Archive for May, 2012

Link to Free Trust Book by Gibb. I use his TORI theory with each client

May 31, 2012

A personal Introduction to the Gibb Trust book.

LINK TO JACK’S BOOK. Are also chapter links below: 


Below I have my arm around Charlie Seashore, who writes the forward.


I started my OD Journey with a Seashore Bethel  T-group as a college Freshman in 1962. It was a pilot university program from NTL that Charlie was the Dean of.

Charlie may have been doing his PhD internship with Jack Gibb and Ron Lippitt at the time or maybe he just finished it.

A private note to my daughter, Arielle. Notice how Charlie introduces his daughter’s Becky and Kim right in the first paragraph. Both Jack and Charlie always included their children as much as possible… thus I include you Arielle more than you wish. Why? Because I am modeling the importance of family as was a strong tradition in the early days of organization development around Bethel Maine.


Here is a picture of Arielle last week overlooking the building where  she was first introduced to OD as a 2 month old baby and where I gave Jack Gibb the ISOD lifetime achievement award in the last days of his life. We all had a good cry as he told us that he only had a few months to live. Jack was one of the most giving and loving and trusting and empowering facilitators of all the founders. No one in my estimation had the power of large group facilitation as Jack did. I have countless stories. His theory of teambuilding is key in the whole scale-change work of Kathy Dannemiller. It is my purpose in life professionally to bring Jack and Kathie’s legacy forward.

Kathy’s main mentor was Ron Lippitt. Ron and Jack were very close. They published together the most popular initial OD books, i.e. T-Group Theory and Laboratory method. I wore the 1st edition out and needed to purchase 2 more. The other key book was “The Laboratory Method of Learning and Changing.”  In the day, these 2 books had more of the OD guru’s and founders writing together than any other book.

Such  is my 3rd and upcoming 4th edition of Practicing OD modeled after.

Help us keep their tradition alive. Kathie oft said “Stop working in piecemeal small groups with cheap canned tools that do not integrate with the whole system transforming itself.”

Oh… One other personal note. Charlie supported me in starting the Asia Organization Development Network and  designing the initial AODN conference. Charlie we need to have you come and be a keynote virtually from your Skype… Perhaps in India 2013.

Now the first pages of the book for you to download free of charge. Do it now. It disappeared for a couple of years.  

Link to book. 


A New Vision of

Human Relationships for Business,

Education, Family, and Personal Living


Jack R. Gibb

1991 Edition

Note: Click here to read what others have said about this book.

Copyright @ 1978 by Jack R. Gibb
All Rights Reserved.
TRUST, by JACK R. GIBB was originally published by The Guild of Tutors Press, International College, 1978.
Second Edition was published by Newcastle Publishing Co., Inc., North Hollywood, California, 1991.
ISBN 0-87877-164-6
Library of Congress Card Catalogue Number: 77-93139


For Lorraine, Blair, John, and Larry

Life, being an ascent of consciousness, could not continue to advance indefinitely along its line without transforming itself in depth.

Teilhard de Chardin

C 0 N T E N T S

Foreword      by Charles Seashore

Introduction      by Willis Harman

Author’s Preface













Appendix A: TORI Self-Diagnosis Scale

Appendix B: Diagnosing Your Team 

Appendix C: Defensive Communication 

Appendix D: Selected Readings on TORI Theory and Applications

Appendix E.- Selected List of Research Studies Related to Aspects of TORI Theory

Appendix F.- Selected Readings About Trust and Fear, Their Effects Upon Living, and Their Use as Constructs in Building a Theory

F 0 R E W 0 R D by Dr. Seashore

“Trust me, I’m a psychologist.” Laughter is the predictable response whenever I tack that phrase onto the end of a statement to a colleague in whom I sense a bit of skepticism. And it never wears thin with two particularly important people, my daughters Becky and Kim. I see it applied to many other professions on bumper stickers, on TV talk shows and greeting cards but I never stopped to ask why it is funny. As I re-read TRUST, the reason for the laughter became clear. It is the mismatch of the two concepts, trust and psychologist, which do not belong to the same logical universe. Putting two things together that are incongruous catches one off guard like a good New Yorker cartoon………………………………


Roland again. Those of you who know me, realize that “Trasformation” is essential for me. Jack and I talked much about Chardin. I first encountered his writings in 1962.  I believe the breakthrough will peak as we enter the Age of Aquarius officially December 2012. The following is from the Internet.

