Archive for October, 2014

Link to First Ever Authentic Totally Online Masters in Organization Development at Penn State

October 29, 2014

The first class will be full by the inception in January. So if you are interested, I suggest you act now.

This is the only pure OD Masters program online.


Free Marketing Resources for OD and Change Management Consultants

October 28, 2014


In the competency research that I’ve done since 1974 with over 3,000 in countless countries, without doubt, marketing for the internal or the external change agent consultant is a number one weakness.

As with the rest of the authors for our fourth edition, I have located the best person to represent a key topic area. Dr. Weiss is the right person for Marketing OD. Contact to his online links are at the end of this submission.

Alan has inspired me. He is so positive. He has so high-energy. He does not take any BS from my fellow editors. He knows exactly what he wants. He knows how to communicate to others. He is a true giver.

He has incredible energy. In my intimate contact with him, I’ve come to learn that he really takes care of his physical health, his mental health and spiritual well-being. He is a man of high values. Most important for us, he has distilled the wisdom on how one markets consulting.

His inspiration has challenged me to reflect on who I am and who I want to be a daily basis. I expect 2015 to be the most incredible year of my life. How about you? What are you going to change about yourself? Start today. Reinforce tomorrow. Be and become greater and greater.

Becoming greater results in happiness. Who can argue about one wanting to be happy? Such was the answer my daughter gave me over and over in her elementary grades. I would say, “What do you want to be when you grow up?” She would say, dad, I want to be happy!

May your happiness increase day by day.

The first few paragraphs:

CHAPTER EIGHT of our 4th Edition of Practicing OD by Wiley – Fall 2015

Entry: Marketing and Positioning OD

Alan Weiss

Most OD practitioners fail to realize that they are in the marketing business. Superb consultants in this area cannot get work because they believe that marketing is not required. Average OD consultants are doing quite well because they recognize the importance of marketing and can do it. Consultants who are great marketers can name their fee. Which group would you rather be in?

This concept applies internally, as well, to OD specialists and change management professionals. You have clients and prospects, and you can’t rely on them coming to you for what they think they want. You have to approach them to suggest what they need if you want to prove your worth.

You are not a fire fighter. You are the fire marshal. This chapter will enable you to:

  • Determine your value proposition;
  • Identify your buyer;
  • Establish routes to reach that buyer;
  • Achieve conceptual agreement; and
  • Create a proposal to close business.


There are three critical factors to embrace when attempting to market professional services: (1) What’s the market need? (2) What are your competencies? and (3) What is your passion? When Michelangelo was supposed asked how he could have envisioned and created the extraordinary David sculpture, he replied, “I simply cut away everything that didn’t look like David.” If you “cut away” all that you are not passionate about and terrific at doing, you’ll create an “art work” of your career.

What Is the Market Need?

This is the essence of marketing. There is sometimes a pre-existing need. These are “evergreen,” such as strategy, leadership, team building, and so forth. There is often need you create, such as pointing out that people working remotely require a different kind of motivation and affiliation approach. Finally, there is need you anticipate, such as the cultural melding of probably acquisitions. Those are three sources of needs, with only one not of your creation.

A value proposition is always a benefit for the potential client—an outcome, not an input—and never a description of your methodology. For example, here are good and poor value propositions:

Good                                                    Poor

  • Improve retention of core talent            • Perform exit interviews
  • Decrease time-to-market of new            • Assess marketing/sales relations
  • Cut customer response time in half • Buy new software
  • Merge acquisition and parent cultures • Run focus groups for new people
  • Improve customer response time            • Create customer survey

Recommended Resources

  • Free articles and podcasts and videos:

  • YouTube Channels

  • Discussion Groups:

  • Speech at Harvard:

The Worley Agility Factor: A new and dramatic way to look at OD…Thus a peak quote from my 4th edition.

October 27, 2014

Roland’s prelude:

I saw “someplace recently from Worley that said that our current approach to change management and organization development is archaic and outdated.  An my investigation of his new concepts I have come to agree with him.

I would suggest you purchase his new book called the agility factor if you want to know more.

In the meantime here is  the first few words of an extensive insert into our fourth edition.

Agility is the new hot thing now.  I’m starting to see it in the media in commercials i.e.  the new agile BMW or  at my health club.  “transform yourself to become a new agile person.”!


The term “agility” and its synonyms, resilience, adaptability, nimbleness, and flexibility, are bandied about organization hallway conversations, board meeting discussions, and leadership retreats. But the term is rarely defined and there’s been little description about if and how organization development (OD) and agility are related.
Agility is an advanced organization capability that allows an organization to respond in a more timely, effective, and sustained way than their competitors when changing circumstances require it. My colleagues and I created the Agility Pyramid to operationalize the capability. Being an agile organization requires a set of agile routines, differentiated capabilities, and management practices (Exhibit 1).

