The Dialogic Change Model is a practical guide for the structured planning and implementation of collaborative change with multiple stakeholders in four distinct phases. The model is the basis for developing process architectures that support stakeholders to operate as a coherent and well-functioning collaboration ecosystem.
The Collective Leadership Institute has supported more than 40 local, national and international collaborative change projects for SDG implementation towards success. More than 4000 change agents gained process competence through capacity building programs. We began to systematically observe the success factors for collaboration and discovered how the quality of collaboration patterns had an impact on the results. Dysfunctional collaboration patterns such as continuously lingering mistrust, a lack of a sense of ownership, unilateral control and power dynamics, or all talk no action symptoms, always severely compromised results and impact. It turned out that paying attention to building human competencies for collaboration around the Collective Leadership Compass in the four phases of the Dialogic Change Model was the single most important factor for successful change. The application of both methodologies shows the pathway to making collaborative change truly transformative.Learn more about the Collective Leadership Institute
Phase 1 is focused on raising the energy for collaborative change and dialogue.
Phase 2 is about consolidating the system of stakeholders into a collaboration ecosystem that can deliver.
Phase 3 is about implementing planned activities, ensures joint learning and focuses on tangible results.
Phase 4 is about bringing the collaboration ecosystem to the next level of impact and creating long-term structures for transformative change.
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