Four very different assumptions about what leads people or organizations to change are presented: Rational Planning, Social Interaction, Human Problem-Solving and Political approaches to planned change.

Issue One contains four articles (each about one of the four trends), two interviews with Sage Leaders and an essay that provides background on the major research project which provides the backbone of the early issues of this digital magazine.

The art of organizational coaching is based on identification and appreciation of patterns and pattern-variations in the life of a coaching client and her organization.

領航教練的種類: •反思式教練法 •工具式教練法 •觀察式教練法

理解並欣賞他人或組織所運作的情境（站在別人的立場或角度）從他人的訊息中尋找更深層的意義（我們所專注的部分會變成我 們的現實）

主張：我現在要提出一個想法／經驗／比喻／結論（以及或許為什麼我要提出這個想法

TEAM is a coaching tool that can be used when working with a client who wishes to assess and potentially redesign his or her project team.

Fourth quadrant of the Johari Window deals with aspects of self and interpersonal relationships that are known neither to self or other. Implicaitons for coaching.

Appreciative inquiry has arrived! This term and the underlying concepts and attitudes associated with this term are flourishing in the fields of organizational development and organizational consultation. The term appreciative inquiry has even been abbreviated. Organizational consultants who are in the know now simply call it AI. This seems to be a sign that this organizational change strategy is now …

Is this mechanistic analogy to the pendulum still accurate for Twenty First Century organizations? Many processes of the world are likely to resemble the phenomenon that we call fire.