Exhibit 1 – The Agility Pyramid

At the top of the pyramid, the routines of agility represent an institutionalized ability to do different things or do things differently when and where they create a performance advantage for the firm. They include strategizing in ways that keep the organization aligned to marketplace demands over time, structures and processes that support accurately perceiving changes in their external environment, testing possible courses of action, and implementing changes in products, technology, operations, structures, systems, and capabilities. The capabilities level in the pyramid describe the ability and capacity of an organization to get certain things done. Organizations that can identify, develop, and implement ways to be better, faster, or cheaper than their competitors are able to achieve better than average profitability. At the base of the pyramid are the familiar “good management” practices associated with, among other things, being able to set goals, structure productive activities, develop capital and operating budgets, and reward employees in a systematic manner. Agile organizations have management systems that are designed to operate at a faster “clock speed” and change easily even as they deliver effectiveness. For example, goal setting processes occur frequently, resources are allocated flexibly, and incentive systems reward execution, change, and behaviors that align to corporate mission, purpose, and values. Leadership is defined as an organization capacity.

The Agility Pyramid represents a new way to think about OD…….”

On a personal note,  my daughter just started this week to study with Dr. Worley in the famed and most recognized global organization change program in the world. Pepperdine!   She is very excited.  She just texted me and said that she is changing her mindset and practicing new behaviors.

Link to a free copy of my 23rd edition of competencies for change agents leading organization change

October 26, 2014

Maja added one on mindfulness and Mubeena ( My Dubai Associate) will add another on the being obsessively sensitive to local culture.

By the way, I believe these competencies are universal and fit in any country, in any industry with any challenge.


Look at these amazing large group videos

October 23, 2014 

I started Paul out in large groups in San Francisco 20 years ago.

He will be making a video for our Fourth Edition sharing what he is up to.

Notice! One group has 3,000 people interacting.


I help my clients transform themselves in context of them Transforming systems.

October 23, 2014

Self transformation starts with diet. Yesterday I was asked by a client in Dubai for advice on their diet. Here is a wisdom for all of you. Paul Bragg is mentioned. I studied with him in the 70’s. Eat better. Exercise more. ( INVERT YOUR BODY) Breath more fresh air. Soak under the sun. But most important have positive thoughts.


Join me in Dubai in December and in the year 2020 for one of the greatest events in history.

October 15, 2014

Seminar: New Frontiers in Organization Change

  • Saturday, December 6, 2014

    8:30 AM to 5:00 PM

    Near Burj Khalifa Metro Station, Dubai (map)

  • Roland Sullivan, International Change Specialist and Author of Wiley’s “Practicing OD” will be visiting the UAE from December 3rd to 12th. He is considered one of the original 100 Change Agents of the world!

    We would like to invite members of this meetup for a paid workshop in Dubai on Dec. 6 and in Abu Dhabi on Dec. 12, 2014.

    The seminar builds on the free webinar available on where we have an engaging discussion on why most Change Management initiatives fail, among many other hot topics like competencies, culture, and organizational identity.

    The following results are expected from this seminar for CEOs, Internal Change Agents, HR Managers and Division Leaders:

    •  Understand the relationship of ‘Change Management’ to ‘Organization Development’ 

    •  Discover the most updated Change models you can apply in your organization 

    •  Learn from an international case study that effectively uses change methodology

    •  Hear about the trend of the future in managing organization-wide change for the Middle East

    •  Gain an understanding of the competencies required to be a Change Agent

    •  Receive expert guidance on your specific Change Management challenges

    The 1-day seminar will be facilitated by Ms. Mubeena Mohammed, Founder & CEO of Scholar Consultants, and Mr. Roland Sullivan, our OD Specialist since the 1960s.

    To register your interest please email [masked] with Subject: Meetup Seminar

    And don’t forget to sign up for our free webinar recording on —

Skillrater is just what I dreamed of to support my Whole System Transformation Work

October 13, 2014

Newest Innovation in Performance Appraisal named a Top HR 2014 Product Winner will be named a HR Magazine 2014 Top Product Winner today. This new HR product is dubbed one of the newest and most innovative products in performance ratings and appraisal.

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Las Vegas, NV (PRWEB) October 08, 2014 named a Human Resource Executive Magazine Top Product Winner at its HR Technology Conference. For more than 25 years, Human Resource Executive Magazine has recognized excellence and innovation in the HR vendor community with its Top HR Products.

Human Resource Executive has been evaluating HR products and conducting this competition for 26 years,” explained David Shadovitz, editor of Human Resource Executive. “Our goal has always been to identify products and services that clearly offer value to the HR community while demonstrating innovation. Skillrater provides one of the newest and most innovative products we have seen in performance appraisals combining a strong coaching process and an employee and employer-led anytime 360-degree assessment, with less rating to reduce rater fatigue, the use of positive dialogue in the form of appreciation and advice, and social threaded discussion to enable employees and all stakeholders help each other get better over time. It empowers and trains employees to become coaches to each other and investors in their own careers thus creating a self-sustaining learning organization.”

The HR Technology Conference is the world’s largest Expo of HR technology products and services – many vendors choose to announce their latest products for the first time at HR Tech. Executives and business owners compare and contrast the latest solutions from leading vendors in every category, as well as start-ups.

