Posts Tagged ‘Roland Sullivan’

AODN Certificate on Whole System Transformation (TM): First of 50 videos

June 4, 2018

 

The purpose of  video 1 is to share deep personally my relationship with Whole System Transformation (WST) or the “WHY” of my 50 year legacy transmit. The theory, “WHY” and practice will follow. Dr. Parker, my personal physician, and Geoff who is learning WST gave me feedback on my first draft video. I have incorporated their wisdom.  Geoff said that I must put emphasis on “HOW” Whole System Transformation (WST)is done in the upcoming videos.  Ideally, we will become interactive with you all and learn together.

I figure I still have 5-7 years to travel. At time I will settle in Minnesota in nice weathered days and the Bahamas in the winter…all while I continue to be present around the world consulting in a hologram modality. The cost should be right by that time.

I have seen enough of the world. As I age, I wish to see/experience more of my transcendent consciousness. Just give me access to right food,  fresh air, a woods  or beach to walk on and I will be joyed.

My commitment to  Divine Life is to do my small part in bringing alive Asia with Organization Development and Transformation.

Link to my introductory video to transmit my legacy of Whole System Transformation (WST).

My videos are not for the “Masses of the Asses”, as Dr. Kendric, my social psychology professor named the common folk. These videos are not for the run of the mill agent of change. They are for those who wish to get to know me but most importantly for those learning WST with my guidance.

I oft say. An excellent professional agent of change and transformation needs the education of brain surgeon. I have such. With out being velcrowed to my hip, some may get a few ideas to develop their own practice of helping. I believe  I have answers to the counter act the great failure rate of  change work and one really never learns such without being immersed with me in a client experience. As the popular Internet Nation  Wide Insurance commercial says. “We have seen a thing or two so we know a thing or two.”

Truly,

Roland

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Weisbord’s OD History: A Snippet supporting “Whole System”

June 25, 2014

 Getting Everyone Improving the Whole

In the 1980s, inspired by conversations with Eric Trist and Ron Lippitt, (One of  Roland’s main mentors),  I found myself seeking to marry participation to Socio-Technical principles.  A series of projects I reported in Productive Workplaces led me inexorably  toward a scary conclusion.  If we truly wanted to realize values for workplaces in which productivity rested on the bedrock of dignity, meaning and community, we needed to figure out how to get  EVERYBODY IMPROVING WHOLE SYSTEMS.  I noticed that in successful cases there was an attractive goal, a leader with an itch to scratch, and some energized people who had both expertise and commitment.

I also derived  a few “minimum critical specifications”  for effective OD:  get the whole system in the room; focus on the future rather than the problem list; and set things up so that people could do the work themselves, using the skills and experience they already had. If every human deficiency had to be remedied with training before people could implement a new workplace, nobody would ever get a new workplace.

Over time, I came to understand “whole system in the room”  as people with authority, information, resources, expertise in need. When we convene such diverse groups, we effectively redefined a system’s boundaries. That was a giant step beyond diagramming “environmental demands”  on the flipchart ( a technique Roland learned from Beckhard).  People who are each other’s environment shared what they knew. Everyone came to understand the whole in a way that no one person had done a few days earlier. Through this was a structural intervention, paradoxically, many people voluntarily change their behavior.

This  phenomenon,  I believe, is the key to the success of today’s “large group interventions.”  (ABSOLUTELY SAYS; ROLAND) These structures provide opportunities for people to act in new ways.  They tilt the power balance. Then enable fluid coalitions in real-time. Most require no training. They turn “systems thinking”  into an experiential rather than a conceptual activity. They enable everybody to discover for a few hours, or a few days or a few months, how to use what they already have on behalf of a goal larger than themselves.

I put these ideas into practice experimentally for more than 30 years. Every time I ran a workshop, I saw something I had never seen before. Sandra Janoff, my Future Search Network partner for more than two decades,  and many other colleagues ( including yours truly, Roland)  are deeply engaged in this work as I write.  Their collective efforts, and yours, constitute the present for me.

 

FROM THE CHAPTER TITLED:

 Techniques to Match to Our Values:

An Idiosyncratic History

Of Organization Development

To be published  2015 by Sullivan, Stavros and Rothwell in Practicing Organization Development: Leading Change and Transformation, Fourth Edition

This essay iterates, paraphrases, and elaborates on themes from Productive Workplaces: Dignity, Meaning and Community in the 21st Century , 3rd Edition (2012).

Postscripts by Roland.

1.  Now that Dr. Argyris is dancing in the heavens, Marvin, in my mind, is the senior living most influential organization development professional today.

2. This is a first in a long series of excerpts from our upcoming Fourth Edition  of  Practicing   Organization Development: Leading Change and Transformation. I do so because Ron Lippitt , who is mentioned by Marvin, above told me personally that one of his predominant values was to “disseminate change knowledge freely”.  For those new to the profession, Dr. Lippitt  wrote the first book ever on organization change in 1957.

 

 

 

System Thinking is essential for happy organization change managment

October 29, 2013

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Today the bright Russ Briggs and the innovative Mitch Ditkoff spoke of the importance of Dr. Ackoff contribution to our world of management. We are dreaming about integrating Risk Management, Innovation and Whole Systems Transformation to help industries such as health care to minimize Risk in their world. 

My mentor, Kathie Dannenmiller used Ackoff as one of her 12 main theorists in the transformation work she initiated at Boeing and Ford in the late 70’s. 

I share these 6 short Ackoff videos for all of you that wish to start or to reinforce bringing general systems theory into your life. 

