{"id":643,"date":"2015-08-06T15:13:27","date_gmt":"2015-08-06T14:13:27","guid":{"rendered":"http:\/\/soch.cz\/blog\/?p=643"},"modified":"2015-08-11T09:06:31","modified_gmt":"2015-08-11T08:06:31","slug":"co-mi-dal-organization-and-relationship-systems-coaching-orsc","status":"publish","type":"post","link":"https:\/\/soch.cz\/blog\/management\/agile\/co-mi-dal-organization-and-relationship-systems-coaching-orsc\/","title":{"rendered":"Co mi dal Organization and Relationship Systems Coaching \u2013 ORSC"},"content":{"rendered":"

O tom jak se st\u00e1t Agiln\u00ed a kde prim\u00e1rn\u011b vid\u00edm vyu\u017eit\u00ed Organization and Relationship Systems Coachingu – ORSC<\/a> jsem psala minule. A proto\u017ee to bylo hodn\u011b obecn\u00e9, zkus\u00edm uv\u00e9st p\u00e1r p\u0159\u00edklad\u016f, co mi to dalo. Cel\u00fd kurz byl organizov\u00e1n do p\u011bti modul\u016f: Fundamentals, Intelligence, Geography, Path a System Integration. Prvn\u00ed \u010d\u00e1st jsem m\u011bla v Lond\u00fdn\u011b, zbytek v\u00a0Kanad\u011b. Ostatn\u011b cestov\u00e1n\u00ed m\u011b v\u017edy bavilo, tak pro\u010d ne. Jak ji\u017e jsem psala, \u00a0Organization and Relationship Systems Coachingu \u2013 ORSC je zam\u011b\u0159en\u00fd na coachov\u00e1n\u00ed syst\u00e9mu \u2013 tedy t\u00fdmu, departmentu, organizace a jeho vztah\u016f. A ka\u017ed\u00e1 \u010d\u00e1st se na to cel\u00e9 d\u00edvala z\u00a0trochu jin\u00e9ho \u00fahlu. \u00a0A\u017e z\u00e1v\u011br \u2013 Syst\u00e9m Integration \u2013 ve fin\u00e1le propojil v\u0161echny pohledy do jednoho.\u00a0 Bylo to cel\u00e9 hodn\u011b praktick\u00e9. Business sc\u00e9n\u00e1\u0159e st\u0159\u00eddaly coachovan\u00ed soukrom\u00fdch vztah\u016f a probl\u00e9m\u016f v\u00a0nich.<\/p>\n

Tady je p\u00e1r koncept\u016f, kter\u00e9 m\u011b vzhledem k\u00a0agiln\u00edm t\u00fdm\u016fm zaujaly (a proto\u017ee p\u00e1r u\u017e jsem popsala v\u00a0angli\u010dtin\u011b, najdu n\u011bjak\u00e9 dal\u0161\u00ed):<\/p>\n

3rd<\/sup> Entity<\/h3>\n

Je metoda, kterou n\u00e1s u\u010dili jako jednu z\u00a0prvn\u00edch. Asi proto, \u017ee je relativn\u011b snadn\u00e1. Od t\u00e9 doby jsem toto cvi\u010den\u00ed pou\u017eila v\u00a0nejr\u016fzn\u011bj\u0161\u00edch podob\u00e1ch a velmi \u00fasp\u011b\u0161n\u011b. Podstatou je, \u017ee jako kou\u010d nech\u00e1m klienta se pod\u00edvat na sv\u016fj vztah s\u00a0n\u011bk\u00fdm z\u00a0r\u016fzn\u00fdch \u00fahl\u016f. Jak situaci vid\u00edm j\u00e1, jak ji vid\u00ed druh\u00e1 strana a jak z\u00a0pta\u010d\u00ed perspektivy vid\u00edm n\u00e1\u0161 vztah. Je to coaching, tak\u017ee nejde o va\u0161e pochopen\u00ed, ale aby si kou\u010dovan\u00fd uv\u011bdomil jak\u00e9 m\u00e1 mo\u017enosti a co m\u016f\u017ee v\u00a0dan\u00e9 situaci ud\u011blat. Nav\u00edc v\u011bt\u0161ina konflikt\u016f se d\u00e1 dobrou komunikac\u00ed a pochopen\u00edm druh\u00e9 strany vy\u0159e\u0161it. To cel\u00e9 se d\u00e1 samoz\u0159ejm\u011b d\u011blat se skupinou, co\u017e je pro m\u011b obvykle to zaj\u00edmav\u00e9.<\/p>\n

