A few years ago I wrote a post about a missing piece of the Organisational Change Management (OCM) discourse: Mindset. Specifically, the need to state what was the essential desirable mindset that is fundamental to OCM practice. This is the OCM X Factor; X as in the very essence of its DNA (as in every…

Whoops, this is for members only. to view content. Not a member? That’s easy. Become Change Grower, Change Booster or Change Seeders now.

Read More

I’ve invested four and a half decades in trying to better understand the human landscape of change and, in particular, how our species navigates major transitions in organizational settings. I became fascinated with this endeavor long before there was a formal change management profession, and my curiosity about the subject is today stronger than ever.…

Whoops, this is for members only. to view content. Not a member? That’s easy. Become Change Grower, Change Booster or Change Seeders now.

Read More

A collective imagination can be said to exist when a group of people share common and binding symbols, concepts, memory, and, of course, imagination – the ability to mentally sense or envision things. Collective imagination groups to imagine alternative futures or ways of doing things or to make sense of the world they live in.…

Whoops, this is for members only. to view content. Not a member? That’s easy. Become Change Grower, Change Booster or Change Seeders now.

Read More

I’m a fan of the Cynefin Framework [1]. I apply the Cynefin in my professional practice. I often share about the Cynefin with OCM practitioners as a very useful tool to add to their knowledge and tool sets. I often have to explain the pronunciation of the Welsh word: It’s like ku-nev-in; and not like…

Whoops, this is for members only. to view content. Not a member? That’s easy. Become Change Grower, Change Booster or Change Seeders now.

Read More

I used to get all wild-eyed and red in the face at just the mention of Change Resistance and Change Fatigue.  After many deep breaths, patient guidance from people like Joanne Rinaldi, Heather Stagl and Daryl Conner and a few years of bashing into brick walls head-first, I am better now. I understand it’s just…

Whoops, this is for members only. to view content. Not a member? That’s easy. Become Change Grower, Change Booster or Change Seeders now.

Read More

I accepted a challenge to explain my job in OCM … to a young child. This challenge came from Ket Patel, an old OCM professional colleague (from another organisation and another country). He’s had a couple of tries at this and posted what he came up with on LinkedIn. See links below. Also joining in…

Whoops, this is for members only. to view content. Not a member? That’s easy. Become Change Grower, Change Booster or Change Seeders now.

Read More

This is Part 2 of a two-part series on leading yourself while ‘adrift’ from an organisation.

In Part 1, I broadly covered the potential for learning and growth when in a state of limbo, like what many are experiencing during the Pandemic of 2020.

The series continues …

Being in limbo or adrift, is to be amidst uncertainty and ambiguity.

Can you image what could be more uncertain and ambiguous than right now? And how do you prepare for that? Looking back, if you had known this was the situation you were going to arrive in – what preparation would you have made to ease the current situation?

Whoops, this is for members only. to view content. Not a member? That’s easy. Become Change Booster, Change Grower or Change Seeders now.

Read More

The ‘pandemic of 2020’ has disrupted our personal and work lives. For some, this disruption has been to be cut adrift, to be untethered, from an organisation or employment.

So much daily structure, personal identity, and validation comes from having a job. To be adrift is functionally unsettling:  routines are lost; skills are not used; and activities remain undone. It’s emotionally destabilising: there’s a shame element to say “I’m unemployed”, is if my value ceased when nobody nor an organisational identity, is seeing and utilising the value I have to contribute.  In being adrift, it’s also to lose touch with resources and opportunities to gain personal value and contribute value. You are lost in limbo.

Actually, that’s just one perspective.

Whoops, this is for members only. to view content. Not a member? That’s easy. Become Change Booster, Change Grower or Change Seeders now.

Read More

Recently I took a temporary ‘gig’ as a bar-person – I was serving at the drinks table at Lena Ross’s second book launch. The book launch was an community experience in which many sub-experiences took place, such as getting a drink to fuel conversation and networking.

Wearing my Experience Design hat, I took a particular approach to my gig. I did this intentionally, to apply three of the Change Design Principles. Let me tell you about the what, the How and the why to make the application of the principles real and practical to you.

Whoops, this is for members only. to view content. Not a member? That’s easy. Become Change Grower, Change Booster or Change Seeders now.

Read More