the person and others inhabit two "separate worlds" (childhood to adolescence).
• Stage 3: The person's sense of self is socially determined, based on the real or imagined expectations of others (post-adolescence).
• Stage 4: The person's sense of self is determined by a set of values that they have authored for themselves (rarely achieved, only in adulthood).
• Stage 5: The person's sense of self is no longer bound to any particular aspect of themselves or their history, and they are free to allow themselves to focus on the flow of their lives.

• An Introduction To Constructive Developmental Theory + Related Resources
• The Evolving Self, Robert Kegan - Problem and Process in Human Development

  The Evolving Self focuses upon the most basic and universal of psychological problems—the individual’s effort to make sense of experience, to make meaning of life. According to Robert Kegan, meaning-making is a lifelong activity that begins in earliest infancy and continues to evolve through a series of stages encompassing childhood, adolescence, and adulthood. The Evolving Self describes this process of evolution in rich and human detail, concentrating especially on the internal experience of growth and transition, its costs and disruptions as well as its triumphs.

  At the heart of our meaning-making activity, the book suggests, is the drawing and redrawing of the distinction between self and other. Using Piagetian theory in a creative new way to make sense of how we make sense of ourselves, Kegan shows that each meaning-making stage is a new solution to the lifelong tension between the universal human yearning to be connected, attached, and included, on the one hand, and to be distinct, independent, and autonomous on the other.

Evolutionary balance	Culture of embeddedness
(0) Incorporative S: reflexes, sensing, and moving O: nothing	Mothering culture. Mothering one(s) or primary caretaker(s).
(1) Impulsive S: impulse and perception O: reflexes, sensing, and moving	Parenting culture. Typically, the family triangle.
(2) Imperial S: enduring disposition, needs, interests, wishes O: impulse and perception	Role-recognizing culture. School and family as institutions of authority and role differentiation. Peer gang which requires role-taking.
(3) Interpersonal S: mutuality, interpersonal concordance O: enduring disposition, needs, interests, wishes	Culture of mutuality. Mutually reciprocal one-to-one relationships.
(4) Institutional S: personal autonomy, self-system identity O: mutuality, interpersonal concordance	Culture of identity or self-authorship (in love or work). Typically: group involvement in career, admission to public arena.
(5) Interindividual S: interpenetration of systems O: personal autonomy, self-system identity	Culture of intimacy (in love and work). Typically: genuinely adult love relationship.

• Robert Kegan - The Five Stages of Adult Development (And Why You Probably Aren't Stage 5)

  • What is a good definition of an 'adult'?
  • The phasic vision of adult development
  • The variety of developmental logics in the human mind
  • A tour of the 5 stages of adult development
  • What people get wrong about his 5 Stage model of human development
  • Why you are almost certainly not ‘Stage 5’ if you're under the age of 40
  • The gap between philosophical understanding and developmental attainments
  • Why you might take on a Stage 5 philosophical orientation from the Stage 4 developmental level (and what that might look like)
  • The most important developmental stage transition for the majority of humans
  • What transcending the limits of the socialized mind means for our planetary culture

• Robert Kegan and Ken Wilber — The Evolving Self: Part 1 - Everyone Is Right part 2

  Robert Kegan, the author of The Evolving Self and In Over Our Heads, explores the vital role of interior development in creating a more inclusive and integrated world, as well as the importance of the appropriate use of discriminating awareness.

  Psychologically, people grow through stages of increasing competence, care, and concern. Each stage transcends and includes the function of what came before, but excludes an exclusive identity with that function.

• In Over Our Heads: The Mental Demands of Modern Life

  In Over Our Heads provides us entirely fresh perspectives on a number of cultural controversies—the “abstinence vs. safe sex” debate, the diversity movement, communication across genders, the meaning of postmodernism. What emerges in these pages is a theory of evolving ways of knowing that allows us to view adult development much as we view child development, as an open-ended process born of the dynamic interaction of cultural demands and emerging mental capabilities. If our culture is to be a good “school,” as Kegan suggests, it must offer, along with a challenging curriculum, the guidance and support that we clearly need to master this course—a need that this lucid and richly argued book begins to meet.

• Robert Kegan: The Evolution of the Self, May 31st 2019.

  Robert Kegan [...] talks with Rebel Wisdom's David Fuller about his life's work - and how the growth of the individual maps onto the development of societies.

