Category Archives: Change Management

Keys to Success (in Citizen Involvement)

A new article by our founder on his application of OD to citizen involvement in government! https://www.spokesman.com/…/2021/aug/03/keys-to-success/

Posted in Change, Change Management, Citizen Involvement, Community Organizing, Organization Development, Robert P Crosby | Tagged , , , | Leave a comment

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 , , , , , , , , , , , , | Leave a comment

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

Posted in Change Management, Culture Change, Emotional Intelligence, Gilmore Crosby, Leadership, Organization Development, T-Groups | Tagged , , , , , , , , | Leave a comment

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

Posted in Change Management, Cross-Functional Work, Culture Change, Emotional Intelligence, Friedman, Gilmore Crosby, Groupdynamics, Leadership, Matrixed Work, Organization Development, Robert P Crosby, Systems Thinking, T-Groups | Tagged , , , , | 1 Comment

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

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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 , , , , , , , , , , , , , , , , , , , , , , , , , , , , , | Leave a comment

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

Posted in Alignment, Change Management, Cross-Functional Work, Leadership, Matrixed Work, Organization Development, Systems Thinking, Uncategorized | Leave a comment

Addy Clip #2 – Key Factors in Engagement

High performance is possible in any organization. In this brief video (5 minutes), the second in a series, our founder explores the steps taken to engage work groups.

Posted in Change Management, Culture Change, Leadership, Organization Development, Robert P Crosby, Safety Culture, Survey Feedback | Tagged , , , , , | Leave a comment

Authority & Performance: Addy Clip #1

High performance is possible in any system with the right blend of clear authority and engagement. In this brief video (9 minutes and 15 seconds), the first in a series, our founder explores the steps taken that have led to … Continue reading

Posted in Alignment, Change Management, Culture Change, Emotional Intelligence, Leadership, Organization Development, Robert P Crosby, Systems Thinking, T-Groups | Tagged , , , , , , , , , , , , , | Leave a comment

Tuckman Revisited (Again)

I’ve always found Tuckman’s model of group development (form, storm, norm and perform) useful in understanding group dynamics. As with any individual, group or cultural awareness, if you are unaware you are more likely to be swept along in predictable and counter-productive reactions; … Continue reading

Posted in Change Management, Emotional Intelligence, Leadership, Organization Development, Systems Thinking | Tagged , | 1 Comment