Teilhard de Chardin’s World-Transforming Mysticism

The French scientist and priest saw the world in crisis–and believed humanity was on the verge of a cosmic breakthrough.

BY: Emilie Griffin

Read more:

Music as a psychological anchor for transformation.

May 30, 2012

Music as a psychological anchor for transformation.

I was honored to work in the and merger acquisition of the 3 largest cement companies in Indonesia. Here is a song that was created by the organization. Enjoy the passion and commitment that these people  gleaning in order to be champs.

A core formula for change

May 30, 2012

B = f(p x e)

One of Lewin’s most significant conceptual inputs into the change process is this formula: individual behavior (B) is a function (f) of personal factors (p), multiplied by the impact of the current social environment (e). This model explains why some training-oriented change efforts aimed at the individual often fail. Like the alcoholic treated alone and then sent back to an unchanged family system, change efforts that do not take into account making changes in the human environment (‘the field’ in Gestalt terms) will not last long. This is because personal factors are multiplied by environmental factors. Ron Lippitt quoted this Lewin saying to me more than once, ‘I have found it easier to change the group than to change one individual in the group.’

From my friend, Dr. Scherer.  This is from the history of OD chapter in our “Practicing Organization Development” Third edition

Tannenbaum – self change

May 27, 2012

Roland Sullivan • I am spending the Memorial Holiday fasting, in silence and in meditation.
That is how I change my self.

My mentor, Dr. Bob Tannenbaum coined the phrase “self as instrument of change”. His last writing is in my Practicing OD. Second edition. Wiley tells me it is now on line. His chapter is not in my third edition. I think I must bring it back to the Fourth edition.

The last paragraph of Bob’s last published words. He is writing about great performers.

“It certainly isn’t magic; it just seems that way. It is really art. And although there is a simplicity and apparent effortlessness in their interventions, it is often hard work. At their best, these practitioners are artists. They certainly are not perfect in any respect, and they have their lows as well as their highs. But they do have high batting averages. They are not all-wise, but they have a professional wisdom. They are not all-feeling, but they are appropriately ¬sensitive. And no matter how competent they are seen and experienced by peers, they do continue to monitor themselves, and they continue to seek new learning.
Being an artist in this work means not just being a sum of your parts, but something much more than that. Your being and its expression in action reflect this little-understood process of integration into an effectively functioning professional and person. As you move toward such integration, such wholeness, you are indeed moving toward artistry.”

Thus, I have taken his concept of “wholeness” and expanded it beyond the individual to the entire organization. Yes the whole organization must monitor itself and continue to seek new learning.

Bob changed my life. Let’s you and I change other people’s lives.

Bob may to this day have the most reprinted HBR article. He introduced participative leadership way back maybe in the late 50’s or early 60’s. He was a man ahead of his times.

Salute to Dr. Sorensen and a personal history around OD

May 25, 2012

A personal History of becoming a Change Agent including a salute to Dr. Peter Sorensen who is keeping our academic change agent resource alive.

(When Peter, heard for the 1st time yesterday that George Williams College was mentioned in the 1st OD book ever, he wanted me to scan the pages and send him. I god a bit carried away reflecting on my Change Journey.)

In the fall of 1962, I was introduced to the concept of change agent through a Charlie Seashore National Training Laboratory T-Group. It was a university pilot program for NTL.

During the intensive 2 1/2 day learning experience I discovered feedback and cried for the first time in such setting. In this most incredible learning experience, I heard about two Change Agents and one book. The Change Agents where Dr. Jack Gibb and Dr. Ron Lippitt. Both were Dr. Charlie Seashore’s primary mentors. If I recall correctly, they served as joint advisors on his thesis.

The book introduced me to the concept of change agent. It was the 1st book that was ever written on organization development. The title was “The Dynamics Of Planned Change” by Dr. Lippitt and Dr. Jeanne Watson. 1958. I read in 1962.