• 20. Discussing Developmental Frameworks & Jordan Peterson, Robert Kegan, Jean Piaget
• Part 1: How To Be An Adult— Kegan’s Theory of Adult Development

  This article will review Kegan’s Theory of Adult Development. Part 1 will outline Kegan’s Stages 2–5 because being aware of the different Stages can help us better understand ourselves and the people around us (friends, partners, children, etc.) and gives us something to aspire to. I encourage you to read each stage carefully and think about which stage you’re in, and where you’d like to be.

  Part 2 will focus on how to transition to higher stages of development.

• Adult Cognitive Development and the Agile Mindset with William Rowden

  The science of Adult Cognitive Development has been around for quite some time, but William Rowden maps that science to the Agile Mindset and an Agile Transformation. His insights are fascinating and help him identify behaviors that are not aligned with an Agile mindset, and how to help his clients move in the correct development direction. William is speaking not from theory, but from practical application within clients in the US, China and Mexico.

• From Piaget to Dawson: The evolution of adult developmental metrics -youtube
• Acting on purpose: the reflections of MIT student entrepreneurs

  The study of social systems has increasingly relied on data collection and analysis to draw conclusions. In parallel, the research community has often tried to understand entrepreneurs quantitatively, e.g. by understanding which behaviours or personality traits most often correlated with entrepreneurial success. While a quantified representation is essential in modeling what is being studied, it hides away the mental processes that create behaviours. Arguably, the people who engage the most directly with systemic change are entrepreneurs. They have to create their own system (a company) and connect it to its wider network (clients, investors, etc.). Most importantly, the more uncommon their idea is, the less they can rely on existing frames to bring their ideas to fruition, and the more they have to reflect on the dynamics of their wider context and how their company can integrate to it.

Dialectical Thought Form Framework

• Adult Development by Otto Laske

  Otto is internationally known as a teacher and mentor of evidence-based developmental coaching. Since 2000, he has educated an international student body in a methodology of social- emotional and cognitive coaching called CDF (Constructive Developmental Framework) at the Interdevelopmental Institute, Gloucester, MA, USA. He has successfully worked with teams since 2015, especially teams on their way to self-organization.

• Laske Social Science Archive, Section IV: Writings (2010-2017) on CDF, the Constructive Developmental Framework

  The Laske Social Science Archive gathers Otto Laske’s writings on organizations written between 1999 and 2019, many of which have retained their value vis a vis new fashions of management thinking. Its sections are numbered chronologically. The Archive makes available both texts and slides, the latter for pedagogical purposes. The articles gathered are bundled according… [Read More]

• #1 Constructive Developmental Framework and Dialectical Thinking, May 2019 - A conversation about CDF. With Professor Otto Laske and Paul Anwandter.
• Laske Social Science Archive, Section V: Writings (2015-2019) on DTF, the Dialectical Thought Form Framework

  The Laske Social Science Archive gathers Otto Laske’s writings on organizations written between 1999 and 2019, many of which have retained their value vis a vis new fashions of management thinking. Its sections are numbered chronologically. The Archive makes available both texts and slides, the latter for pedagogical purposes. The articles gathered are bundled according to topic. They can be downloaded free of charge.

• Applying Bhaskar’s Four Moments of Dialectic to Reshaping Cognitive Development as a Social Practice1 Otto Laske

  I am introducing into Dialectical Critical Realism (DCR) a developmental, dialogical,and dialectical epistemology for enhancing adults’ cognitive development toward dialectic. I do so for the sake of solving real-world problems in a holistic and transformational manner with a high likelihood of success. Emphasis is put on dialectical thinking as a social practice learned by way of a dialogue method called the Case Study Cohort (CSC) method, taught at the Interdevelopmental Institute (IDM) since 2000

• A New Approach to Dialog: Teaching the Dialectical Thought Form Framework

  Technologically driven culture change, impoverishment of undergraduate and graduate education due to a focus on obtaining employment, and the growth of global risks of human survival in the context of the depletion of nature increasingly put an unforeseen emphasis on human dialog and thinking. They also make seemingly “academic” investigations into the cognitive development of adults (on which quality of thinking and dialog depend) pragmatically relevant with unforeseen urgency. This introduction to the Dialectical Thought Form Framework (DTF) by way of an introduction to theManual of dialectical thought forms (DTFM; Laske 2008),while delving into the intricacies of the thought form structure of thinking and its assessment, was primarily conceived as a tool for making dialectical thinking better known, as well as a tool for designing programs for teaching it, beginning in high school.

