Archive for August, 2013

Link to Maja Balasi’s You Tube videos including interviews with OD founders In Weisbord, Pareek and Scherer.

August 18, 2013

Link to Maja Balasi’s You Tube videos including interviews with OD founders In Weisbord, Pareek and Scherer.

This is Maja’s new YouTube vestibule  for her gathering of important videos that support her work as a social psychologist and transformation agent.

Not only are classics that give a firsthand account of the history of organization development but also her new videos that she recently edited.  For example, the award-winning presentation of  Sullivan Transformation Agent’s  Woodbury Public Safety testimony to the 39th Asia learning and development conference. Lives are being saved because of our intervention. We know of no other Public Safety Community that shut down to go offsite for three days to transform themselves. The neighboring communities provided their emergency coverage. Now Woodbury’s leadership team is consulting the other 12 or so surrounding communities to help engage their people and their community.

More will be coming including one of our most successful large group events with the organization that holds the most advanced commercial computer in the world.

Link to Maja Balasi’s You Tube videos including interviews with OD founders In Weisboard, Pareek and Scherer.

August 18, 2013

Link to Maja Balasi’s You Tube videos including interviews with OD founders In Weisbord, Pareek and Scherer.

This is Maja’s new YouTube vestibule  for her gathering of important videos that support her work as a social psychologist and transformation agent.

Not only are classics that give a firsthand account of the history of organization development but also her new videos that she recently edited.  For example, the award-winning presentation of  Sullivan Transformation Agent’s  Woodbury Public Safety testimony to the 39th Asia learning and development conference. Lives are being saved because of our intervention. We know of no other Public Safety Community that shut down to go off site for three days to transform them selves. The neighboring communities provided their emergency coverage. Now Woodbury’s leadership team is consulting the other 12 or so surrounding communities to help engage their people and their community.

More will be coming including one of our most successful large group events with the organization that holds the most advanced commercial computer in the world.

Greatness, Courage and Vision

August 12, 2013

I share a quote from an email I received this AM from the 87 year old famed Professor P. Koestenbaum.  

“Everything we in the Troika now do needs to be done in the Leadership Diamond(R)   spirit, that is, in the framework of GREATNESS, a recognition of the eternal presence of free will, and COURAGE, which means relentless and unceasing initiative, and VISION, always expecting genius work.

Our work together is not for wimps, for losing sight of the things that matter most.”

The  Troika  is:

 Koestenbaum the number 1 business philosopher, creator of the Leadership Diamond from 50 years of philosophical primordial wondering of humankind’s generated wisdom since the inception of  recorded civilization.

Dr. Mahamouda, a client in a unique position with an extraordinary commitment to change the world because of his african roots groomed by his courageous European and USA immersion. 

Yours truly, who is uplifted in each encounter with the above dyadic luminaries.

 I share this because my wish for you is to be and become persistent in freely choosing to model for your world doing and being your absolute best and greatest work. 

Be good. Do good. Be great. Do great work. 

Roland Image

One differentiator of Organization Development from other approaches

August 11, 2013

Our OD “grandparents”—Taylor, Lewin, Bion, and McGregor— handed this fundamental truth down to us, each in his own way:

Finding out what is actually happening (research)—and why it is happening (diagnosis)—and getting all that data “on the table” where it is seen and discussed freely (rs comment- USE FREE WILL TO DECIDE ACTION) by stakeholders in a safe environment, has the power to change people and systems (action).

( Peter Kosetebam’s very close friend, Warren Bennis, in my class with him give us the following formula for change agents.

1.  What’s up? ( Research)

2. So what?      ( Diagnosis)

3. What is next?  ( Action)

It is this principle that differentiates the field of OD from other efforts to help or fix social systems. Every subsequent OD theoretical model, exercise, and/or practice engages clients in participative reflection on the process(es) governing what is happening. 

+++++++

B = f(p x e)

Perhaps the single most significant conceptual input to OD is this one: 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 (social) environment will not sustain themselves. This is because personal factors are multiplied by environmental factors. As Lewin said, “I have found it easier to change the group than to change one individual in the group” (Personal Communication between John Scherer and Ron Lippitt). Training conducted with intact work groups can reduce this problem, since both the individual (p) and their group (e) are being impacted.

The Birth of the T-Group

In the summer of 1946, Lewin was invited by the Connecticut State Inter-Racial Commission to conduct a training program in race relations for local community leaders. In typical Lewinian “elegance,” he suggested that they design a program that would allow them to train the participants and conduct an experiment in “change” at the same time. Working with a team of colleagues, including two young graduate students, Ron Lippitt and Lee Bradford, the researchers led discussions during the day about the roots of inter-ethnic prejudice and its impact on communities. 

Edited by Roland and others from the original 3rd Chapter  by Alban and Schererin his Third Edition of Practicing OD.

 

 

 Image

Lewin.  who coined the phrases. Feedback, Social Psychology, process etc. 

Lippit Image

Lippit who received his Ph.D from Lewin at the University of Iowa. Ron wrote the first book on Change Management in 1957. 

To the senior …

August 9, 2013

To the senior most academic change management professor living in the world.

Sir. ( am respecting confidentiality) 

I just shed a tear embracing your spirit.

Hang in there with your pain. 

Am working intensely these days with 87 year old Dr. Peter Koestenbaum who use to hang with the Lewin family members.  Almost in each conversation Professor PK and I speak of our immortality. 

For me there is no death. For me there is only IMMORTALITY! 

I have been certain about the grand life beyond since my 20’s.  Professor PK has the same belief, as I know you do.

We are not this body. We are our consciousness.  Koestenbaum and I are attempting to help an entire client city live on the edge of consciousness as transform to a bright future.

Push your consciousness to the edge. Transcend the pain and enjoy the non-physical world of the heavens here now.  

You are an inspiration to me.

Was a joy to see Dr. John Scherer and Matt Minnihan also offer their best wishes. I know both of them love you so dearly. All three of us have been most influenced by you. 

In fact, I invite you to join John and Matt in contributing to the fourth Edition of Practicing OD.  

Roland Sullivan  for the thousands of OD people that have learned from you.

PS. I just told my daughter that I want no pubic funeral. I just want those I leave behind to celebrate their being and becoming when I  transform to a higher consciousness.

 If I can muster up the courage, I will have a video made of me soon dancing down the isle of my local church mustered among the deep woods next to my Deephaven home.  At the hour I drop my  body I will have my daughter place it  on YouTube. 

 

Change, Relationships and Trust.

August 8, 2013

I have said for years that a primary constant in our world today is relationships.

I have said for years that trust is the number one issue in organizations.

I have said since 1969 that more change will happen in the rest of our lives since civilization began.

One of the greatest results that occurs in my whole system transformation work is an increase in positive change, relationships and positive trust.

This video supports my thinking in an authoritative manner.

An Expert view of how to renew Organization Development

August 6, 2013

http://is.gd/MyF4o7

David Bradford is one of Senior OD professors at Stanford. I edited a great book of his with Dr. Burke of Columbia. Here is a distilled view of what is wrong with OD and some suggestions to get it right.

I invited him to make this for our Asia Change Management Summit in India held at my client, Infosys. Dr. Bradford is the son of L. Bradford. In my opinion Lee Bradford is one of founders of OD. He was the administrator of NTL as it started up and before Dr. Burke was head and after Dr. Bunker and others saved NTL recently.