Author Archives: crosbyod
T-group as Cutting Edge: Today? Really?
An edited version of the following appears in a recent edition of the ODPractitioner The author, Robert P Crosby, is trained by the founders of Organization Development (OD). His first “Training-group” (T-group) was in 1953 followed by “Train-the-Trainers” with Lippitt, … Continue reading
Posted in Organization Development, T-Groups
Tagged Culture Change, Lewin, OD, Organization Development, Robert P Crosby, T-Groups
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Change Management – Are You Managing Change or Avoiding Reality?
Change management is not something you do, it is something that IS! It is happening each moment of each day in all workplaces. Of course there are tasks and methods to learn that can help, but every work place in … Continue reading
Leaders Lead…and Manage
It’s often said that leaders lead and managers manage. From my perspective, if a leader doesn’t “manage”…if they don’t organize the system to pull off their vision by essentially clarifying who’s going to do what by when and then holding … Continue reading
Leaders must add “structure”
I colleague recently asked: “I invite you to share more of your structure-based approaches that you have used to convert or help each type (theory X and theory Y). I would like to learn more.” To which I replied: The … Continue reading
Posted in Leadership
Tagged Authority, Culture Change, Gil Crosby, Leadership, McGregor, Theory X and Theory Y
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Examples of Work Culture Shifts
From: Finding fault and Blame To: “Make it work” – Take responsibility From: Language of “I’ll try” To: “I’ll do it” From: Low trust and morale To: High trust and morale From: Low concern for safety … Continue reading
Tuckman – Navigating His Stages: Leading Groups from Forming to High Performing Post #6 (Final)
Continued from an earlier blog entry: Stage Four – High Performance/Self Renewing Activities High Performance is not a given, but if you have followed the path we have outlined thus far, it is likely. By successfully influencing your group dynamics … Continue reading
Navigating Tuckman’s Stages: Leading Groups from Forming to High Performing Post #5
Continued from an earlier blog entry: Stage Three – Active Norming As an active leader, if you have followed our guidance, you have already established “norms” by now of inclusion, dispersed participation, and of calmly and intentionally surfacing differences. There … Continue reading
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Tagged Culture, Culture Change, employee involvement, Group Dynamics, Leadership, Tuckman
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Navigating Tuckman’s Stages: Leading Groups from Forming to High Performing Post #4
Continued from an earlier blog entry: Stage Two – Constructive Storming/Managing Differences As mentioned, storming, while a handy word because it rhymes, tends to evoke unfortunate images of dramatic conflict. We’ve witnessed faculty in a graduate program actually get upset … Continue reading
Navigating Tuckman’s Stages: Leading Groups from Forming to High Performing post #3
Continued from an earlier blog entry: Dispersed Participation Dispersed participation means tapping into the minds of all who are in the meeting and encouraging that they become engaged. It is living the value of wanting everyone’s opinion and knowing that … Continue reading
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Tagged Culture, employee involvement, Gil Crosby, Group Dynamics, Leadership, Tuckman
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Navigating Tuckman’s Stages: Leading Groups from Forming to High Performing post #2
Continued from an earlier blog entry: Stage One – Inclusive Forming Even if you all know each other you still must form as a group. There is no skipping stage one, though of course if you’ve worked together often and … Continue reading
Crosby & Associates Leadership and Organization Development Blog 