Subject-Object Relations

The psychological idea is that the underlying architecture or transformational grammar of qualitative change (genuinely negentropic development) is the movement from subject to object-that is, the movement of our meaning making from a place where we are its captive to a place where we can look at it, reexamine it, and possibly alter it. - the Way We Talk Can Change the Way We Work

• The Psychology of Leadership and Success, Fears and Obstacles - The Leader Development Podcast

  The idea of subject object transition which is a focus of Dr. Robert Kegan a psychologist and professor at Harvard University. He stresses that not only can we not hold onto certain understandings of ourselves and the world, but in a way certain things hold us. We are almost literally subjected to these distortions of reality.

• USING THE SUBJECT-OBJECT INTERVIEW TO PROMOTE AND ASSESS SELF-AUTHORSHIP, Jennifer Garvey Berger, Ed D

  The process of growth as defined by this theory is about moving more and more of what is unseen and unexamined in the way we understand the world—those things to which we are subject —to a place where they can be seen and examined—and become objects for our inspection, and, if we chose, for our reflective action. Our unquestioned beliefs about the world are held implicitly, and those beliefs shape our experience of the world and the possibilities we perceive. As we begin to question our beliefs, ideas, theories, etc., our inquiry reveals new possibilities and allows us to deal with greater and greater levels of complexity.

  The most profound example of a move from subject to object is when gradually, over time, entire meaning-making systems move from being hidden (subject) to being seen (object).

• Epistemology, Fourth Order Consciousness, and the Subject-Object Relationship or... How the Self Evolves with Robert Kegan by Elizabeth Debold (What is Enlightenment Magazine)

  So what is the "subject-object relationship"? It is a fundamental distinction in the way that we make sense of our experience—a distinction that shapes our thinking, our feeling, our social relating, and our ways of relating to internal aspects of ourselves. The subject-object relationship is not just an abstraction but a living thing in nature.

  What I mean by "object" are those aspects of our experience that are apparent to us and can be looked at, related to, reflected upon, engaged, controlled, and connected to something else. We can be objective about these things, in that we don't see them as "me." But other aspects of our experience we are so identified with, embedded in, fused with, that we just experience them as ourselves. This is what we experience subjectively—the "subject" half of the subject-object relationship.

  What gradually happens is not just a linear accretion of more and more that one can look at or think about, but a qualitative shift in the very shape of the window or lens through which one looks at the world. A given subject-object relationship establishes the shape of the window. Thus, for a certain period of time, a particular distinction between what is object and what is subject persists. Then you know the world through that system, and while your knowing gets increasingly elaborated, it all goes on within the terms of that system.

  So, for example, when you get to be what we call a "concrete thinker," usually between the ages of six and ten, you are able to learn facts, more and more facts, but you're still just learning the facts. Children at this age and stage collect baseball cards, bugs, leaves from trees—they come to understand the world around them by identifying, naming, and labeling the objects in it.

  But you have to make a qualitative move to transform the subject-object relationship before you are able to organize these facts into bigger abstract ideas, themes, and values. This, then, becomes the next epistemology. Each qualitative move takes a whole mental structure that had been experienced as subject and shifts it so that it becomes seen as object.

• In Over Our Heads: Development as a Lifelong Journey Robert Kegan and Ken Wilber

  Interestingly, this process of “subject becoming object” does not just describe the process of “vertical growth” through psychological stages of consciousness, but also “horizontal growth” through states of spiritual awareness and awakening. Meditation, for example, is a practice of making subject into object: of simply witnessing our own subjective minds with non-attached equanimity, experiencing our subjective thoughts, emotions, sensations, and impulses as objects in our awareness, like clouds floating through the empty expanse of the sky. With enough training and practice, the spiritual path ultimately leads us to the point of “Absolute Subjectivity”—that point where we are completely “emptied out” and there is no more subject left to be made into object, and all that remains is the effortless and seamless embrace of nondual awareness.

Organizational Development

• An Everyone Culture: Becoming a Deliberately Developmental Organization

  Robert Kegan and Lisa Lahey [...] along with Matthew L. Miller, Andy Fleming, and Deborah Helsing, provide a new model that they argue can help organizations develop the potential of their employees. An Everyone Culture examines the design principles of three leading companies that embody this approach—companies the authors call Deliberately Developmental Organizations (DDOs)—all of which operate under the conviction that organizations are most likely to prosper when they are deeply aligned with one of their workers’ strongest motives: to grow.

