A neglected question in process design [2-minute view + 3-minute read] Aside from being a cute video, this is also a challenging one. It suggests that we should be looking for ways in which the changes we’re trying to make could be fun. Thinking about how they might appeal to the people’s desire for...Continue Reading
3 first steps for avoiding crisis [7-minute read] Recently, the theme of leadership succession has been pretty ubiquitous. It keeps cropping up in conversations with clients in the NGO sector, in colleagues’ work, even with friends. Why now? On one level, this is a very worrying sign – it undoubtedly means I’m getting old. On a less...Continue Reading
[4-minute read] Recently, I worked with a new client that was older than most — approaching its centenary. Its leaders, managers, staff and other stakeholders wanted to figure out how to remain relevant and cutting edge for another hundred years. This post shares one of the steps we took together en route to figuring out their...Continue Reading
[4-minute read] Often organisations spend a lot of time talking about strategy… Developing strategic plans… Trying to engender a culture of strategic thinking… Building ownership of the strategy amongst staff. And so on. This makes complete sense: good strategy is critical for success. It’s our road-map into the future, towards our goals and aspirations. And,...Continue Reading
[4-minute read] When leaders or managers approach organisation development (OD) consultants, facilitators or other kinds of helping professionals, they will often name an issue or problem and then request a fairly specific solution. The classic example is: ‘The team is not quite gelling and morale is a bit low.’ ‘I want a team building exercise!’...Continue Reading
[4 minute read] Facing crisis When we face crisis in our lives or in our organisations, we tend to ask: ‘Why is this happening?’ And perhaps even, ‘Why is this happening to me!?’ The first question can be useful, but it’s also risky to get stuck in a forensic exercise when the situation demands a...Continue Reading
[2 minute read ] Crisis is not a word with many positive associations. “Oh, he’s in crisis again,” we might say of our drama-queen friend. “The government is facing a crisis of confidence,” we note as the latest in a growing litter of corruption scandals squirms, stinking, into the light of day. “She’s taken six...Continue Reading
[ 2-minute read ] This is an idea from Gestalt Systems Development, which is an offshoot of Gestalt psychology, but focuses on organisations and other human systems. The paradox it refers to is that change happens more naturally, easily – even organically – the more we connect with what is. This is counterintuitive — thus, the...Continue Reading
[ 3-minute read ] The Three Bubbles Model The idea is simple: teams, organisations — and even events (like workshops or conferences) — work best if we find the right balance between three key elements: Task – WHAT we are here to do; what the work is about (purpose, goals, issues, content). Process – HOW...Continue Reading
[ 2-minute read] Welcome to my blog on leadership, change and organisation development. All of the material you’ll find here comes from my practice: ideas and tools that I work with and believe are worth sharing; things I’ve learned from the past 18 years of consulting to organisations, leaders, managers and teams; questions I’m grappling with...Continue Reading
About this blog
This blog is for people who work with and in organisations of any kind – as leaders, managers, formal or informal change agents. If you are trying to work more consciously and effectively with change in your organisation, I hope you will find some ideas here that make your work (and your life) a bit easier, and your organisation a more effective, creative and positive place to be.
If you would like to engage around these ideas, ask a question, suggest a post, or discuss the possibility of working together, please drop me a line.