Allignment coaching<\/h3>\n

Allignment coaching se pou\u017e\u00edv\u00e1 p\u0159i \u0159e\u0161en\u00ed konflikt\u016f, kde nen\u00ed snadn\u00e9 dos\u00e1hnout dohody. Nap\u0159\u00edklad rozvody, ale i v\u00a0business sv\u011bt\u011b t\u0159eba p\u0159erostl\u00fd konflikt mezi kolegy, pod\u0159\u00edzen\u00fdm a \u0161\u00e9fem, probl\u00e9my v t\u00fdmu. Stejn\u011b jako obvykle v Organization and Relationship Systems Coachingu nehled\u00e1me \u0159e\u0161en\u00ed, ale sna\u017e\u00edme se pos\u00edlit vztah natolik, aby byl dostate\u010dn\u011b siln\u00fd pro to najit\u00ed vlastn\u00edho \u0159e\u0161en\u00ed. D\u016fle\u017eitou sou\u010d\u00e1st\u00ed je takov\u00e1 zaj\u00edmav\u00e1 drobnost, kdy identifikujete probl\u00e9m a pak ho v\u00a0n\u011bjak\u00e9 fyzick\u00e9 interpretaci d\u00e1te p\u0159ed kou\u010dovanou skupinu. My pou\u017e\u00edvali nap\u0159\u00edklad se\u0161it. Kdy\u017e se to ud\u011bl\u00e1 dob\u0159e, psychologicky to skv\u011ble zafunguje. Zaj\u00edmav\u00e9, \u017ee i takov\u00e1 blbost jako se\u0161it, kter\u00fd le\u017e\u00ed p\u0159ed v\u00e1mi a reprezentuje v\u00e1\u0161 probl\u00e9m, funguje tak, \u017ee v\u00e1m umo\u017en\u00ed situaci vid\u011bt z\u00a0jin\u00e9ho \u00fahlu. Samoz\u0159ejm\u011b je t\u0159eba je\u0161t\u011b dob\u0159e vyventilovat frustraci, ne\u017e za\u010dneme n\u011bco d\u00e1vat dohromady. A p\u00e1r dal\u0161\u00edch v\u011bc\u00ed, ale celkov\u011b je allignment coaching velmi zaj\u00edmav\u00e1 praktika. A funguje – ostatn\u011b v\u011bci, kter\u00e9 mi zat\u00edm ne\u0161ly, tady nep\u00ed\u0161u \ud83d\ude42<\/p>\n

Role<\/h3>\n

A na z\u00e1v\u011br jedna z\u00a0t\u011bch slo\u017eit\u011bj\u0161\u00edch v\u011bc\u00ed. Pozad\u00ed konflikt\u016f je \u010dasto zap\u0159\u00ed\u010din\u011bno \u0161patn\u00fdm rozlo\u017een\u00edm rol\u00ed a o\u010dek\u00e1v\u00e1n\u00ed od nich. Jeden modul jsme se tedy v\u011bnovali tomu, jak role kterou m\u00e1m, nemus\u00ed odpov\u00eddat tomu, kterou roli chci m\u00edt nebo m\u00e1m m\u00edt, a jak\u00fd vliv m\u00e1 takov\u00e1 situace na syst\u00e9m. P\u0159\u00edkladem m\u016f\u017ee b\u00fdt zm\u011bna z\u00a0klasick\u00e9 individu\u00e1ln\u00ed pr\u00e1ce specialisty v\u00fdvoj\u00e1\u0159e na t\u00fdmov\u011b orientovan\u00e9ho \u010dlena development Scrum t\u00fdmu. Pro n\u011bkter\u00e9 t\u00fdmy je to snadn\u00e9, pro jin\u00e9 zcela nep\u0159estaviteln\u00e9 jak to te\u010f nov\u011b ve Scrumu bude fungovat.\u00a0 A podobn\u00e9 sc\u00e9n\u00e1\u0159e jsme ORSC n\u00e1stroji \u0159e\u0161ili. Cel\u00e9 je to o to slo\u017eit\u011bj\u0161\u00ed, \u017ee role maj\u00ed n\u011bkolik \u00farovn\u00ed \u2013 nejen tu prim\u00e1rn\u00ed (nap\u0159.: developer \/ tester), ale vnit\u0159n\u00ed (odpov\u00eddaj\u00edc\u00ed vlastnostem), skryt\u00e9 (v podob\u011b psychologick\u00fdch aspekt\u016f osobnosti, kter\u00fdch m\u00e1 v\u00a0sob\u011b ka\u017ed\u00fd n\u011bkolik) a takzvan\u00e9 duchy (kter\u00fdmi m\u016f\u017ee b\u00fdt n\u011bkdo, kdo u\u017e u n\u00e1s d\u00e1vno nen\u00ed (nap\u0159. b\u00fdval\u00fd \u0161\u00e9f Honza, \u0161ikovn\u00fd tester Karel, protivn\u00fd analytik Franta). A to v\u0161e pravd\u011bpodobn\u011b m\u00e1 vliv na t\u00fdm jako takov\u00fd. N\u011bkter\u00e9 role jsou nejasn\u00e9, jin\u00e9 v\u00a0syst\u00e9mu chyb\u00ed, n\u011bkter\u00e9 dal\u0161\u00ed sice teoreticky existuj\u00ed, ale nikdo je nevykon\u00e1v\u00e1. To v\u00a0b\u011b\u017en\u00fdch situac\u00edch nen\u00ed probl\u00e9m a t\u00fdmy se sami p\u0159izp\u016fsob\u00ed, ale existuj\u00ed situace, kde u\u017e to z\u00a0n\u011bjak\u00e9ho d\u016fvodu nejde tak snadno a pak p\u0159ich\u00e1z\u00ed na \u0159adu tento specifick\u00fd coaching, kter\u00fd t\u00fdmu odkr\u00fdv\u00e1, kde maj\u00ed probl\u00e9m.<\/p>\n