• An Everyone Culture: Becoming a Deliberately Developmental Organization (2016) was co-authored by Robert Kegan, Lisa Laskow Lahey, Matthew L. Miller, Andy Fleming, and Deborah Helsing.

  a new model that they argue can help organizations develop the potential of their employees. An Everyone Culture examines the design principles of three leading companies that embody this approach—companies the authors call Deliberately Developmental Organizations (DDOs)—all of which operate under the conviction that organizations are most likely to prosper when they are deeply aligned with one of their workers’ strongest motives: to grow.

  In an ordinary organization, most people are doing a second job no one is paying them for. In businesses large and small; in government agencies, schools, and hospitals; in for-profits and nonprofits, and in any country in the world, most people are spending time and energy covering up their weaknesses, managing other people’s impressions of them, showing themselves to their best advantage, playing politics, hiding their inadequacies, hiding their uncertainties, hiding their limitations.

• 33 - Robert Kegan: Becoming a Deliberately Developmental Organisation - Coaches Rising Podcast

  It’s time, Robert says, to create genuine growth cultures, where everyone, not only the high potentials, are engaged in growing to their fullest potential. [...] This means no less than baking the growth of your people into the day-to-day activities of the company. Robert and his team spent time within companies that do exactly just that, what he calls deliberately developmental organisations. (including Ray Dalio’s Bridgewater)

• Changing on the Job: Developing Leaders for a Complex World

  Listen to people in every field and you'll hear a call for more sophisticated leadership—for leaders who can solve more complex problems than the human race has ever faced. But these leaders won't simply come to the fore; we have to develop them, and we must cultivate them as quickly as is humanly possible. Changing on the Job is a means to this end. As opposed to showing readers how to play the role of a leader in a "paint by numbers" fashion, Changing on the Job builds on theories of adult growth and development to help readers become more thoughtful individuals, capable of leading in any scenario. Moving from the theoretical to the practical, and employing real-world examples, author Jennifer Garvey Berger offers a set of building blocks to help cultivate an agile workforce while improving performance. Coaches, HR professionals, thoughtful leaders, and anyone who wants to flourish on the job will find this book a vital resource for developing their own capacities and those of the talent that they support.

Immunity to Change

• HarvardX - edX - ImmunityToChange.pdf

  Since its 2009 publication, Immunity to Change: How to Overcome It and Unlock the Potential in Yourself and Your Organization, by Robert Kegan and Lisa Laskow Lahey, has changed the lives of individuals and organizations across the globe. The enclosed excerpts—selected as required reading for this course—are pulled directly from this powerful and provocative book. In Immunity to Change, the authors show how our individual beliefs combined with the collective mind-sets in our organizations create a natural and commanding immunity to change. By explaining how this mechanism holds us back, Kegan and Lahey give us the keys to unlock our potential and finally move forward. And by pinpointing and uprooting our own immunities to change, we can bring our organizations forward with us. In addition to the enclosed readings, the full book includes hands-on assessments, tools, and compelling case studies to help all of us overcome forces of inertia to transform work and life.

• HarvardX - edX - Right_Weight_Right_Mind.pdf

  The book, Right Weight, Right Mind: The ITC Approach to Permanent Weight Loss, by Robert Kegan and Lisa Laskow Lahey, provides readers with tools to help them bridge the gap between what they want to do and what they can do in transforming their relationship to food, diet and exercise and, most importantly, their selves.

• How the Way We Talk Can Change the Way We Work (2001), Robert Kegan, Lisa Laskow Lahey

  Kegan and Lahey's technology helps us see that, for every unrealized commitment to change we genuinely hold and act out of, we also have a conflicting and harder-to-recognize commitment that prevents the very change we desire. A CEO, for example, may hold a genuine commitment to empowering her employees and fostering more collaboration in her organization. She may even take steps to distribute leadership, designate staff responsibilities, and provide professional development to enhance individual employees' abilities to assume new duties. But, at the same time, a part of her remains tacitly committed to maintaining control, or to feeling indispensible, or to preserving past loyalties. Subtly or overtly, she undermines her new initiatives by behavioring in service to these hidden commitments. These conflicting commitments create a dynamic equilibrium--her own version of an immune system--preventing real and lasting change. How can she overcome this immune system? And, if she succeeds, how might her organization overcome its own immune system?

