October 15, 2013
Now that executing organizational change is an accepted professional discipline, there is an abundance of both internal and external practitioners; and more join the ranks all the time.
In observing this steady expansion over the years, I’ve noticed an interesting pattern. It appears that the majority of people in our field for five years or more fall into one of three categories. In this brief post, I will call attention to why one category is most likely to engage in a meaningful pursuit of character and presence and why I feel it is important.
September 10, 2013
I do not believe that as a profession we will ever approach our potential without considerable influence from more thought leaders who can advocate for the importance of character and presence in our professional development. In this final post of my thought leadership series, I explore seven key elements of the environment necessary to foster the growth of more who we are thought leaders.
September 3, 2013
In my last post, I wrote about the archetypes of Eager Apprentices, Solid Performers, Periodic Contributors, Adept Adventurers, and Thought Leaders. I discussed the critical role each plays and introduced the Thought Leader as one who has a central role in helping our profession realize its who we are potential. In this post, I will address more specifics related to what it takes to be a Thought Leader dedicated to exploring and leveraging how we show up as part of the value we create for clients.
August 27, 2013
So far in this series on thought leadership, I have stressed the need for an increased focus on character and presence. I introduced five archetypes—Eager Apprentices, Solid Performers, Adept Adventurers, Periodic Contributors, and Thought Leaders—as part of a benefit continuum that reflects the value change agents provide those they serve. In this post, I will explain how each archetype exemplifies a different way in which character and presence play a role in the practice of our craft.
August 22, 2013
In the first post of this series, I explained that there is plenty of cutting-edge thinking about our frameworks, tools, and methodologies, but little thought leadership related to the who we are side of our craft.
In this post, I introduce five archetypes. From Eager Apprentices to Thought Leaders, each represents a place on a benefit continuum that reflects the value change agents provide clients. All play critical roles in both the success of organizational change and the advancement of our profession.
August 6, 2013
A few months ago, I shifted the main focus of my writing on this blog from “what we do” to how we come forward as human beings when practicing our craft—who we are.
I marked this change in emphasis with the release of two core series—Character and Presence and Cultivating Your Character—that I consider the center of gravity for the who we are perspective. I then asked several practitioners whom I respect to write guest posts about how they relate to these two series.
I have compiled the two series, the reflections of two master change practitioners, and my answers to questions on character and presence into a document that I am now making available as a free download.
June 25, 2013
In this series on answers to practitioners’ questions about character and presence. I’ve addressed whether character is amenable to intentional modification, why the “character/presence package” is both important and difficult, and what it means for a change practitioner to be “asleep at the wheel.” In this final post, I’ll address how to be definitive when expressing your character without becoming closed-minded or appearing to push your own agenda.