The book mentions two colleges where one could get a degree in Applied Behavioral Science. ABS was one of the terms for organization development before it was named such.

One of those colleges was George Williams. ( page 296 below).

While being paid to facilitate T-Groups full-time in 1967, I started to investigate the best educational institution to get a masters.  A Gibb TORI lab of 300 people at my neighborhood High School gym led me to make a lifetime commitment to becoming the best professional change agent I could. I wrote various change agents from NTL such as Lippitt, Schein, Bennis, Agyris, Blake, Edie Seashore and asked them where I should study. They said there were no academic programs as of yet but because the change agent world was primarily focused around group dynamics, they  suggested I go to George Williams College. Dr. Herb Sheppard, who in 1960, started a doctorial program in organizational behavior at Case said it was the best learning around group dynamics I could acquire it in academic setting. George Williams was the person who found the YMCAs and therefore the college named after him had sought the best curriculum essentially that had a focus on group process. Through my letter writing research, I became convinced that GWC was the place for me and I started the comprehensive application process to be accepted into the Masters of social work program.

Yes indeed, after months of anxiety from fear of rejection, I became accepted. It became one of the richest learning experiences of my life.

My 1st teacher was Dr. Peter Sorenson. He had just completed his PhD and was teaching his 1st course ever. He introduced me to the teachings of Douglas McGregor and participative group learning.

Other courses included fantastic learning in group dynamics. We even confronted people’s behaviors and changed the group process in our statistics class.

The cafeteria often was filled with people laughing or crying because of the personal development work that was going on in their classes.

Now to the present.

Peter accepting his guiding light award for his contribution to the world of OD

Yesterday I presented Peter, the 1st International Society of Organization Developments Guiding Light Award.

Peter receives the award because when GWC officially closed it’s doors, he took the curriculum that had historical roots of the best initial organization development educational training from GWC and transferred it to nearby Benedictine University. At GWC, one could receive a BA, or MA or PhD with a focus on applied behavioral science/social psychology. This day, one can receive from Peter, without doubt, the absolute best PhD in organization development (social psychology) from a scholar/practitioner point of view. In fact the program has just spread from Benedictine University housed in Lisle, Illinois to the old Springfield College in Springfield, Illinois. Evidently Benedictine University has recently assimilated Springfield College into its educational system.

From the web:

“The partnership between Springfield College in Illinois and Benedictine University evolved and expanded, culminating in a decision in 2009 to establish Benedictine University at Springfield offering a full range of academic programs.”

There is a mystical connection, I just discovered that the other college mentioned in Lippit’s book on the dynamics of planned change is Springfield College.

From Lippit’s book I quote. “Undergraduate and lower graduate training for change agents,,,, Our evidence seems to point in this direction. Specialized undergraduate professional schools such as George Williams College and Springfield College have already shown that effective undergraduate training in some fields of professional social service is completely feasible.” Page 296-7: 1958.

I repeat. When George Williams closed down its Downers Grove campus, the inimitable, Dr. Peter Sorenson had the entrepreneurial spirit to take the essence of the ABS programs at GWC and move them to Benedictine University in Lisle, Illinois.

It is for this genius move on Peter’s part that he received the guiding light award.

Oh the stories that Peter and I have about our experiences George Williams College.

Here is just one of mine that I shared with a fellow GWC student, Patty Burris. “There is no way that I would take (the then popular) LSD, marijuana or mescaline because we were naturally so high and so happy and so joyful because of the positive feelings that we had resulting from our T-groups.” Jack Gibb named that feeling the “afterglow”. And we surmised that because we were so alive and concentrated and on the upper edge, any drugs could blow our minds and cause damage. We did not need chemicals to be happy!!

Pattie and I were spending the week-end in her uncles private suite at the very top of the Sears Tower. We felt we had to get away from the intense GWC human interaction. Her uncle was the chief architect. It was the only suite that had been completed. The rest of the floors below were still in the non-livable condition. Clearly the skyline view of Chicago at night and love for each other added to our delight and joy and inspired the reflection about the value of being naturally high and receive the fortunate education from Pete and others at George Williams.