• The Real Reason People Won’t Change by Robert Kegan and Lisa Lahey

  Every manager is familiar with the employee who just won’t change. Sometimes it’s easy to see why—the employee fears a shift in power, the need to learn new skills, the stress of having to join a new team. In other cases, such resistance is far more puzzling. An employee has the skills and smarts to make a change with ease, has shown a deep commitment to the company, genuinely supports the change—and yet, inexplicably, does nothing.

• 4 Steps to Change with the ITC Map Agile Amped Podcast

  Drawing from the work of Lisa Lahey and Robert Kegan, Henry Dittmer shares his experience using the Immunity to Change (ITC) map to help participants of his session identify what is keeping them from achieving a desired change. Dittmer used the four-step ITC map to demonstrate why - paradoxically - he doesn't like presenting at conferences. The four steps are:

  1. What One Big Thing do you want to commit to changing?
  2. What are you doing or not doing that's keeping you from doing this thing?
  3. What worries and fears (hidden competing commitments) arise when you think about doing this thing?
  4. What assumptions make these commitments real for you?

• E37 - How to change even the most stubborn bad habits - Interview with Lisa Lahey

  Lisa Lahey, Ed.D. (HGSE), was most recently the associate director of the Change Leadership Group at the Harvard Graduate School of Education, a national project funded by the Bill and Melinda Gates Foundation to develop greater internal capacity for leading organizational improvement in our nations public school districts.

  She is also founder and co-founder and co-director of Minds At Work, a consulting group that works with senior leaders and teams in corporations, government and non-profits. She has worked across the educational spectrum, from K-12 to colleges and universities and their boards, as well as with numerous corporations and nonprofit organizations.

  Lahey is the author of Immunity to Change: How to Overcome it and Unlock the Potential in Yourself and Your Organization with Robert Kegan (2009), and How The Way We Talk Can Change the Way We Work with Robert Kegan (2001). She is also co-author of Change Leadership: A Practical Guide to Transforming Our Schools (2006). And an Everyone Culture - becoming a deliberately developmental organization (2016)

  Lisa Lahey is Co-director of Minds At Work, a consulting firm serving businesses and institutions around the world, and faculty at the Harvard University Graduate School of Education.

  She teaches in executive development programs at Harvard University and Notre Dame and is a passionate pianist and hiker. She lives in Cambridge, Massachusetts, with her husband and two sons.

• The Immunity To Change and the Process of Sales, with Bob Kegan – Episode #75

  Anthony was incredibly honored to have Bob Kegan as his guest on this episode of In The Arena. Bob is a psychologist who teaches, researches, writes, and consults about adult development, adult learning, and professional development. The focus of his work is to explore the possibility and necessity of ongoing psychological growth throughout adulthood and to connect the dots between that growth and professional and career development. This is an important conversation with a handful of foundational concepts that every sales professional needs to understand, so be sure you take the time to listen.

• Lisa Lahey: Your Immunity to Change and How to Overcome It Sounds True: Insights at the Edge

  Tami Simon speaks with Lisa about the inherent difficulty of making large personal changes—especially when they are essential to the advancement of your career. They talk about the inherent human resistance to change and the need to be fully aware of our "inner landscapes." Lisa explains how much of our resistance to change is rooted in self-protective patterns that need to be reckoned with before we can move forward. Tami and Lisa also discuss how to cultivate skills such as time management and communication, as well as what we can do to regulate work-based anxiety. Finally, Lisa details the three evolutionary steps for creating meaning and shares her hopes for the Inner MBA program.(67 minutes)

• Episode 64: Overcoming Immunity To Change With Deborah Helsing [The Amiel Show]

Minds At Work

• minds at work

  Minds at Work helps individuals, teams, and organizations make those personal and collective changes that are most important to them — but have proven resistant even to thoughtful plans and heartfelt intentions.

  The mind, like the body, has its own immune system. Dr. Robert Kegan and Dr. Lisa Lahey have spent the last 10 years developing and researching an award-winning coaching method based on their breakthrough discovery of a hidden dynamic called the “immunity to change”. The Immunity to Change (ITC) methodology is designed to help individuals, teams and organizations attain deeply sought changes by bringing this internal unconscious resistance to change to light.