 <\/p>\n

A to samoz\u0159ejm\u011b zdaleka nen\u00ed v\u0161e. Nav\u00edc \u017e\u00e1dn\u00fd z\u00a0t\u011bchto ORSC n\u00e1stroj\u016f se obvykle nepou\u017e\u00edv\u00e1 izolovan\u011b. N\u011bkter\u00e9 jsou vhodn\u00e9 pro \u0159e\u0161en\u00ed konflikt\u016f, jin\u00e9 zprost\u0159edkov\u00e1vaj\u00ed pochopen\u00ed situace z\u00a0r\u016fzn\u00fdch \u00fahl\u016f, dal\u0161\u00ed c\u00edl\u00ed na zlep\u0161en\u00ed, kreativitu, ujasn\u011bn\u00ed si smyslu na\u0161eho sm\u011b\u0159ov\u00e1n\u00ed. Je to hodn\u011b rozmanit\u00e9. Ale to coaching je v\u017edy. Z\u00a0osobn\u00edho \u010di t\u00fdmov\u00e9ho coachingu se posouv\u00e1me na enterprise level, tedy m\u016f\u017eeme mluvit o enterprise coaching a enterprise coachovi.<\/p>\n","protected":false},"excerpt":{"rendered":"

O tom jak se st\u00e1t Agiln\u00ed a kde prim\u00e1rn\u011b vid\u00edm vyu\u017eit\u00ed Organization and Relationship Systems Coachingu – ORSC jsem psala minule. A proto\u017ee to bylo hodn\u011b obecn\u00e9, zkus\u00edm uv\u00e9st p\u00e1r p\u0159\u00edklad\u016f, co mi to dalo. Cel\u00fd kurz byl organizov\u00e1n do p\u011bti modul\u016f: Fundamentals, Intelligence, Geography, Path a System Integration. Prvn\u00ed \u010d\u00e1st jsem m\u011bla v Lond\u00fdn\u011b, … Continue reading “Co mi dal Organization and Relationship Systems Coaching \u2013 ORSC”<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[6],"tags":[272,276,144,146,38,143],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/soch.cz\/blog\/wp-json\/wp\/v2\/posts\/643"}],"collection":[{"href":"https:\/\/soch.cz\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/soch.cz\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/soch.cz\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/soch.cz\/blog\/wp-json\/wp\/v2\/comments?post=643"}],"version-history":[{"count":0,"href":"https:\/\/soch.cz\/blog\/wp-json\/wp\/v2\/posts\/643\/revisions"}],"wp:attachment":[{"href":"https:\/\/soch.cz\/blog\/wp-json\/wp\/v2\/media?parent=643"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/soch.cz\/blog\/wp-json\/wp\/v2\/categories?post=643"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/soch.cz\/blog\/wp-json\/wp\/v2\/tags?post=643"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}