Category Archives: Groupdynamics
Dialogue versus debate
A colleague of mine posted the following after listening to my most recent podcast: While there is a difference between debate and dialogue in many cultures, in other cultures it is more blurred. Three examples will suffice. The Dutch are … Continue reading
Posted in Emotional Intelligence, Groupdynamics, Organization Development
Tagged Communication, Culture Change, Leadership
2 Comments
View from a target: Before and After – A Union VP meets Applied Behavioral Science
This post is the first of several that consist of transcripts of conversations with frontline workers, inspired by the audio histories complied by the late Studs Terkel. My intention here is to let the workers speak for themselves. You can … Continue reading
Lewin on Racism: The Methods Exist, The Will is Required
The tools exist to greatly decrease racism in the United States. The time has come to use them. Social Scientist Kurt Lewin (1890-1947) demonstrated that “incorrect stereotypes” (prejudices) are functionally equivalent to wrong concepts (theories),” and could be changed through … Continue reading
Posted in Culture Change, Diversity, Gilmore Crosby, Groupdynamics, Lewin, Organization Development, Racism, Systems Thinking
Tagged Change, Culture, Diversity, Gil Crosby, Lewin, OD, Racism
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 Authority, Change, change management, Culture, Engagement, Implementation, Leadership, Nuclear, OD, Performance, Systems, Systems Thinking, vision
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
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
Leave a comment
Crosby & Associates Leadership and Organization Development Blog 