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Canada attending the Cynefin Retreat on organization design for emergence, I was moved to learn new ideas, leave some outdated concepts behind, and reinforce the progress that we are making together.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

Framework for Change

“I do not believe that change needs a robust and compelling vision because I do not think that most change efforts have an idea of the endpoint or view until they get there. Also, when you have that clarity of vision it is no longer a change effort it is a project to accomplish someone’s … Continued

Core Values are wasted opportunities

Core Values of an organization – Are all the meetings, time, flip-chart paper, and boredom worth it? When I began a recent contract, Human Resources told me, “We have no core values, and that is what is tearing this company apart.” After holding 40+ one on one interviews and sitting through 55+ hours of meetings, … Continued

Workplace Complexity Through Opportunities

“Workplace complexity dwells in set(s) of options about what is possible rather than a set of options about what is probable.”  – Simple Habits for Complex Times Sitting with a senior management team, we were talking about how to understand and prepare the company to work through workplace complexity and change, one of the managers … Continued

Learning from a challenging organization development process

I shared an Organization Development Case Study and outcomes to the Organization Development Network of Western New York. At the end of the workshop, a friend asked, “What did you, as a consultant, learn from your experience with this client?” … Below is my best effort to share what I learned from working with a … Continued