Tag Archives: Organization Development
Putting Your Skin in the Game: The OD Practitioner as Organizer
The following is an excellent description of Crosby & Associates’ approach to Organization Development (OD), written by our founder and reprinted from the OD Practitioner, Vol 27, #2&3, 1995. It is also a solid guide for sponsors and agents of change: Some 20 … Continue reading
Leadership, Authority, and Emotional Intelligence – A Case Study from the PECO Nuclear Turnaround
Abstract: The following is written from a practitioner’s point of view. The hypothesis is that organizations that respect the role of emotion in human systems, in concert with other variables such as role, goal, and decision clarity, will meet or … Continue reading
Posted in Change Management, Culture Change, Emotional Intelligence, Leadership, Organization Development
Tagged Authority, change management, Culture Change, employee involvement, EQ, Leadership, Leadership Development, Nuclear, OD, Organization Development, Robert P Crosby, Systems Thinking, whole systems change
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A future of Organization Development (OD)
Despite the ancient wisdom, “there is nothing new under the sun,” many OD practitioners and their customers seem to be addicted to finding what is “new.” This habit has been manifested over the past few decades through a constant stream … Continue reading
T-Group as Cutting Edge Post #5:
Implications for OD Practice The first major implication from what I have written above is that team and even some leadership development, not just T-group training, needs to be done with intact groups. This minimizes the problem of transfer of … Continue reading
Posted in T-Groups
Tagged Authority, Culture Change, Lewin, OD, Organization Development, Robert P Crosby, T-Groups, whole systems change
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T-group as Cutting Edge Post#4: T-group Innovations: Our “Tough Stuff” Model
Our “Tough Stuff” trademarked name is true to the essence of the original laboratory training, but adapted to highlight workplace relevance. Our unique T-group innovations are interwoven throughout each Tough Stuff event. Each location we help transform has Tough Stuff … Continue reading
Posted in T-Groups
Tagged OD, Organization Development, Robert P Crosby, T-Groups
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T-Group as Cutting Edge Post #3: Differences Between “Stranger’ Groups and “Intact” Groups
Almost all T-groups have been composed of people meeting each other for the first time. Thus they were called “stranger” groups or laboratories (“laboratory training” was an early common term for the workshop that included T-groups). Even in corporations like … Continue reading
Posted in T-Groups
Tagged OD, Organization Development, Robert P Crosby, T-Groups
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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
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
Crosby & Associates Leadership and Organization Development Blog 