January 3, 2013
(1) COMMENT
I’ve been talking recently about character and presence—the who we are that combines with what we do to make us complete change practitioners. In this post, I describe three ways presence reflects character.
December 18, 2012
(2) COMMENTS
A strong character, comprised of mostly positive components, is necessary, but insufficient, for the kind of client impact to which most of us aspire. Your character is your true nature, your essence; as such, it’s an internal phenomenon, not directly accessible to anyone but yourself. Your interior character needs a “voice” to be expressed to the exterior world. Think of the presence you extend to others as that voice.
In this post, I discuss the influence a practitioner’s presence has on those we work with.
October 30, 2012
NO COMMENTS
Change practitioners who take on the provocateur’s role must be confrontational when necessary, willing to handle the deep emotions of change, and have tough conversations if called for.
In this final post of the series, I continue with my list of ten things that can inhibit change agents from engaging the provocateur’s stance. I also describe what to do about them.
September 4, 2012
(1) COMMENT
The term, “burning platform” has become a permanent part of the organizational change landscape. In this series, I have described how I found and introduced the story. I also discussed the original purpose of the metaphor and how that intention has sometimes been misunderstood. In this final post, I will describe and some of the implications for change practitioners who incorporate the metaphor into their practice.
August 28, 2012
NO COMMENTS
As I described earlier in this series of posts, what drove my original interest in the Piper Alpha event was my desire to find a metaphor to reflect the commitment needed to sustain movement away from unacceptable conditions. The burning-platform story is about the level of resolve it takes to break from the past and [...]
July 24, 2012
(4) COMMENTS
In this series, we’re facing the ugly truth that we have inadvertently contributed to the dismal 70% failure rate of change initiatives. In this final post, I take a hard look at what role we have played, and what we can do about reversing it.
May 15, 2012
(1) COMMENT
Recently, I was asked three separate questions by change practitioners (in three different settings) that I feel are linked. Those three questions, addressed in this post, are all tied to the same thing—practitioner confidence—which is a subject I suspect many of us can relate to.
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