Author Archives: crosbyod
How Not to Implement Change
Take a hands off approach. Keep your distance. Don’t explain the “why” of the change. Handle “resistance,” by putting people through training so they will “embrace change” (“Who Moved My Cheese” being a prime example). “Hold people accountable to embrace … Continue reading
Posted in Change Management, Gilmore Crosby, Leadership
Tagged change management, Leadership, vision
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The Limitations of Traditional Leadership Programs
The most recent book by Organization Development (OD) master practitioner Gilmore Crosby, entitled Leadership Can Be Learned: Clarity, Connection, and Results, describes how leaders can be more effective in their interpersonal, group, and large-system interactions. During a recent conversation about his book, … Continue reading
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Leadership Can Be Learned Video
Join the author as he describes his second book!
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Leadership Can Be Learned, Gilmore Crosby’s new book, is out!
The following is excerpted with permission: Introduction Despite all that has been written on the subject, the premise of this book is that leadership is poorly understood because human systems are poorly under- stood. Like the paradigms of old, which … Continue reading
Posted in Alignment, Change Management, Cross-Functional Work, Culture Change, Emotional Intelligence, Friedman, Gilmore Crosby, Leadership, Lean Manufacturing, Matrixed Work, Organization Development, Safety Culture, Systems Thinking
Tagged Authority, Change, change management, Conflict, Culture Change, Emotional Intelligence, Engagement, EQ, Forming, Friedman, Gandhi, Group Dynamics, Implementation, Leadership, Leadership Development, Lewin, Nuclear, OD, Organization Development, Patton, Performance, Personality Theory, Reptilian Brain, SAT, Supervisory Skills, Systems Thinking, Tuckman, vision, Wallen, whole systems change
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Matrixed Work, Authority & Hierarchy
I recently posted this to an OD group: I wrote this in the middle of the night last night, not specifically as a response to this string, but it is relevant. I was actually stimulated by my search, with the … Continue reading
Stretch goals versus continuous improvement…a false dichotomy
A consultant named John Reeve posted the above picture on linkedin with the title “Continuous Improvement may lead to Mediocrity.” I agree, but fear this will become one more typically oversimplified consulting message, such as “core competencies” (which led to companies … Continue reading
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Our founder, and father, Robert P. Crosby, on his mentor, Howard Thurman.
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360 Anonymous Feedback – Is it giving your organization the blues?
Every organization I am familiar with in the US and abroad conducts 360 anonymous feedback for people in leadership positions (90% of all companies according to an ETS 2012 study). This holds true despite data indicating lack of results and other … Continue reading
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T-Groups Applied to Industry
Posted in Culture Change, Emotional Intelligence, Leadership, Organization Development, Robert P Crosby, Systems Thinking, T-Groups
Tagged Authority, Culture, Culture Change, employee involvement, Engagement, EQ, Group Dynamics, Leadership, Leadership Development, Lewin, OD, Organization Development, Robert P Crosby, Systems Thinking, T-Groups
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Generative Power
The following is an excerpt is from Chris Crosby’s upcoming book: Organization Alignment: Authority, Power, and Results Generative Power The intersection between authority, power, and love is where you will find a critical ingredient as to whether your organization is … Continue reading
Crosby & Associates Leadership and Organization Development Blog 