Archive for February, 2014

A pictorial view of the Asian OD Summit in Singapore

February 24, 2014

A pictorial view of the Asian OD Summit in Singapore

There is one quote that struck me in the video. It is: OD is an ART. OD is complex. 

When I read the draft of the new standards being created very professionally and diligently by the change management people, I reflected on the need for more emphasis on both art and complexity. For many reasons, it is difficult to quantify standards for doing change agent work. Because of the nature of the human personality, there are as many standards as there are unique personalities. Still I applaud the work to change management people are doing. Creating standards for change management is like putting the Bible or the Qur’an or the Gita into a synthesized document of standards on becoming a practicing Christian, Muslim or Hindu. 


My mentor lippitt said. “any list of professional capabilities, competencies or standards of a consultant is extensive–something like a combination of the Boy Scouts laws, requirements for admission to heaven and the essential elements for securing tenure at Ivy League college.” Page 94 — the consulting process in action–1978. 

How do you measure culture change?

February 22, 2014


Emma, you asked for my quick view on how to measure culture.

In my work, the greatest measurement is to ask the CEO.  On a 1 to 10 scale what was the cultural health before we started our intervention and on the 1 to 10 scale what currently is the cultural health now… Post our whole system transformation intervention.

Secondly, I ask the same question encouraging comments for each answer from the executive team.

Thirdly I go to the transformative strategic change group and ask them the same question.

Fourthly, I go to the large organization and have them answer the same question in a survey that should not take them more than 2-3 minutes to fill out

In one organization, before the computer would work on Friday morning everyone needed to give  a culture assessment of the organization for that week along with suggestions for change.

One bit of advice.  The last thing one should do is ever focus on cultural change as the primary attention.

Such needs to be integrated along with the systemwide change plan and the strategic plan.

Must start with cultural change within the executive team.

I am aware of one of the proclaimed culture consulting firms that just had their $5 million contract canceled because what they were doing was with the focus just on culture… simply was not working. Their approach was more training and telling and trying to implant what they felt was the ideal culture.

An organization’s culture can only be created by the people in the system with great and courageous leadership.

Yes, they can read what great cultures look like in other organizations and they can bring in a world expert on culture but then the system must be engaged in creating and measuring and continually updating the culture that works best for them.

Alexis has become a trusted connection via Linkedin. Here is his sum of best culture articles.

Motivation: The greatest lecture I have ever heard on motivation.

February 4, 2014

Motivation: The greatest lecture I have ever heard on motivation.



A long time client now an internal change agent at a Fortune 100 Corporation is designing a multi day conference for 200 executives. The top executive has one of the themes of the conference being that of  “Motivation”!! 


I am suggesting they hire Dan Pink or at least see this video. He is that great. 

Here is his Wholy Trinity of motivation. I heard Dan Pink speak first hand in an hour version of his sermon with Dr. Noel Tichy at the last Linkage OD Summit a few years ago. 

The first leg of the three legged stool is Autonomy. Any one who knowns me realizes that Freedom of choice has always been one of my prime values. Just look at my Argyris Video and you will see my conviction.


The second value is Purpose: Anyone who knows me has been hit with Purpose in everything I do. It started for me in the 60’s with Ron LIppit.

The third value is mastery. For me that is what OD is all about. Self as mastery and the change agent helping the organization become better and better. Sounds like development to me.


Roland from Africa.  

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