System Thinking by Dr. Russell Ackoff

Part I

http://www.youtube.com/watch?v=IJxWoZJAD8k

 Part II

 http://www.youtube.com/watch?v=UdBiXbuD1h4

 Part III

 http://www.youtube.com/watch?v=MBrEJjT-dWU

 

Systems Based improvement by Ackoff

Part I

http://www.youtube.com/watch?v=_pcuzRq-rDU

 Part II

 http://www.youtube.com/watch?v=k8g6ZoobDV4

 Part III

 http://www.youtube.com/watch?v=A25qNUxhpKQ

 

 Note the word System in the final definition of OD by the Dick Beckhard and myself.

 According to Sullivan and Beckhard; OD is “a wholistic systemic and systematic change effort, using behavioral science competencies to change or transform the organization to a new desired state” (Sullivan and Beckhard, 1999, personal interaction.

 Systemic means all parts make up a whole.

 Systematic means the intervention has a logical and synergistic interactions.

 

 

 

 

 

 

 

 

According to the above definition, very few are doing real OD. We anticipate that successful Change Consultants will more and more return to “Whole System” work.

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.

 

 

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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. 

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.

Free view of Longevity videos have been extended to July 7th

July 2, 2013

Free view of Longevity videos have been extended to July 7th

I have viewed all videos. They are agents of  change. 

Viewing them has indeed changed my life. I am making radical positive changes to my personal health culture.

Let me explain why I have included this link here. My career has shifted. It has transformed. That means that the old caterpillar has become a new butterfly. The key here is that DNA from my almost 50 year career is still the core of who I am and what I do and how I perform. 

My new mission is to help external and internal change agents transform themselves in the context of transforming and changing whole systems. No one that I know of has this same mission… especially when you understand how and why I have this as my transformed mission.

 This is where I believe change managment must go and I am starting to see the field move toward the view that I have held since the early 1970’s when I coined the phrase “Whole System Transformation.”

 Change must start with our selves. These videos will challenge dramatically any one who views them. The future is here. Soon the world will become educated on the new wholistic health scientific discoveries.

Each and every one of the world’s systems will be drastically challenged to adjust to the new transformations coming in Health, Nano-Technology and Globalization. Each and every one of us is concerned with our health. This is especially so when we are ill. These videos put us in control of our life and energy and happiness. Enjoy.

Oh the stories I have around working with David Wolf and the instigator of these conferences… Len Foley. I advised on the design of the early conferences. I am still advising Len. We need to get them to engage the people. In my world, the sages on the stage must be replaced with the guides on the side. At least, we need more dialoge with the audience from points of application table work. David suggests that participants take away a couple of action items. I want them to leave with a comprehensive family change plan. Oh well. In time the conferences will evolve. Who can argue with their phenomenal  success. 

Over 25,000 people crashed the web site from around the world for these videos the first day. Thus the offer has been extended with now a larger server. 

In any case, Len and David have really learned to transcend and work with the establishment. Dr. Hal, the number 1 change agents for dentistry in the world, here has learned with work with the establishment.  You listen to him closely and I will promise you that you will attend to your teeth in a better way. His research is just plane shocking. Yes. If some of you are like me, you have neglected your teeth or have previous tooth care that right this minute damaging your heath. 

Back to the establishment like these pioneer health care professionals have learned to master, I have learned to work with the establishment. I can authentically work with any different view. Why? Because being an effective change agent in the facilitative style I have requires me to be totally neutral. I am an Applied Behavioral Scientist.  I make no judgments non-related to process. I help all systems get in touch with their own values. I have no other motivation other than to help as long as what I do is legal and ethical. I accept all people where they are. Edie Seashore (the God mother of OD)  dramatically helped me with this (privately I will tell you the story).  I love all. Muslims, Hindus, nerds, criminals, especially the poor and even Conservative Catholics. And yes, I believe in the USA justice system and the soon coming world wide justice system.  I have learned to help anyone to become more of their ethical best.

I say all the above to prepare you for the videos. Because they will challenge each and every one of you. Most are not ready to learn and change. That is fine. You will just miss out on the new future that is here now. 

Thus…. I hope a few of you benefit from these videos.

 Some videos are better than others. I suggest you look at the presenters Bio’s first and then go to the ones that strike your highest interest first. 

Let me know if they changed your life.

CC: David Wolf and Len Foley 

Free 3 days of learning, transform your life now. David transformed my life.

June 28, 2013

Free 3 days of learning, transform your life now. David transformed my life.

This is an incredible free 3 days of learning. I read David’s very first book years ago. He has been a client of mine. These videos are free. Those of you who known me, will begin to understand why I bring special fresh organic juice and food. I do not drink alcohol, eat meat, or now even eat cooked food.

I helped design the first event you will see here years ago. I have talked to my friend Len Foley about making the experience more engaging. Get the people at tables. Reduce the lectures and help the individuals in the room transform. Have break out rooms of special interest. 

David and Len also have a web site that I have suggested to most of my clients when they get to know me. It is http://www.Thebestdayever.com. It is cheap. It allows for interaction with others. I facilitated the start up in the first year. I would stay involved but my focus in life is more on organization change. The site only costs ten usd to try for 30 days. You can download enough free material in 30 days to keep you learning for a years. 

I am on a ten day fast and  spiritual vacation in my woods here in Deephaven. My office is outside in the large screened in porch next to my hot tub and sauna. People around the world when I am on Skype can hear the birds sing.  i even have a bed here. I sleep in the fresh air.  So now I have over shared.

My wish is that all those I know will change their life for the better and then help change the world. These are times of change. There will be pockets of disaster. They will be pockets of illumination and joy beyond one’s believe. 

My new focus in my life is helping internal change agents become very effective in helping the organization transform. I invite all my clients that I coach individually to do as I do. We must start with “Self Change.”

Assimilating what this conference teaches is a first step.

BE GOOD. DO GOOD. GOOD BYE!