• Adult Development Assessment: The SOI - Conducting and Analyzing the Subject Object Interview

  This interactive 3-day workshop is designed to train practitioners and researchers in how to conduct and analyze the Subject-Object Interview (SOI).

  The SOI is an interview tool designed specifically to generate data about how a person is making meaning according to Robert Kegan’s constructive-developmental theory as described in The Evolving Self (Harvard University Press, 1983) and In Over Our Heads (Harvard University Press, 1994).

The Map

• The Map Book by Karl W. Kuhnert and Keith Martin Eigel

  Great leaders have a measurably different level of developmental maturity that explains their effectiveness. In The Map, Keith and Karl spell out that measurable journey in ways we can all understand. They shed light on why we often feel stuck, and give us the tools to grow on purpose to a place of greater effectiveness in leadership, life, and legacy.

• The Map: Your Path to Effectiveness in Leadership, Life, and Legacy - Keith Eigel

  This presentation shares the underpinnings of the book Keith co-authored with Dr. Karl Kuhnert: “The Map: Your Path to Effectiveness in Leadership, Life, and Legacy.” Keith’s unique presentation style is engaging, funny, and interactive – but also practical. The profound take-aways will leave each member of the audience with steps they can take to intersect their real life/real world circumstances with the developmental model in ways that will immediately increase their influence.

• The Map: Your Path To Effectiveness In Leadership, Life, And Legacy (Book Commentary)

  The Map explores concepts inspired by decades of research and further explored by Robert Kegan. It's also the structure for the Leaders Lyceum, a development program I participated in during 2017.

• Keith Eigel and Karl Kuhnert - The Map The Bregman Leadership Podcast

  What if leadership maturity wasn’t about age, but effort and experience? This week, I’m joined by Keith Eigel and Karl Kuhnert, who wrote The Map. Karl and Keith take us through the five levels of leadership maturity and how we can move from a me-first to a community-first and world-first style of leadership.

• The Leaders Lyceum

  Our experiences target emerging leaders or executive level participants whose functional skills have positioned them for success in leadership roles. The Leaders Lyceum strives to help all leaders identify and leverage their real-time/real-world challenges and then create the space, structure, and teaching that allows those challenges to fuel the kind of growth we have presented in The Map—growth that can lead to greater effectiveness in leadership, life, and legacy.

  Real growth happens when people have a chance to take what they’ve learned and immediately apply it to their lives. Our flagship program, Elevated Leadership, involves 5 session days that take place on a 6-week interval with 2-week touch points between sessions. Through both large group learning and intentional dialog in Cross Mentoring Groups, we provide the structure and accountability necessary for learning and growth. The program also includes various exercises and assessments to help participants come to a deeper understanding of themselves, both their strengths and their opportunities for growth. This unique approach accelerates Vertical development, resulting in meaningful impact and lasting leader growth.

• My Leaders Lyceum Experience

Cultivating Leadership

While our experience and our academic credentials are top notch, what makes us truly distinctive is our passion for supporting leaders with practical and transformative experiences and conversations. We also walk the talk as a deliberately developmental, complexity-based organization.

• Podcasts & videos
• Papers and Articles
• Unlocking Leadership Mindtraps, Jennifer Garvey Berger - How to thrive in complexity

  Using her background in adult development, complexity theories, and leadership consultancy, Garvey Berger discerns five pernicious and pervasive “mind traps” to frame the book.

  • the desire for simple stories
  • our sense that we are right
  • our desire to get along with others in our group
  • our fixation with control
  • our constant quest to protect and defend our egos.

  In addition to understanding why these natural impulses steer us wrong in a fast-moving world, leaders will get powerful questions and approaches that help them escape these patterns.

• Simple Habits for Complex Times, Jennifer Garvey Berger and Keith Johnston - Powerful practices for leaders

  Simple Habits for Complex Times provides three integral practices that enable leaders to navigate the unknown. By taking multiple perspectives, asking different questions, and seeing more of their system, leaders can better understand themselves, their roles, and the world around them.

