Founding Executive Director
Human Systems Dynamics Institute Circle Pines, MN USA 55014
Glenda Eoyang works with public and private organizations to help them thrive in the face of overwhelming complexity and uncertainty. She is a pioneer in the applications of complexity science to human systems, and she founded the field of human systems dynamics (HSD). Through the Human Systems Dynamics Institute, Glenda uses her models and methods to help others see patterns in the chaos that surrounds them, understand the patterns in simple and powerful ways, and take practical steps to shift chaos toward coherence.
Dr. Eoyang applies her theory and practice in a wide range of challenging contexts. She has:
- Designed an international network for diverse funders, intermediaries, and NGOs who want to increase environmental sustainability in the Lower Mekong.
- Created a systemic evaluation of professional development efforts for the Leadership Academies of the National Health Service in the UK.
- Trained high-potential leaders from across British Columbia to leverage networks and Adaptive Action to lead in the complex environment of health care.
- Developed strategic frameworks (rather than strategic plans) to guide clients’ decision making and action in philanthropy, medicine, government, and environmental protection.
- Implemented an innovation portfolio to engage front-line staff in radical change to improve quality and service.
- Association for Medical Education in Europe, Dundee, Scotland, UK
- Cargill, Minneapolis, MN, USA
- Catholic Charities, Minneapolis, MN, USA
- Fraser Health Authority, Vancouver, BC, CA
- Human Services Support, Wakefield County, UK
- Leadership Academies of the National Health Service, London, UK
- McKnight Foundation, Minneapolis, MN, USA
- Novartis, Basel, Switzerland
- Oxfam, Oxford, UK
- Roche/Genentech, San Francisco, CA, USA
- Roffey Park Institute, Horsham, UK
- SUCCEED Project, Cape Town, SA
- YuKonstruct, Whitehorse, YK, CA
What Clients Say
Facilitating Complex Conversations
. . . looking with research team about working on more compassionate ways of working together. Glenda really modeled that. Showed it isn’t about being wishy washy and vague; a compassionate facilitator – as Glenda was – can create that safe space and be persistent in helping people see that they have to be accountable for their actions. Glenda took us to a place where we could really understand the problem, not the manifestations of the problem. . . . If you are faced with what looks like a problem like a hydra – so many moving parts, or heads – helping to wade through that complexity and figure out ways to bite that off into digestible parts, Glenda and HSD can help you do that.
Roffey Park Institute
Architecture for Change
The greatest benefit . . . A revamped approach to meeting management. Meeting outcomes that matter, where all have a place and feel the value-add. A workgroup structure was created. Priorities are set each year and then organic workgroups form around those priorities (using adaptive action cycle). E.g.-A food service manager is on the teacher evaluation workgroup. Leads to good questions via cross-functional passion and engagement. . . . . The cohorts have been great for ongoing deeper understanding of system change and the common language. It was settling for a district during time of change.
Wendy Gudalewicz, PhD
Superintendent of Schools
Cupertino Union School District
Cupertino, CA USA
Network Planning and Action
Glenda designed two day meeting which allowed staff to participate and she was able to guide conversation and uncover things we needed to change and how to move forward. This was an unruly group of people – some with very strong (pos & negative) opinions; some who were neutral re: Re-Amp. We needed to coalesce, clarify our thinking and what the next steps for the network ought to be. Having network knowledge, systems-thinking knowledge was key. Glenda was able to get us to next steps.
Ann Arbor, MI USA