Dr Caitlin Walker
PhD
Works with senior leaders and team membersto co-create self-organising, self-modelling teams where people can be at their best, together, most of the time. She consults for international organisations, small operational teams and everything in between; Her unique skills and expertise enable her to support clients to better manage conflict and drama and support humans work well together, creating the conditions for them to work sustainably without her. She has worked with clients to create Onboarding Systems for remote teams, and Clean Feedback for managing drama across the world Caitlin supports teams to become anti-fragile, so that curiosity about problems can generate creativity and learning. Her ideal clients are those who want to apply and test the changes themselves and who trust their teams to co - design great interventions. Caitlin is the developer of Systemic Modelling: a set of tools and skills which grew out of her work with disaffected teenagers, business managers, software developers, law enforcement, lecturers, teachers and long- term unemployed people. The story of its development is told in her first book, From Contempt to Curiosity.
Where our approach comes from
When individuals understand themselves and their reasons for doing things the way they do them, they can advocate for their needs and make adjustments for others. If you want an effective, happy, high-functioning team, company or family you don't have to rely on luck. With Systemic Modelling, you can create the tools and conditions that help individuals build teams they can be at their best in.
Dr Caitlin Walker's life's work has been developing such tools. Easily understandable, ‘rough-guides’ to individuals and teams that are built by the teams themselves, without having to rely on constraining labels, team roles or diagnoses.
The tool she found most useful in her quest was David Grove's Clean Language. This TEDx tells the story of how she developed a universal language of inquiry for developing collective trust across teams and organisations. It shares the unexpected business and personal benefits of fostering intrinsic motivation and deeply trusting the people you live and work with.
Dr Caitlin Walker's life's work has been developing such tools. Easily understandable, ‘rough-guides’ to individuals and teams that are built by the teams themselves, without having to rely on constraining labels, team roles or diagnoses.
The tool she found most useful in her quest was David Grove's Clean Language. This TEDx tells the story of how she developed a universal language of inquiry for developing collective trust across teams and organisations. It shares the unexpected business and personal benefits of fostering intrinsic motivation and deeply trusting the people you live and work with.
Our theory of change
Clean Questions, when applied in teams, have a number of benefits.
Firstly, they create the conditions for safety. They keep me safe from any unconscious bias I have about you. They keep you safe from my projections, advice, misunderstanding and premature evaluation. A clean question a day keeps assumptions at bay!
Secondly, they create a point in time within which I give you my full attention, I accept and extend the ideas you're sharing with me. You can do the same for me, in the moment. By training our attention to be present we create relationships of belongingand being accepted as we are.
Thirdly, these questions allow the receiver to answer in whatever way they want. They are designed to be minimally constraining. So together we have the freedom to think unfettered thoughts.
Within this video, Caitlin shares how these moments of safety, belonging and freedom can be the antidote to microaggressions and, over time and across communities, can inspire capability so that we can live and work at our best in groups.
Firstly, they create the conditions for safety. They keep me safe from any unconscious bias I have about you. They keep you safe from my projections, advice, misunderstanding and premature evaluation. A clean question a day keeps assumptions at bay!
Secondly, they create a point in time within which I give you my full attention, I accept and extend the ideas you're sharing with me. You can do the same for me, in the moment. By training our attention to be present we create relationships of belongingand being accepted as we are.
Thirdly, these questions allow the receiver to answer in whatever way they want. They are designed to be minimally constraining. So together we have the freedom to think unfettered thoughts.
Within this video, Caitlin shares how these moments of safety, belonging and freedom can be the antidote to microaggressions and, over time and across communities, can inspire capability so that we can live and work at our best in groups.