Jonno Hanafin • John Nkum • Mary Ann Rainey • Chantelle Wyley
After many years of working together in other capacities and staffing other international Gestalt programs, globally renowned change management experts Jonno Hanafin, John Nkum, Mary Ann Rainey and Chantelle Wyley collaborated in 2013 to offer cutting edge Gestalt OD consulting and leadership programs.
This collaboration evolved as a direct response to overwhelming demand from clients, colleagues and students. Each carefully considered what a commitment it would require, but were compelled to partner for a number of reasons: first, they enjoy working together; second, they know the impact a Gestalt approach makes; and third, they shared a value stance:
To nurture and support individuals who desire to make a positive difference in organizations, communities and the world
If this vision resonates with yours, you are invited to enroll in what is becoming known as the gold standard in Gestalt training. The curriculum is awareness-based (self, other and environment), skills-focused (intervening with impact at all levels of system from individuals to large social systems), and reflects current trends in consulting and leadership development.
We believe you will enjoy this journey and will evolve through it, both professionally and personally.
CLIENT EXPERIENCE:
African Union, Ethiopia
Civil Service Training College, Singapore
Clinton Global Initiative
East African Union Secretariat, Tanzania
Educational Testing Services
Fletcher Allen Health Care
German Development Co-operation (GIZ), South Africa, Lesotho, Ghana
IBM, Australia and USA
National Treasury, South Africa
Polo Ralph Lauren
PriceWaterhouseCoopers
Syncrude Canada Ltd.
Volvo
PUBLICATIONS:
Bidol-Pavda, P. & Nkum, J. System perspectives and organization development. In Jones, B. & Brazzel, M. (Eds.), The NTL Handbook of organization development and change: Principles, practice and perspectives. (2nd ed.). San Francisco: Pfeiffer.
Carter, J.D., Rainey Tolbert, M.A. & Blair, M. (Eds.). (2004). Organization Development and Gestalt: An Ongoing Partnership. OD Practitioner, 36(4).
Hanafin, J. (2004). Rules of thumb for awareness agents. OD practitioner, 36(4), 24-28.
Hanafin, J. (2009). Perceived weirdness index. OD seasonings, 6(3), 1-6.
Lohmeier, J. & Wyley, C. (2009). Using Gestalt methods in training managers of development projects and programs in developing countries. In Melnick, J. & Nevis, E. C. Mending the world: Social healing interventions by Gestalt practitioners worldwide. South Wellfleet, MA: GISC Press.
Nevis, E. C., Hanafin, J. and Rainey Tolbert, M.A. (2006). “Working with individuals in an organizational context.” In Jones, B. & Brazzel, M. (Eds.), The NTL Handbook of organization development and change: Principles, practice and perspectives, 249-263. San Francisco: Pfeiffer.
Rainey, M. A. (2014). Kurt Lewin: Some reflections. In B. B. Jones & M. Brazzel (Eds.), The NTL Handbook of organization development and change: Principles, practice and perspectives. (2nd ed.). San Francisco: Pfeiffer.
Rainey, M. A. (1996). Appreciative inquiry into the factors of culture continuity during leadership transition. OD practitioner 28 (1&2), 34-42.
Rainey, M.A., Hekelman, F., Galazka, S. & Kolb, D. A. (1993). The executive skills profile: A method for assessing development needs among family medicine faculty. Family Medicine 25( 2), 100-03.
Rainey, M.A. & Jones, B. B. Use of self as an OD practitioner. In B. B. Jones & M. Brazzel (Eds.), The NTL Handbook of organization development and change: Principles, practice and perspectives. (2nd ed.). San Francisco: Pfeiffer.
Rainey, M.A. & Kolb, D. A. (1995). Using experiential learning theory and learning styles in diversity education. In Sims, R.R. & Sims, S. J. (Eds.), The Importance of Learning Styles: Understanding the Implications for Learning, Course Design and Education. Westport, CT: Greenwood Press.
Rainey, M.A. & Kolb, D. A. Organization leadership: Leading in a learning way. In Jones, B. & Brazzel (Eds.), The NTL Handbook of organization development and change: Principles, practice and perspectives. (2nd ed.). San Francisco: Pfeiffer.
Rainey, M.A. & Stratford, C. (2001). Reframing resistance to change: A Gestalt perspective. In Bergman, G. & Meurer, G. (Eds.), Best patterns: Erfolgsmuster für zukunfstfähiges Management. Neuwied: Hermann Luchterhand Verlag.
Rainey (Sharp), M. A. (1991). Career development in academic family medicine: An experiential learning approach. Unpublished doctoral dissertation, Department of Organizational Behavior, Weatherhead School of Management, Case Western Reserve University. Cleveland, Ohio.
Rainey Tolbert, M.A. (2004). What is Gestalt organization and systems development? All about the O, the S, the D…and of course, Gestalt. OD Practitioner 36(4), 6-10.
Rainey Tolbert, M.A. & Hanafin, J. (2006). Use of self in OD consulting: What matters is presence. In Jones, B. & Brazzel, M. (Eds.), The NTL Handbook of organization development and change: Principles, practice and perspectives. San Francisco: Pfeiffer.
Wyley, C. (October 2009). Working with process to achieve teamwork: The focus of Gestalt-based team coaching. COMENSA News, 8-9.
Wyley, C. (2005). Gestalt: A model for working with changing self, organisations and systems. In Nauheimer, H (Ed.), Taking stock: A survey on the practice and future of change management. Berlin: The Change Management Toolbook, 92-93.
Wyley, C. (2004). Response to Sean Gaffney’s case study of Gestalt at work in an HIV/AIDS service organization and towards a Gestalt model for working with HIV/AIDS. Gestalt Review, 8 (3), 291-99.
Wyley, C. (1996). The Gestalt approach to organisation and systems development, OD Debate 3 (5),6-7.