To this day, since GWC, I have never taken a drug including any medicine. I only have had alcohol once, I god good and drunk on my honeymoon. I doubt that alcohol will ever touch my lips…the remainder of my life… including the wine at church.

Below is evidence of Ron referring to the applied psychological/social change work at George Williams and Springfield College… now harbored in the Benedictine OD program.

Evidence that GWC was in the first book ever on OD or Planned Change

A personal Note: I just read in “Agent of Change” by my third mentor, Dick Beckhard on Page 82 that there were 100 OD Practioners/change agents in 1967. That was my first full year being paid solely as a change agent. Thus, I have on my business card, “one of the 100 original change agents.” There are only a few of us still living like Peter Vaill, Chris Agyris, Warren Bennis, W.W. Burke, Block, (the best OD teacher in the  world), Weisbord, Bradford, Schein, Charlie and Edie Seashore, Petrella, Billie Alban and Harvey Hornstein) Most will be writing in my fourth Edition of Practicing OD.

Well, maybe not Agyris. He keeps saying he is too busy. Perhaps he is in his 90’s. I think he maybe the living person that first met Lewin.  Yet, he told me that my responsibility is to keep OD boundaried and differentiated from other disciplines. He was the most boring professor I ever had, but my classmates at Pepperdine all agreed that his teaching was the most profound. Just became aware that most of the above original 100 change agents have taught in the Pepperdine program. Maybe one exception is Peter Vaill. I have him as the purest most significant living academic OD person. Look for my video on vimeo of his history of OD.

The other is Harvey. I am working on bringing him and Alban with the two week Columbia OD program to Malaysia. And saving money so my daughter can take the current Columbia executive program.

Here is as far as I know, the first use of the term change agent in any book ever!

First use of Change Agent in a book, as far as I know.

A further explanation of the derivation of the concept change agent.

Shortly before Dr. Bob Blake rose into divine life, he told me personally that he along with Chris Agyris and a few other people from NTL were at the Tavistock Institute in Europe. That is where they first heard the phrase, “change agent.” They liked it, so they brought it back to NTL and started using it on the regular basis. Now presidential candidates use the phrase.

Just before Dr. Peter Drucker went into the divine life society, he said that there were 4 things that organizations primarily most needed to do in the next 10 years. The 1st thing he said was that organizations must become a change agent organization. Just about fell off my chair when I hear that. This was the 1st time I had experienced the phrase used in context of an organization rather than just an individual.

My work today and the rest of my life will just be focused on creating the change agent organization. I will use what I learned from Jack Gibb, Ron lippitt, Dick Beckhared, and their disciple and my mentor, Kathy Dannemiller.

My only living mentor these days is Dr. David Cooperrier. David was 1st introduced to social psychology in the academic setting at George Williams. Guess who one of his professors was? Yes the inimitable, Dr. Peter Sorenson.

It was at George Williams, Lake Geneva campus in the building pictured below where Peter 1st introduced me to David. David shared with us his thesis on Appreciative Inquiry. It built on the research around the positive that Lippitt did under Lewin at the University of Iowa.  David’s thesis had yet to be presented officially to the University. It changed my life. Again thank you, Peter

It is upon Peter’s shoulder that I am continuing my work. The focus has been and will continue to be training internal and external change agents to transform whole systems or to make our organizations, communities and networks change agent systems.

Why?  Because the beginnings of OD was around small groups.  I believe the future is around a large group human interaction focused on increasing organizational results.

My work it is all taken from the principles and conceptual frame works that we learned in small groups.

I am more the practitioner than the scholar. Perhaps my daughter, Arielle, can be the scholar on Whole Systems Transformation or enterprise wide change.

Here is a picture of her yesterday at the George Williams campus. In the background is the building where I first met Dr. Cooperrider and where she joined our O.D. conference when she was 2 months old.


And more documentation for Peter.

I apologize for the typo’s and unedited writing. I have more important things to do with my time. I do not have the dozen support people that Peter has.

Notes from what just may have been the best ever OD summit.

May 1, 2012

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