Distinctionary
Alpha
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The collection
Here’s a collection of specific terms that we use, and the meaning that they have for us in our work. We call this collection of distinctions our ‘Distinctionary’.
Term | Distinction | Source |
---|---|---|
Active Experimentation | Method to suggest work if it’s not being done | |
Agreements vs Expectations | We live in a world of expectations, which creates a great deal of suffering. If we change these into agreements, then our world will shift.- Agreement to slow down - don't be in a rush to amaze through great sevice. That will come.
responsibility - they can ask me any question they like, just as I will of them. I will make requests of them, I might make chellneges to them. | Rich Litvin |
The operational costs incurred organising work. | ||
Counter-transference | Response (the desire to respond the the need - fix or rescue) | |
Ecology and ecosystem describe the relationship between biotic and abiotic factors in an environmental system. Ecology is the study of ecosystems. An ecosystem describes the relationship of the mass of living organisms, which belong to the same or different communities. This is the main difference between ecology and ecosystem. Organisms maintain relationships and interactions between each other as well as the external environment for the purpose of obtaining basic life requirements like food, nutrients, water, and residence. | https://pediaa.com/difference-between-ecology-and-ecosystem/ | |
Effectiveness | “Effectiveness is a discipline. And like every discipline, effectiveness can be learned and must be learned.” Real effectiveness can be defined and measured. It is a useful idea any leader-manager can embrace. It is not personality, but performance. | |
Guilty Secrets | High performers have guilty secrets too: | |
Hawkins API model | Authority (past)Presence (now)Impact (future) | |
Heart | "The heart, like other major organs, can think, it just doesn't have memory" | Jonathan Dover |
Help vs Care |
| |
Joy | Visit Menlo - Nr Detroit, Michigan Understand how they transform organisations, by bringing Joy to work | http://www.menloinnovations.com/by-visiting/deep-dive-into-the-menlo-way |
Leadership | A culture already has a code of leadership, and the role of team coach is to surface this insight (the water) to create awareness | |
Mission | Service - Impact - Legacy | |
Modes of Team Coaching |
* Facilitation is required in the absence of leadership- Mode 2 (M2) - Observing patterns
| |
Pain | Typically a negative physical (or psychological) response to a stimulus- Can indicate that the stimulus is to be avoided. e.g. Heat and burning
| |
Power and Edge | ||
Presence | Energetic availability and fluid responsiveness | |
Questions | KEEP six honest serving-men Rudyard Kipling There are 2 types of questions:
Questions can be:
Questions yield:
| |
Stories | Our story creates our world, change the story, change the world. | Rich Litvin |
Supervision | Looking for where the resources are, rather than us always providing
- Process * What I find useful
- Parallel process * Getting swept along with the dynamic, and not mismatching it | |
Teaching | We teach what we most need to learn | |
The start-up and shut-down costs incurred for doing a piece of work. | ||
Transference | Invitation (unmet need) | |
Transformation | What got you here, won't get you there | |
Zone of Proximal Development (ZPD) | Recommended by Jordan Peterson, ZPD is our inbuilt sense of meaning.- It’s how we know we’re doing something meaningful.
| |
Zones | Zone of incompetence | Gay Hendricks, “Giant Leap” |
Resources:
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