• Changing on the Job, Jennifer Garvey Berger - Developing leaders for a complex world

  Summary: Our roles as higher education professionals require complex leadership capacities— capacities that enable us to make decisions amidst competing perspectives, establish priorities among multiple commitments, and maintain partnerships despite conflict or resistance. In Changing on the Job: Developing Leaders for a Complex World, Berger explains that gaining such capacities is not simply a matter of gaining new skills or using different styles but rather involves developmental growth by which leaders cultivate increasingly broader, more complex ways of making meaning. Drawing upon her expertise in Kegan’s (1982, 1994) theory of self-evolution and her experiences as a leadership development consultant, Berger provides an accessible yet rich resource for fostering one’s own growth and the growth of others as leaders. While Changing on the Job is applicable to a wide variety of learning contexts and educational roles, it is most directly relevant for professional development purposes and supervisory or mentorship roles. Ultimately, Berger highlights the importance of cultivating complex leadership capacities within ourselves and our professional communities as well as among our students.

• Why Purpose Matters, Nicholas Barnett and Rodney Howard - And How it Can Transform Your Organisation

  In Why Purpose Matters, Rodney Howard and co-author, Nicholas Barnett, explain how organisations can discover their purpose and then through an authentic and sustained leadership commitment, embed it in their culture and make it their new way of organisational life.

  Ultimately, this book is about transformation that shapes a whole new organisational identity from the inside out and adds new focus and energy to employee endeavours.

• Choose Your Stories - John Sautelle

  Drawing on the latest research in psychology, neuroscience, adult development theory and 20 years’ experience as an executive coach, Sautelle helps leaders use their “embodied wisdom” to surface and rewrite fear-based stories, freeing them to make the changes they want to make. Through rich case studies which explore Purpose, Identity, and Values stories we inherit, adopt, create and sometimes disown, in Choose Your Stories, Change Your Life Sautelle brings this change process to life.

ETC

• ConsenSys/so101_canon - Resources on self-management/organization
• Where can I learn about evidence based personal development?
• 8 Top Learning and Development Podcasts

Podcasts

• Buddhist Geeks
  • Western Buddhism is Dead (Long Live Western Buddhism)

    In part two of a conversation on ethics with David Chapman and Vincent Horn, the discussion continues to explore a series of blog articles that David wrote on the theme of “Buddhist ethics”. They consider the usefulness of tantric ethics, examine Western Buddhism in context of Robert Kegan’s 5-stage developmental psychology model, and they speculate on how Western Buddhism might move into a next stage (stage 5: reconstructive postmodernism) of development.

  • Metadharma: Set & Setting

    In this episode Vince Horn kicks-off a new series on Buddhist Geeks on "Metadharma." Sharing his journey from working with integral philosopher Ken Wilber in the early aughts, to deconstructing grand metanarratives with inquiry meditation and developmental psychology, to returning back to a metaphilosophical orientation in recent years.

    This series, on Metadharma, will explore the ways that the three jewels of the Buddhist contemplative tradition, the Buddha, Dharma, & Sangha, may be understood in light of the emergence of a Integral/Metamodern orientation.

• Everyone is Right - Integral Life

  Integral Life is a member-driven digital media community that supports the growth, education and application of Integral Philosophy and integrative metatheory to complex issues in the 21st century. Integral Life offers perspectives, practices, analysis and community to help people grow into the full capacities of integral consciousness in order to thrive in a rapidly-evolving world.

• Both/And - Good faith conversations exploring ideas & practices that drive personal & collective development. Jason Snyder & Jared Janes host a wide variety of guests with the goal of enacting inclusive/metamodern & contemplative sensibilities.
  • #8 Decoding Ourselves with Vince Horn

    Jared Janes and Jason Snyder talk with meditation and dharma teacher Vince Horn about the layers of the self, the ladder of abstraction, metadharma, post-capitalism, and much more!

  • #6 Thriving in Modernity with Euvie Ivanova

    Jared Janes and Jason Snyder have a wide-ranging conversation with Euvie Ivanova. They discuss the ancient art of adulting, society's developmental stage model, technology and the self, the positives and negatives of social media, coddled millennials and anti-fragility, finding the void or 'big self' using contemplative tools, and much more.

• Where Genius Grows
  • 65: Jennifer Garvey Berger, Unlocking Leadership Mindtraps Where Genius Grows

    Jennifer Garvey Berger writes in her new book Unlocking Leadership Mindtraps about unhelpful patterns of behavior that we fall into without noticing that we’ve fallen into them. These are behaviors that treat the uncertainty, ambiguity, and change around us as though the world were more understandable, more predictable, and more constant than it is. Discover some of the counterintuitive ways we can act that would be much more helpful, given the complexity and dynamism of the world.

