Author Archives: crosbyod
Staying sane in relationships in these perilous times – 10 tips from Robert P Crosby
In communication one party has an intent which is translated into words and actions which impacts the other. Because of the ‘arc of distortion’ the person sending may not send it in a way that fulfills the intent or the … Continue reading
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The Adventus Initiative: From Lock-Down to LEARNING and from Re-Set to RENEWAL
From our friend and colleague John Scherer: When this lock-down started 8 weeks ago, an HR Director in Warsaw asked me if we had anything that might be helpful to their 4,000 employees who were sitting at home. That request … Continue reading
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Work culture as a restraining or a driving force in change management
A colleague posted about the importance of effective change management in concert with project management. He lives and works in an country with an authoritarian government. According to Kurt Lewin (1890 – 1947), broadly acknowledged as the founder of organization … Continue reading
Posted in Alignment, Change Management, Cross-Functional Work, Culture Change, Gilmore Crosby, Groupdynamics, Leadership, Matrixed Work, Organization Development, Robert P Crosby, Systems Thinking
Tagged Authority, Change, change management, Culture, Engagement, Implementation, Leadership, Nuclear, OD, Performance, Systems, Systems Thinking, vision
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Feedback (Unsolicited) To Margaret Wheatley
I had the pleasure of hearing Margaret Wheatley speak at last week’s Organization Development Network 2019 annual conference. I’m a fan of physics and enjoyed Wheatley’s first book, which she mentioned came out 25 years ago. She referred to is … Continue reading
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From Conflict to Collaboration – A true T-group story
Be the change you wish to see in the world. —Mahatma Gandhi The T-Group based workshop has just begun. The 24 participants and the 3 faculty members have introduced themselves, and the CEO (who is himself participating) has briefly explained … Continue reading
OD Soup a la Crosby
An OD student recently asked about favorite OD models on a social media site. Here, with a pinch of pepper, is my reply: I appreciate Edwin Friedman for putting leadership into a systems perspective. It’s not a visual model. It’s … Continue reading
The Unaccepted Self and Becoming Who You Are
The Trappist Monk, Thomas Merton wrote: “Finally I am coming to the conclusion that my highest ambition is to be what I already am. That I will never fulfill my obligation to surpass myself unless I first accept myself—and, if I accept … Continue reading
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Crosby Style OD
I recently wrote this to colleagues in a professional OD group: Crosby Style OD develops individuals, groups, and organizations mostly through group processes that engage the people who are dealing with problems in generating and implementing their own solutions. Kurt … Continue reading
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Four Key Ingredients for Engagement and Results
The first post in Chris Crosby’s new blog! http://www.chrispcrosby.com/blog/four-key-ingredients-for-engagement-and-results
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Micro-Invalidation & Micro-Aggression: Walking the Line Between Awareness and Dogmatism/Group Think
Summary: Until all human beings are consistently treated with equal respect, concepts such as micro-invalidation are needed. However, applied loosely and then defended, such concepts can also have an unintended chilling effect on cross-cultural dialogue. I’ve been part of an … Continue reading
Posted in Diversity, Group Think, Groupdynamics, Uncategorized
Tagged Conflict, Culture, Diversity, Groupdynamics, Groupthink
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