Each year the Conference hosts the foremost industry experts, thought leaders from major and emerging HR consultancies, software vendors, senior HR executives, HR Generalists, HR Systems leaders and more.

“I am truly honored to receive this award from the prestigious Human Resource Executive HR Technology Conference. I appreciate HR Executive’s validation and research behind the award, as well as the care they put into understanding skillrater’s essence and purpose. Thank you, HR Executive for honoring and recognizing us, on behalf of the developers, and 10’s of thousands of hours of hard work completed by the skillrater staff.” said, Louis Carter, the lead developer and concept innovator of skillrater and CEO of Best Practice Institute, Inc.

Skillrater is a seamless, enhanced performance appraisal platform that enables a person to visibly meld and integrate all of their skills, rating their proficiencies and advice recommended by peers and stakeholders within projects and creating new social circles on the fly across all of their company, clients, social networks, and creating a unique ecosystem within each client. Skillrater allows effortless communication and collaboration with company and client contacts. Skillrater’s managed collaboration promotes more productivity as well as innovation and unique problem solving. Skillrater is on the leading edge of providing a more satisfied and productive workplace. Skillrater allows management to develop a personal objective data profile for each employee, which can be used to identify top performers in specific skill sets.

“Skillrater is a great tool. Leaders and managers are going to fall in love with it. There is no better way for organizational leaders to track talent data. Skillrater gives you a simple way to request receive feedback on what you are doing, while building an in-house social network to discuss the feedback. The ability to customize Skillrater around the desired competencies of your organization is brilliant.”

  • Marshall Goldsmith, recognized as one of the top ten Most-Influential Business Thinkers in the World and the top-ranked executive coach at the 2013 biennial Thinkers50 ceremony in London and author of What Got You Here Won’t Get You There – a Wall Street Journal #1 business book

Focus on Leadership Development in Globally Dispersed Workforces

“Our goal is to create a social circle within an organization that is focused on helping employees coach each other improve their skills and improve performance,” Carter said.

Studies have shown 360-degree feedback is an effective way to help workers identify their strengths and weaknesses, including blind spots in which they need further development. Skillrater’s convenient online platform, along with the addition of research in neuroscience regarding the effects of positive dialogue on performance, makes Skillrater a powerful leadership development tool for dispersed or collective learning environments.

Skillrater Benefits for Corporate Users

For senior talent management executives, Skillrater provides a remarkable way to track the job performance, skill sets and leadership development of dozens, hundreds or even thousands of employees spread out across a national or global workforce. For years, connecting the right employees with the right tasks has been the elusive aim of talent management. With Skillrater, when a particular skill set is needed for a particular task, a manager can search on those specific skills, and then read fresh feedback on recent projects, including not only numerical ratings but subsequent comments and discussion. That is rich, valuable talent data, which Skillrater puts at executives’ fingertips.

Managers from different divisions may customize their own groups to have specific skills or competencies that are important for success on-the-job. Users can select these group skills when requesting ratings to get targeted feedback that meets the need of the department head or head of leadership development. The ability to customize skills is critical to an organization’s success, making this a key feature of Skillrater’s enterprise membership level. Employees, stakeholders and even customers are able to have continuous threaded discussions within the enabling them to become coaches to each other and the organization. This creates a self-sustaining learning organization.

VPs of leadership development have the ability to set up action learning groups with specific action items. Group members work together online to achieve goals and get ratings on the skills that will make them most successful on the action learning project. Changes in behavior and actual project results may be tracked over time, proving the ROI of the leadership development program.


Best Practice Institute is an award-winning leadership development center, think tank, peer network, research institute and online learning portal with more than 10,000 corporate and individual members around the world. Corporate members include Walmart, Tyco, Pfizer, Hilton Hotels Worldwide, Humana, Novelis, BP and many more of the world’s top corporations. BPI is based in West Palm Beach, FL, and is on the web at BPI is ranked as one of the top ten “Best in Leadership Development” by Leadership Excellence Magazine.

Louis Carter is the founder and CEO of Best Practice Institute. Carter is a social-organizational psychologist, concept innovator, entrepreneur and a highly regarded authority on learning, talent, leadership development and change. He is the author or co-author of 11 books and a regular contributor to Fast Company, Chief Learning Officer, Talent Management, and Training Magazine.

For More Information or to schedule an interview, please contact Christi O’Neill, VP of Research at: 800-718-4274; christi (at) bestpracticeinstitute (dot) org

3 System Wholies from a conversation just now with Professor Koestenbaum

October 13, 2014
  1. Process without content is empty
  2. Content without process is useless
  3. Deepening process doubles results

Peter and I just made some incredible videos

Here are the links:





Client BPI CEO Mr. Carter is now ( 11:17) flying to Las Vegas to receive award

October 8, 2014

As some of you know, I am the transformation officer of BPI

Our client internal change agent Olga and I co-created a technology that would support my Whole System Transformation work.

It has been tested and now will be awarded one of the top ten technologies to support human talent in organizations.

More to come!

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