Archive for November, 2016

Values and Family Business: Differentiating Organization Change from Change Management

November 14, 2016

Yesterday, I blogged about a recent student and client, Jen Todd,  hitting the bell of  phenomenal success.  Now, here is one of my students from the 70s becoming famous in Europe. Dr. Randel Carlock was a student of mine at the University of Minnesota.  He then became one of my first clients where we published utilizing Whole System Transformation (WST).  We transformed his entire chain, Audio King.  All six or 700 employees were involved.  We staggered the two summits so that half of the people were back serving customers.  One practical action that came out was simply that, each customer was to be greeted within four seconds of walking in the door.  So much occurred. Randy  received standing ovations. Individual, team,  store and system-wide actions and commitments were established with a measurement system.  All became one heart and one brain. Randy became closer to his employees than ever before.  He radiated as a leader.  Everybody loved Randy. Everyone was excited about executing the  new vision just created by the executive team in Phase 1 of my intervention.

Managers  who utilized and practiced the new values that we co-created went on to be stars at Apple or Best Buy!!!

For those of you who know me.  I am all about values and valuing and letting the values of the group naturally emerge rather than impose like most HR people do.  This is a beautiful article  on values and the family business. Most of our organizations today are family owned businesses.

And  to say the least,  I’m so proud of a previous client as well as a student, Dr. Randel Carlock, who is making his mark big time in the world of change.  It looks like my obsession with values sunk into Dr. Carlock’s consciousness.

Click here to view a video and article

Here in my usual stream of consciousness mindset is a link to Change Management Standard which I believe do not have the ability to harmonize work with values and culture.  For example, Peter Block says that organization change must be about  relationships.  Relationships are value ladened.  If I recall,  the word relationship only appears once in the context of human dynamics in the standard for change management.

I believe that the focus on values is one of the differentiators  between change management and organization change.  We deal with the emotional intelligence of a system.  We are not trainers. We are process people.  We are not quality circles  on  steroids from the 80s  with modern project management tools losing employee energy in problem-solving.  I realized that there is less focus on problem-solving today than there was yesterday.  And change management is finally starting to understand agility   and not be so focused on tools.

For a link to the first of 15 videos,  search YouTube “Standard for Change Managment Sullivan.”

or here is the link to the prelude:

The crucifixion of change management!

These videos were prepared as a response to an invitation for feedback from the standard planning and designing committee.  My heart is totally behind them.  I’m just trying to bring in the influence that I received from 50 years of working with the masters of organization development in the Kurt Lewin legacy.  Values always surfaced deeply in the T-Group.

One of my recommendations was to cut out the 40 or so steps that were to be taken before anyone even started a change management effort.   I counted the cost of such of the people’s time and the consultant cost.  We were into the hundreds of thousands of dollars before we even started.  My process has the executives by the heart within three hours of their time.  Such happens from working in the field every day for 50 years.

Change management was allegedly created by engineers.

But I still love Scott Ross, who invited my feedback,  just the same,  he really has his heart in the right place.  He and his wife  are so  authentic and well-meaning.



Are U interested in being a change maker? If so, here is a super lab with my pal, Jen Todd.

November 12, 2016


My comment to this video:

Fantastic. Jen is super. Jen & I transformed Allstate. She is one of those people that is most closely aligned with who I am. So if this speaks to you, do not hesitate to attend. Jen and I are transforming economically poor women in Africa with my Whole System Transformation (WST) separately.



She talks about going non-stop as a corporate change agent. I go non-stop serving. I meditate when I am not working. I watch no TV. Even have given up my Minnesota Vikings. I love Jen and everything she is about. She is one of the best OD consultants that I know. Her small daughter is a joy. My daughter looks up to her.


Click here to view the incredible invitation.

Experience her honesty and her energy!!!


Jen was the person I transferred my WST to in the case below:

Case #2: Allstate ORGANIZATION DEMOGRAPHIC • The company is the nation’s (USA) largest publicly-held personal lines insurer and provides products to more than 17 million households. • The Customer and Enterprise Services (CES) group served as a pilot group. • It includes most of the organization’s call centers and back office functions that delivers crucial services to both premium-paying customers and internal business units. • It works with more than 220 million customer interactions each year CHALLENGE • The end customer and internal business clients were asking the CES group to change. • Customer loyalty and satisfaction had been stagnant at best and needed improvement in direct sales/service and product support. • The business clients were asking for CES to improve cost effectiveness and support them in meeting their business goals. • It was clear their customers and clients had become very dissatisfied with their support. PROCESS See figure 1 RESULTS • Six million USD was spent on the intervention. A measured 100 million was realized. • The customer index went up from 77 to 84%. A new transformation department was created of now 20 internal transformation consultants.


Email me if u wish the publications of this case.






An authorative outlook for Aisa- 2017.

November 10, 2016



2017 Outlook of Asian companies

Skimmed this. May be useful for those leading change in Asia.

I just learned in David Rock’s leadership Summit

link to neuroleadership Summit

that we really can not plan out to the future like we once did. To0 much change happening. I think we need to plan with a critical a mass of the organization what we are going to do NOW.

All and all. We have a wonderful future.  whole system transformation will speed up the path to the wonderful future.

With my wonderful pals from Asia. My heart just jumps when I see them. They are so innocent. So curious. So trying hard to make it. They are plowing the ground for a  wonderful India-2020.  My friend on the left had the most wonderful personal transformation in our executive team intensive.





Free Great Organization Change Webinars certified by Roland (LOL)

November 4, 2016

Trust me. These will be good. Here is the link to register .

Look forward to the IODA and Asian OD Network collaboration putting on the Third  World Wide Organisation Change Summit at the  most beautiful campus in Thailand at Assumption University in 2020. 

And join us for the Asia OD Network Summit October, 2017 in Bali. Yes. Bali. Peter Block and Barbara Bunker and the top CEO of the largest  bank in Asia will keynote. ISODC is co-sponsoring with AODN. 


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