The MELD Model is a blend, or ‘melding’, of the COBIT5 EDM Governance Model and the Triple-Loop Learning Model, which has its origins in the work of Profs Chris Argyris and Donald Schon. MELD stands for Measure, Evaluate, Learn, and Direct. See the header image above. This contrivance is simply an elaboration of the Evaluate,… Continue reading Reflective Governance: The MELD Model
Month: January 2022
Locus Focus Vs ‘Hocus Pocus’
Measuring success is part of the governance and management responsibility of all non-profit organisations. This responsibility augments obligations related to compliance with legal, regulatory and ethical requirements ‘Hocus Pocus’ According to vocabulary.com, ‘hocus-pocus‘ is an illusion or a meaningless distraction that tricks you in some way. Originally derived from invocations used in magic shows (like… Continue reading Locus Focus Vs ‘Hocus Pocus’
With ‘respect’ …
Organisational Culture – Part 7 Respect is a value espoused by many non-profit organisations – as one would expect. I suggested reflection on how respect is expressed within your organisation in a recent blog post, partly because it is so often at the core of workplace conflicts. Under different circumstances and at different times, we… Continue reading With ‘respect’ …
Organisational ‘Health & Wellbeing’
Organisational Culture – Part 6 Organisational dis-eases and mood disorders In recent posts, various metaphors for organisational culture have been noted, with the ‘garden ecosystem’ and ‘human personality’ being relied upon to reflect the nature of the organisation as a complex adaptive system. The human metaphor for an organisation can be extended to think about… Continue reading Organisational ‘Health & Wellbeing’
Ways of knowing and being in organisational culture
Organisation culture – Part 5 When we hold directors and managers accountable for a problem with organisational culture, we affirm that culture is a product of choices made and actions taken (or neglected). Consequently, it cannot be fixed and immutable. While it may be consistent (and sometimes even seems ossified), it is amenable to reshaping.… Continue reading Ways of knowing and being in organisational culture