  • 71: Jennifer Garvey Berger & Carolyn Coughlin, Journeying to the Growing Edge

    How does life change when we leave behind the initial fascination of reading about theories of adult development to learning how to actually assess stage development in conversations with the people around us? Cultivating Leadership partners Jennifer Garvey Berger and Carolyn Coughlin interview Where Genius Grows host Gideon Culman about his experience undergoing their Growth Edge Coaching certification program.

• Ken Wilber: Jordan Peterson & the Evolution of Thought - Rebel Wisdom

  Jordan Peterson has gone from an obscure Canadian academic to an intellectual megastar in a little over a year, and become one of the most polarising cultural figures. At the core, his philosophical project involves tying together mythology, religion and science into a 'theory of everything' that many are finding compelling. The Integral philosopher Ken Wilber did something similar in the 90s and 2000s, and built a large and passionate following. What does he make of Jordan Peterson's rise to fame? Where does he agree, and disagree with his philosophy?

• Episode 002 - Pablo Restrepo Saénz: Reflections from a Seasoned Practitioner The Peacebuilding Podcast : From Conflict To Common Ground

  Join Susan Coleman as she interviews Pablo Restrepo, a premier negotiation, leadership and strategy consultant. They reflect together on Pablo’s 20+ career in the trenches of working on assignments such as the Colombia-U.S. Free Trade Negotiations, working with ex-combatants from Colombian paramilitary groups, such as the FARC and M-19, and working with Susan at the UN International Criminal Court for the Former Yugoslavia (UNICTY). Pablo reflects on the question of individual consciousness as a barrier to real transformation as discussed by psychologist, Robert Kegan and spiritual teacher, Eckhart Tolle.

• The Amiel Show -

  The Amiel Show is podcast dedicated to increasing the quality of leadership in our complex world. My listeners are leaders who hunger to increase their impact and develop their full potential as human beings—and the consultants and coaches who partner with them. This show is interview-rich. I ask executives and thought leaders to provide deep insights and actionable practices that you can use today and for the rest of your life.

  • Fans of Jennifer Garvey Berger, Welcome to The Amiel Show!

    In Episode 3 of The Amiel Show, Jennifer and I discuss:

    The many ways we expect leaders to be both superhuman and supremely human. How awesome it is to have new capacities to look forward to as we get older. How learning about adult development makes us more compassionate and less judgmental toward others.

    • The massive achievement of the Socialized Mind, when you first move beyond vast loneliness and self-centeredness and feel connected to others
    • How the Socialized Mind leaves you unprepared for many leadership situations
    • How much of emotional intelligence requires the Self-Authored Mind
    • The Self-Authored Mind, when you develop the code of your own life and realize that, no, people don’t “piss you off,” because you make your own emotions
    • How it can take decades for people to develop the Self-Authored Mind
    • The value of having a companion to help you deal with development’s uncertain gains and painful losses
    • The Self-Transforming Mind, when complexity and ambiguity become our natural playgrounds

• The NXTSTG.ORG Podcast

  Our mission is to facilitate and catalyze the evolution of Organizations to act more like a living system. !

• Not Simple Podcast

  We created Not Simple, because we care deeply about the way we as humans oversimplify the complex problems of the world. Will we solve those problems in this podcast? Probably not! But we encourage you to join host Wendy Bittner as she embraces their complexity and tries to think differently.

• Human Current - The Complexity Podcast

  Exploring complexity science & systems thinking in the workplace and beyond.

• Emerge: Making Sense of What's Next - an inquiry into the next phase of the human experiment.
  • Jonathan Reams - Waking Up & Growing Up: How Seeing the Virtuality of Self Supports Adult Development

    Jonathan Reams works at the Norwegian University of Science and Technology (NTNU), serves as Editor-in Chief of Integral Review, and is a co-founder of the Center for Transformative Leadership and of the European Center for Leadership Practice. He brings awareness based leadership development practices to his work, focusing on how the inner workings of human nature can develop leadership capacities for today’s complex challenges.

    His recent research and practice has focused on subjects such as; the impact of Immunity to Change based coaching, theoretical foundations of resistance to change, the integration of psychological and cognitive skill based assessments and the use of narrative based tools combined with developmentally informed reflection prompts for scaling development.