" Leadership, Messaging, Decision Making, Managing Ambiguity, Alignment of interest and values, and empowerment with ownership "

" combination of strategy and leadership, strengthened with skilling, to influence the environment, to instil the behaviours to form the emergent behaviour through adaptiveness, responsiveness, and resilience "

Change is Done by People and Who Want to do Things Differently

What is AMEDLI?

Change is part of our lives. Change is how we better selves. It is how we respond to the change and how we are helped and supported through a change, our emotional response, and our ability to rationalise which impacts us. Change is about people and getting us to do things differently and comes from an emergent behaviour of empowered individuals having ownership with pride in who they are what they do.

Bringing Change Requires

  • Ambiguity management to respond and to adopt and adapt
  • Messaging which brings the emotional response to advise, guide and inform.
  • Empowered emotional ownership from us so that with pride in who we are and what we do, we respond in an emergent behaviour for change
  • Decision making is needed with trust in the decisions as well as implementation including a variation in response as needed for adoption and adaption
  • Leadership to guide. motivate, mentor, and nurture. To make decisions, bring out the best in us by being the change they wish to see and treating others a they themselves would wish to be treated.
  • Interests and values alignment to form the emotional bond and bring the emergent behaviour required to achieve.

AMEDLI is an overarching approach to the crafting and shaping of emergent behaviors for change and compliments all of the other activities and approaches for bringing sustainable change.

Leaders need to be the change they wish to see and to treat others as they themselves would be treated. With the required leadership having vision, direction, strategy, and showing what is required and instilling the required behaviors; the required response is invoked, and change is realized. At all levels, decisions need to be made and then implemented. It is the implementation of the decisions and the revised response to varying conditions that makes the decisions successful. The effectiveness, efficiency, and excellence of emergent behavior comes from the actions of individuals. When empowered, with ownership, the emotional response is formed for the required actions. Forming this emotional response, creating ownership, and empowering is an integral leadership function. When interests and values are aligned with the change, the required motivation can be achieved. The communication of all aspects of the change with the required emotional bond. From what is happening and why, to who is doing it, to the impacts, motivations, and leadership decisions, as well as reporting and performance. The management of ambiguity that comes in the implementation and ongoing. This results from the differences in people their capacities, capabilities, skills, expertise, and motivations. The business environment is subjected to ongoing variations as well. Adoption of the response and adaption to revised circumstances is all part of ambiguity management along with risk management.

Problem Solving Together for Our Future: Sharing Skills and Expertise – Managing Grey

Problem Solving Together for Our Future: Sharing Skills and Expertise – Communicating to Form Bonds

Problem Solving Together for Our Future: Sharing Skills and Expertise – Empowered Emotional Emergent Behaviour

Strategy and Leadership to Influence Environment & Behaviours to Realise Operations

Problem Solving Together for Our Future: Sharing Skills and Expertise – Decision Making

" The Panacea of Skilling and Training "

" relate the change to me "