Posts Tagged ‘Whole System Transformation. 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

Advertisements

Our Second Edition of Change Champions has been out only one week and is already in the top 50 Organization Change books.

July 27, 2013

Our Second Edition of Change Champions has been out only one week and is already in the top 50 Organization Change books.

Many of the great OD gurus write in it like Schein, Oshry, Katz, Burke, Cooperidder, Koestenbaum ( #1 business philosopher of all time), Weisbord, Owen, Axelrod, Ulrich, Goldsmith, B. Johnson, Rothwell, Balasi, Janoff, Warrick,  Dannemiller team ( Eggers), Kimball and so forth. 

 A highlight for me is Burke’s chapter on his four phases of leading organization Change:

  1. Pre-launch
  2. Launch
  3. Post Launch
  4. Sustainment

 This is his clearest summary ever.  Burke said at a recent presentation that 70% of change efforts fail. Why? In my mind because canned tools are depended on entirely too much. Greater success would occur if Change Agents understood Schein’s process consultation and practiced Burke’s phases. Since he first unveiled the phases at an Academy of Management presentation, I have used his 4 phases as the foundation of my Whole System Transformation Methodology.

It just might be so that Warner Burke has authored more popular Organization Change books and chapters than anyone. I also suggest one read his latest edition of “Organization Change.” Another book that I highly recommend is Weisbord’s latest edition of “Productive Workplaces.” And of course, the new book just out by Schein titled “Humble Inquiry.”

 

 

Dubai Podcast with Emma on Whole System Transformation

July 25, 2013

Dubai Podcast with Emma on Whole System Transformation

An overview on how I help an enterprise become dramatically different and more effective.

An Executive Team from Dubai just transformed

One of my great Executive Teams in Dubai just Transformed. They actually look happy.

Roland's arm around Charlie who with Edie and others wrote the first book focused on Feedback

My arm around the guy who started me from National Training Laboratories (once in Bethel Main, USA.)

See a past blog for 4 videos that sum up his life as a Change Agent. His Wife, Edie, joins him. Everyone loved Charlie. He touched so many lives.

Thank you Emma for spreading the truth about Organization Change

Thank you Emma for making the Podcast and spreading the truth about Organization Change

We are living in the most exciting times in the history of the world.

A precis of Talent Management application with OD principles and practices

July 17, 2013
Accelerated Talent Management™ using Whole System Transformation™ Methodology!
– by Roland Sullivan, SULLIVAN TRANSFORMATION AGENTS
CAPix innovative partner
in collaboration with Dr. William J. Rothwell
Presentation for PSTD Foundation Inc, Manila & Cebu, Philipiines at Asian Institute of Management

Align your team with direction!

Many organizations are experiencing the need to improve the number and quality of people they attract, develop and retain so as to meet needs resulting from such issues as pending retirements, explosive business growth, or competitive problems. While talent management is usually associated with a systematic process of attracting, developing and retaining talented people, about 70 percent of all such programs fail within the first 3 years. There are many reasons for failure. Common reasons include:

– Executive leadership not completely involved and aligned around strategic workplace learning,
– Lack of clear and measurable goals,
– Lack of clear roles for different stakeholder groups (such as senior leaders, HR practitioners, operating managers, and workers),
– lack of accountability systems to ensure that each stakeholder group acts according to their expected roles to help the organization achieve its targeted talent goals
– The critical mass not engaged in the understanding and assimilation of strategic direction
– All employees engaged rather than having a program cascaded and imposed upon them

Setting up and sustaining a talent program can be challenging. Many elements must be integrated if a talent management program is to be successful. Organizations need present and future profiles of ideal performers (competency models), performance management systems that are objective and well integrated with measurable organizational productivity goals, objective promotion systems and systematic approaches to build individual and group capacity to meet future organizational needs. Creating these elements can be time-consuming and expensive. Working in large transformative summits reduce the cost and risk of failure. Software solutions alone will not work simply because they provide the means to use the existing content that must be created by the organization and its leaders in ways that are effectively tied to national and organizational culture.

One solution is to first help Executive leadership transform their attitude, behavior and direction for managing and leading the talent of the organization. Secondly we design summits with design teams representing the enterprise as a whole. Thirdly we set up a perpetual talent management journey that sustains itself long-term. Fourthly we focus on helping an internal change agent to continue to facilitate the effort with reduced dependence on external resources.

In sum, the purpose of Accelerated Talent Management™ (ATM) is to execute a systematic approach that builds commitment among decision-makers and workers while also creating the essential elements of an effective talent and succession management system that produces a thriving business.

 

To follow our dialogue and learnings join the group at Linkedin that Rothwell and I started. It is titled: “Accelerated Talent Management Utilizing Change Management Methodology”

Image

 

Rothwell with Dr. Perla, a 25 year friend who I gave the Asia OD Network Lifetime achievement award to. She is one of the leading women who has brought OD to Asia. Bill is signing our third edition text book that she uses in the Masters and Ph.D programs at Assumption University. Our next AODN Summit will be at Assumption in Thailand. 

Accelerated Talent Management ™ Utilizing Change Management (OD) Methodology

July 15, 2013

Accelerated Talent Management ™ Utilizing Change Management (OD) Methodology

ATM Manila keynote link: Come to Linkedin and join the new Penn State Group titled: Accelerated Talent Management Utilizing Change Management ( OD ) Methodologies  The link is my keynote this afternoon for the Philippines in a ying yang with my pal Professor Rothwell. 

Ask your questions. Challenge our assumptions. Offer your wisdom at the Linkedin Group. 

My profession has just transformed for the 4th time

July 12, 2013

First Transformation: Mastering small group interventions ( 1978).  Second:  Mastering large group interventions (1990).  Third:  Mastering sustainable whole system change-latest case will be in the Cummings and Worley 10th edition (2013). Fourth:  And now in the last 2 months what I believe will be the final transformation of my career.

“Helping an individual change agent transform themselves in the context of sustainable transformation of the whole system – with no cost – learn and earn.”

Of course, I utilize all I learned from the first 3 transformations.  This can be done with or without the new OD certificate from Penn State’s HRD program- rated number 1 in the USA.

Act. And have a conversation how you can benefit. I know of no one else with such obsessive focus. If you do, introduce me to them. We will learn from each other.

Addendum:  For special learning I integrate two top Professors in their respected areas: Professor Rothwell around Accelerated Talent Management and Professor Koestenbaum around the Leadership Diamond.

So in sum, I help external or interchange agents to change themselves to powerfully change an organization long term. Two specialities are Leadership and Talent Management.

The graphic below is what I do. I shift the grey to the large colored potential. Image