http://www.strategicstudiesinstitute.army.mil/pdffiles/PUB1178.pdf If a large organization like the Army which is so renowned for the quality and caliber of its leadership and integrity as difficulties with different levels of command and leaders telling the truth to each other, how much of an unseen force is the lack of candor in commercially-based organizations where there is more […]
Tag: Organization
reflections on Kotter’s change model and appreciative inquiry
Should organizations be looking at how to change themselves to adapt to an environment or should they look for environments in which their organization is prone to succeed and stay with what they know? Those who believe in the latter approach, are advocates of the core competency model. Kotter‘s model is concerned about minimizing error […]
Making the Invisible Visible: Understanding Leadership Contributions of Asian Minorities in the Workplace
This small quiet book on leadership deserves to become visible so that its message of quiet leadership can be absorbed into our business and political organizations worldwide. Who are the invisible leaders? How do we make them visible? Back up for a moment: SHOULD we MAKE them visible, or is our understanding of leadership in […]
how OD interventions need to be adapted to fit different cultural contexts.
Image by Okinawa Soba (In Asia and Africa until August) via Flickr Cummings and Worley acknowledge the importance of appreciating, if not understanding, the cultural context when considering an OD interventions. This includes culture on a national, regional, tribal, religious and ethnic dimension as well as the traditional social norms. They remind us that interventions […]
Some characteristics of transformational change
Image by Alex Osterwalder via Flickr Discussing the three kinds of interventions associated with transformational change, namely: culture change, self-design, and Organizational Learning and Knowledge management. Culture change: focuses more on the development of a strong, appropriate culture for the line of business, environment, workforce demographics and societal norms as a way to align organizations, […]
Reflecting on surveys for organizational feedback
Image via Wikipedia Discuss the usefulness and limitations of survey feedback. What are the key issues/problems the OD practitioner has to be aware of while feeding back data? Usefulness of survey feedback (when it is effective) (Cummings & Worley, 2009, pp141-2): Motivation to work with the data: organization members have to believe in the purpose […]
Learning from the process consultant
Image via Wikipedia Think about the last time you worked with a consultant in your organization: looking back at what the consultant did and said, were there any specific behaviors that surprised you? Did she do something that you and the faculty were not already capable of doing? If they did something new, is the […]
The persona of the process consultant: is it intentional or assigned?
Image by Getty Images via Daylife I’m wondering if you have ever had the experience of deliberately planning your relationship to the organization you’re trying to help change. I am discovering that I tend to have a particular role that I favor witches being an expert. Sometimes when I act as an expert by taking […]
Authenticity for “insiders” acting as change leaders
Image via Wikipedia Have you ever tried to act as a change agent inside your organization in a way that took you out of your assigned role? What kinds of challenges did that present for you when you were trying to work with people who pigeonholed you into a certain role based on your job […]
Models of consulting vs organizational politics
Image via Wikipedia If you have had an opportunity to observe organizational politics and a number of different settings in your work experience, I’d be interested in knowing your thoughts: Which of the three change models (expert, doctor-patient; process consultation)do you think best reflects the reality of organizational politics based on your work experiences? In […]