Many change initiatives may require extensive training, especially in the case of implementing new technologies, tools, procedures, etc. This can be incredibly daunting to employees, who may not feel as if they have sufficient knowledge around a new task or the appropriate abilities to perform a new responsibility with success. Organisations can reassure their teams by providing significant training where needed. Leaders may find that more than one training session may be needed, but giving employees ample amount of time to adapt can ease the change process and help keep up morale. My main confusement is the focus on Octavia Butler's fictional parable series, which contains the Earthseed religion. Although Butler believed Earthseed (and adaptive religion in general) could help people, Earthseed is still a fictional religion created by Olamina, a character which Butler herself first created as a type of sinister antihero. Although she has transformed to a more lovable young adult in the published parable books, Olamina is still quite shady and manipulative. It's kind of weird that her words are constantly referred to as Octavia's words, like Octavia published the Earthseed verses as a real religion herself. Can we interpret fiction that way? To conclude that a work of fiction and the author are the same?

The closest we get is "ways for humans to practice being in right relationship to our home and each other, to practice complexity, and grow a compelling future together through relatively simply interactions. Emergent strategy is how we intentionally change in ways that grow our capacity to embody the just and liberated worlds we live in...it's a philosophy for how to be in harmony and love, in and with the world." As this develops, it's steeped in different cornerstones of biomimicry, in which Brown draws from phenomena in the natural world to shape elements of the strategy. The first is FRACTALS, or the notion that "the patterns of the universe repeat at scale." This bestows a deep, reverberating significance to seemingly small choices and processes under the premise that to "transform yourself [is to] transform the world," not as a hyper-individualistic approach but rather as a recognition that "our lives and work and relationships [are] a front line, a first place we can practice justice, liberation, and alignment with each other and the planet." From there, she introduces INTENTIONAL ADAPTATION which seems to be rooted largely in her appreciation for Octavia Butler's work, particularly the Earthseed teaching that "All that you touch, you Change. All that you Change, Changes you. The only lasting truth is Change. God is Change." This element recognizes the constancy of change and encourages us build our capacity for intuitive, naturally occurring adaptation in real time, ideally to maximize our ability to grasp the uniquely miraculous potential of each moment, particularly those we aren't anticipating and would otherwise be troubled by. Next up is the element INTERDEPENDENCE AND DECENTRALIZATION which counters the hyper-competitive and individualistic ethos of America by instead encouraging a deepening appreciation for and participation in the reality that we are inextricably linked with one another and reliant upon the thriving of the whole for true flourishing to be possible. This also comes with a move towards collaborative leadership that rejects some notions of expertise and hierarchy and encourages these steps for all: being seen, being wrong, accepting our inner multitudes, and asking for and receiving what we need. When we feel scared, we destroy each other instead of working to get to the root of our fear... Finding the places of healing and transformation, moving towards a world beyond enemies, is work that has to be done for our survival. Which means transformative justice--justice that transforms the root causes of injustice--is necessary at every scale, but I am particularly focused on how it comes the common orientation and practice of movements for social change, for peace for liberation" (132-133). Subsequently, reinforce the next step in behavior that is closer to the target behavior (this will mean no longer reinforcing the previous behavior). You assume the form of a different creature for the duration. The new form can be of any creature with a challenge rating equal to your level or lower. The creature can't be a construct or an undead, and you must have seen the sort of creature at least once. You transform into an average example of that creature, one without any class levels or the Spellcasting trait.We learn that tests and deadlines are the reasons to take action. This puts those with good short-term memories and a positive response to pressure in leadership positions, leading to urgency-based thinking, regardless of the circumstance." Toilet training in toddlers can be achieved through praise of the child indicating that they need to go to the toilet, to praising them for being able to pull down their own pants, and eventually using the toilet by themselves. Teeth brushing Especially to someone who spent years keeping up on the sort of dry literatures on organizations, this here is a cool beautiful stream of best practices for vitality - vitality of persons, vitality of organizations, vitality of cultures, vitality of a planet. Brown is drawing on so many literatures herself: permaculture, complex systems, organizing, sci-fi, midwifery, buddhism. The book can integrate ALL that. It’s not a jumble. It’s an integrated vision and praxis. this is the kind of book that i will think about every day for the rest of my life. the book is clear that these ideas aren’t *new* but does provide a good framework. in adrienne maree browns's words: "Emergent strategy is how we intentionally change in ways that grow our capacity to embody the just and liberated worlds we long for" (3).

Shaping involves breaking down a new behavior into a series of steps, and gradually guiding the subject toward the desired outcome.Through shaping, children can learn new skills and positive behavior incrementally, often with their primary caregiver serving as the initial model. In addition to Ros’ own blog, she is a regular contributing writer for Leaders in Heels, The Huffington Post, “Thrive Global”, and “People Development” Magazine. Ros’ business story is showcased in the 2014 book “Australian Entrepreneur”. In 2016 Ros released her bestselling and award nominated book “The Resilient Employee: The essential guide to coping with change and thriving in today’s workplace”. DARCI (Decider/Delegator, and who is Accountable, Responsible, Consulted, and Informed about decisions) (250-1) A change to an employee’s tools and tasks. There’s comfort in familiarity, and even if the tools an employee daily uses are out-of-date or not as efficient as they could be, changing them can be incredibly disruptive, as the employee now has to acquire expertise for an entirely new resource. The same applies to changes to an employee’s work content, such as adaptations to the tasks they regularly perform, their work cadence, or even their working calendar.