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The importance of an OPEN MIND

Interesting discussion with Mario Gastaldi on change in organizations, yesterday afternoon here at FAO.

Kept in my mind two main inputs:

the doubts on the value of
CHANGE

and

the importance of
an OPEN MIND

In particular, I keep on reflecting and elaborating the second point. To me, an OPEN MIND is :

– the ability to listen to people in every occasion,
– the unconscious feeling of being able to go to a meeting ready to let ideas from the others coming to you,
– the desire to focus not only on what you want to express,
– the capacity to have an “empty” mind, ready to be filled by external inputs,
– the willingness to let the positive feelings from outside affect on your mood,
– the positiveness towards the others’ notes,
– the sensitivity to the others’ remarks and needs,

How many other ways come to you to describe the state of a mind when it’s open?

As Mario was saying yesterday, it doesn’t mean to let the others do whatever they like. The point is to be convinced of what you believe but let ALWAYS place for doubts.

So, we need to find a deep balance inside ourselves to be able to manage certainties and uncertainties at the same time: to become open minded, we need a sort of Japanese Dō (). I think being OPEN is a really difficult state of the MIND,  but we can focus on it and try everyday to make it a more common habit.

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Learning log – Week #5: mixing text and audio

It was nice hearing voices – It adds the personal touch to it all.
I think integrating audio, if it is possible, in an online workshop would be a brilliant idea.

Comments about sound experiment remind that Africa is rooted in the oral culture and traditions. At times audio messages are not only informative but entertaining. Different communication media have a role in online facilitation and audio messages can be a powerful tool for knowledge exchange and sharing.


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Learning Log – Week #2: Organizational change

“We may be trying to facilitate collaboration and networking, but we may not be operating in an organizational culture with this competency. When we fail, we often blame it on the technology. If we look closer, it can often be related to our organizational culture. So looking at initiatives that reinforce the value of and skills to network in ANY environment is important for online success.

The introduction of a “network way of thinking” (many to many, peer to peer and often around and between our traditional top down systems) which is enabled by internet technology actually is about organizational change. It asks us to change the way we work, the way we think, the way we lead and manage. But it is often surfaced as an issue of technology and cost savings.

In reality, it is about deeper changes and if we don’t pay attention to those deeper changes, the online stuff may not work.”