To my partner, who absorbed more Organisational Development (OD) theory in the past three years than she would probably care to absorb in a lifetime; but read every single assignment and bravely asked me questions she may not have wanted to hear the answers to, but knew I needed to be asked them.
To my parents, who brought me up with the knowledge and practice that I can never stop asking questions because there is still so much I can learn; and to my sisters, who are proof of how amazing it is that we are each so different from the other.
To my dearest friends who helped by simply being friends who lend a shoulder, or an ear, or a hand that sustains me through my philosophical conundrums and cataclysmic ontological epiphanies.
To my dearest friends, who continue to support and challenge me (throughout my studies and my practice), each in their own way, and made this journey more fun, more brilliant, more difficult, and more worthwhile: Sue, Richard, Dafna, Dave C., Melvin, Helen, James, Titu, Gaby, Rachel, and Dave H., I can honestly say that without you, none of this would have come to pass.
To the three organisations who have agreed to be guinea pigs for The Method – your thirst for knowledge and innovation should be commemorated in extravagant ways.
To colleagues who have provided feedback and support through our working relationship, without necessarily knowing they had contributed to this paper or The Method; and to the occasional clients whose engagements have helped form the body of experience and learning through which this thesis was written, I extend my gratitude.
Last, but by no means least, to Lynne Booth and John McAuley, who challenged, poked, prodded, and supported the whole way through (I hope there’s enough OD for you here).
(And to the universe, because it makes it all happen.)