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 17, 2013
Since 2009, I have authored more than 70 series (200+ separate posts) under the Change Thinking banner. I have much more to say about why I feel who we are as change practitioners is at least as important as what we do. How we show up when serving our clients—the character and presence we bring forward—is a neglected aspect of practicing our craft and I plan to keep blogging about it for as long as you continue to tell me you are interested in the subject. Beginning today, however, I am making a change to the pace of posting on the blog.
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.
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 13, 2013
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.
It is time to step into a new era where we pursue more frequent and deeper investigations of how we show up when engaged in our work. We must also take more responsibility for creating thought leadership to support this aspect of our individual and collective development. I hope that this new series will serve as a call to action for us as a professional community.