Archive for “December, 2015”

Modelo de los 8 Escudos

Uno de los talleres que más me han pedido pero que menos he podido ofrecer, es el taller del Modelo de los 8 Escudos.

Por fin grabé esta introducción.

El Modelo de los 8 Escudos es un patrón universal basado en sistemas naturales.

Se puede utilizar de diferentes formas, por ejemplo:
– un mapa para diseño organizacional
– una lista de control para eventos
– un diagrama de flujo para proyectos

Con el Modelo de los 8 Escudos las organizaciones pueden, entre otras cosas:
– integrar los dones diversos de cada persona para crear equipos eficaces y coherentes
– aclarar algunas cuestiones importantes, confusas, y frustrantes sobre la toma de decisiones por consenso
– aprovechar la tensión existente entre los enfoques jerárquicos e igualitarios con respecto a las funciones y el diseño organizacionales

Linaje e Historia

El Modelo de los 8 Escudos, también conocido como El Modelo de la Bellota (la semilla del roble), como la utilizamos hoy día proviene del reconocido maestro de la naturaleza Jon Young, que lo aprendió en su forma más básica del Jefe Mohawk, Jake Swamp.
(Jon me dio permiso de enseñar este modelo en el 2005.)

Si este video se te hace largo, ¡toma en cuenta que es la versión de una hora de un taller de 6 horas! 🙂

Espero que te guste, y espero con interés leer tus comentarios o preguntas.

Consulta gratis para tu éxito y desarrollo personal y profesional

Algunos enlaces en inglés:

Lo que dicen mis clientes sobre su experiencia de trabajar conmigo.

Aquí está la organización de Jon Young.

Aquí está la versión inglés de esta entrada de blog

Blackbelt Money Skills — Financial Integrity

Tools for Visioning & Manifesting

The 8-Shields Model: an Intro

I finally recorded an introduction to one of the most asked-for workshops I never do: the 8-Shields Model.

The 8-Shields Model is a universal pattern based in natural systems. It can be used in many ways, including:

– a map for organizational design
– a checklist for events
– a flowchart for projects

With the 8-Shields Model, organizations can, among other things:

– integrate people’s diverse gifts into cohesive, effective teams
– clarify some important and confusing issues regarding consensus decision-making
– harness the tension between hierarchical and egalitarian approaches to organizational design and function

The Acorn Model as we use it today comes from renowned naturalist and teacher Jon Young, who learned it in its most basic form from Mohawk Chief Jake Swamp. (Jon gave me permission to teach it in 2005.)

Ken Wilber’s 4 Quadrants

Ken Wilber’s Integral Framework is a meta-theory — a theory of theories — that allows every area of human inquiry to see itself in relation to every other field, on the same conceptual map!

As such it is an indispensable tool for Changemakers, because it accounts for things that most of us overlook, thus opening up many more possibilities for where to exert pressure or leverage in any given situation.

If you are already a practitioner of Marshall Rosenberg’s Nonviolent Communication (NVC), I have a version of the full course for NVC practitioners, which includes the other elements beyond quadrants, here.

The Twelve Conditions that Make You Totally Necessary

a.k.a. The Changemaker’s Mandate

Condition #1: We are in the biggest extinction period since the dinosaurs, driven by human activity.

Condition #2: We are impacting our very own life-support systems in dangerous ways.

Condition #3: Our economic system – as it works today, predicated on unlimited growth and externalizing costs to disadvantaged human communities, other species, and future generations – is destroying ecosystems and indigenous peoples worldwide.

Condition #4: Most of your schooling is or was geared to make you a replaceable part — another cog in the machine — of this economic system which would have no issue with you spending 9-to-5-till-you-die in a cubicle.

Condition #5: Our lifestyles of “buying things we don’t even need, with money we don’t even have, in order to impress people we don’t even like” are:
– Driving ecological destruction through our demand
– Keeping us locked into jobs, through a work/spend cycle
– Leaving individuals and families less resilient in the case of economic downturns and ecological instability

Condition #6: You have much more to do with your life, and much more to offer, than 9-to-five-till you die

Condition #7: All problems are interconnected and interrelated: poverty, racism, sexism, animal cruelty, environmental issues, etc., etc.

Condition #8: To effect the greatest change, it’s more effective to work on root causes rather than the symptoms or the symptoms of symptoms

Condition #9: The work needs to happen on all levels simultaneously

* 8 & 9 together represent a paradox. Deal with it.

Condition #10: It’s not enough to preach or sermonize, we need to walk the talk and lead by example. This exemplifies integrity and congruence, as well as being of service due to speaking from experience, knowing the ins-&-outs, pitfalls, tips-&-tricks, and credibility.

Condition #11: Working on the individual level is necessary but not sufficient; we must also change systems and structures.

Condition #12: As individuals, we each need to find best-practices for living in harmony within ourselves, with each other, and with Planet Earth — followed by best-practices at the level of systems and structures.