Plenary Session 6: Prof. Dr. Ronald Fry and Prof. Dr. Gervase Bushe take the stage together to talk about the core of AI as theory and practice of change ‘Generative Engagement: Going beyond the Positive for Transformational Change’
Ron is Professor of Organizational Behavior at the Weatherhead School of Management, Case Western Reserve University and Chairman of the Department of Organizational Behavior, consistently ranked one of the best in the world by the Financial Times. He has been honored with the University Award for Outstanding Teacher in the Professional Schools and the Weatherhead School’s Distinguished Service Award. He received his MS and PhD from the Sloan School at the Massachusetts Institute of Technology after completing a BS in Engineering at the University of California at Los Angeles.
We are honoured that Ron holds a keynote at this 5th World AI Conference, also because of the special relationship he has with Belgium & the Organising Committee. Since the mid 1990’s, Ron has led student exchanges between CWRU and KU Leuven University and participated in a growing network of AI practitioners through projects with STEBO, Kessels-Smit, Evenwicht, and alumni from KUL’s Certificate Program for Consulting in Groups and Organizations (CIGO). Collaborations with this network have culminated in the first ever Belgian Learning Network for Talent Development (now in its second iteration) and advising the core founding group for WAIC 2012.
Gervase R. Bushe is Professor of Leadership and Organization Development at the Beedie School of Business, Simon Fraser University, Vancouver, Canada. His has won awards for his research on teams, collaborative organizing, and organizational change. He has been experimenting with and studying appreciative inquiry since 1989 and published the first research assessing it. Over the past 7 years his studies have uncovered the critical role “generativity” plays in the transformational change potential of appreciative inquiry. He has lately turned his attention to developing an integrated theory of “Dialogical Organization Development” – processes of change that do not rely on data collection and diagnosis, but focus on changing conversations to transform human systems.