Archive for March, 2016

Contemporary Peter Block Video… I say Peter is the best Change teacher in the world.

March 25, 2016


As I was inviting Peter Block to keynote or better yet to guide a conversation for hours at our upcoming Asian OD network conference in Bali, I ran across this video. I believe that it’s important to assimilate for anyone who was serious about change management.

Peter was perhaps one of the most successful consultants in organization development and change in the world in the 70s and 80s. He was at Esso when the first internal change group was established from the leaders of National Training Laboratories like Shepherd and Bob Blake and Argyris.

Now he travels less and spends a lot of time applying what he’s learned in 50 years changing organizations to his local community in Cincinnati Ohio.

His current sharing of the principle of “Changing the conversation. Changing the culture” still applies to what we are doing in the organizations today.

Enjoy his Humour.

This is especially relevant for me because I am entering also into Ohio and the Great Lakes with a whole system transformation effort. Peter will be one of our content foundations.

From the site : “With irreverent humor and unmistakable love for humanity, Peter provides the basis and protocols for the Small Group methodology of community engagement, along with inspiration for the restorative movement.

“Get over this notion that there’s something wrong with me, or that those people need to change. How are we going to create an alternative to the world that we’ve inherited? To me, that’s restorative.” —Peter Block, Citizen of Cincinnati, Ohio, USA


Link to Essential Peter Block video 

Not to be missed paper by my hero, Dr. Passmore.

March 11, 2016

Link to a contemporary change paper.

If you are interested in organization change, then this is a must read.

I started being influenced by Bill back in the 70’s.

Back in the day when I was editing the Practicing OD Series, I asked a change conference who the up-coming authors were. Bill ended up number 1 in my poll.

The download has links to a couple of his other fine papers… especially around executive leadership.



The World of Change Management is starting to support my ideas of 30 years.

March 6, 2016



I strongly agree with action one around facilitating change from the perspective of the whole. I’ve been saying such as a broken record or chant since the 70s.

Link to “I strongly agree with 5 of the 6 points.”

I also agree with all of the other actions except one.

I believe the day of facilitation of change is over until. And certainly change management is an oxymoron. Beckhard was first to use the word management of change in any publication. He and Sheppard and Mcgregor changed it to organization development because Dick discovered that the change world cannot be an autocratic top-down and cascaded  venture. The total organization needs to be involved that’s why he termed it “organization”.

On another note,  I believe we  first create an identity and paradigm shift through transformation then we can start using all the wonderful change management tools and activities we have.

When I started this field, I used every tool that was ever published by Jack Fordyce. It was the first tool book on organization change.

As I grew in my confidence, I started custom creating tools with the system. Yes,  there are a few tools that I always use like the Dannemiller “Open forum.”  For me, the focus is not on tools. It is first on helping the internal change agent and the CEO transform and then model transformation for the entire system.

People must become different before the system will change.

When one is dealing with transformation, one can never predict the outcome. The very nature of a live real conversation with the whole system can never be determined before one starts.

Thus, by the very nature of  transformation, it is impossible to predict the outcome.

No longer can we plan to change says the latest change academics. (Worley and Cummings) 

We need to facilitate transformation and change and not plan and do the plan. 

It must be done  in the here and now.  We cannot say this is the planned change that we want one year and then go after it.  Tthe world of change has spent 40 years doing such.  We now must shift.

I like the articles one statement about “stop managing change as a collection of projects.”  I had one organization recently where they had 77 different huge change efforts going in the organization.  There was no integration or harmony. Such a venture creates a lot of change fatigue.

In my model,  I have a strategic transformation office. They report directly to the CEO. Their job is to advise him or her on the entire change journey. With the CEO and the core executive  team, they set in motion via the internal transformative change agent the harmony or oneness and interdependence that’s needed by the whole system.

And something I do not see much of these days on LinkedIn is the work in large groups.

I believe we need to bring that competence back. Is faster, cheaper and deeper.

As my millennial daughter who is leading changing an organization next week in Beijing says at the age of 27.  Just my two cents.

%d bloggers like this: