Culture change from a focus on how people interact

What makes culture change in your company or team difficult? Is your current organizational culture – how things get done around here – working to attract-trust or repel-trust? When I talk about culture change within a workplace the best thinker to reference is Edgar Schein: “Schein’s model of organizational culture originated in the 1980s. Schein (2004) identifies three distinct … Continued

How do we make bad things in companies discussable?

Images from “Behind You” by Brian Coldrick Bad things happen within your team and company. Plus, the bad stuff hides when culturally and behaviorally being the bearer of bad news is punished or burdened with management hyperbole “Don’t bring me problems, bring me solutions.” Working with management teams the surprise or lack of knowledge about potential … Continued

Talent Shortage and what you can do about it

“With record talent shortages around the world, it’s no longer a question of simply finding talent; we need to build it,” Manpower say. “New assessments, big data and predictive performance mean employers have the best tools to identify adjacent skills, help people shift into emerging roles and create clear career paths. We know talent shortages are not … Continued

Change Through Seeing the Current Environment

In an earlier post framework for change, I shared that when you see change from an ideal endpoint you are better off calling the work project management. Change in workplaces rarely happens through force you’ve seen that the harder the leadership pushes, the more workarounds are developed. Also, when change does stick, we tend to view it … Continued

Leadership Layers – How work gets done

I’m working with two clients through an acquisition of another organization. With the acquisition of talent and organizations, it can prove challenging when there are multiple leadership layers and no clear understanding of the value of each managerial layer, poorly understood boundaries of goal-setting and no agreement on how the organization promotes and supports people. … Continued

Resilient Organizations Develop With Time

After spending a week in Vancouver BC Canada attending the Cynefin Retreat on organization design for emergence, I was moved to learn new ideas, leave some outdated concepts behind, and reinforce the progress that we are making together. This moved me to think – How can you create more resilience to ideas and innovation within … Continued

4 reasons to not announce your goals

In the middle of a meeting with an executive leadership team, the COO yells, “we need to state our companies goals clearly, only then can the staff have the motivation to complete their work.”  This is true and not-true at the same time. Much of the leadership development and planning literature states goal setting as if … Continued

Innovation from personal mastery

At any given moment all of us, whether in work, personal relationships, or anywhere else in life, are Rote Copying, Surface Understanding, and Personally Mastering many things and many times at many levels.

Process to gather what is and is not working within the organization

Within organization development the more straightforward and understandable the tool or process the more likely it will make a difference. This simpler the tool the greater the requirement of the consultant or expert to suppress themselves and expertise. When you remove the translator (the expert) from the results and ask people to gather narrative data … Continued

Utopian or idealized planning in organizations does not work

Image Credit “If a terrible simplificateur is someone who sees no problem where there is one, his philosophical antipode is the utopian who see a solution where there is none… [Upotian] extremism is solving human problems seems to occur most frequently as a result of the belief that one has found (or even can find) the ultimate, … Continued