Tag Archives: organizational development

A Job is Not Necessarily a “Thing” to “Do”

Normal thought generally fits normal language. In normal language, the subject of a sentence, as in “my job needs me to do X”, is considered to be a person, place or thing. Given that a job isn’t apparently a person … Continue reading

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Development Is Not an Item

So much to say. So little room to say it. Development (personal, organizational, evolutionary — and maybe those ought not be separated) winds up as a noun in normal speech. Nouns wind up as things (as in “person, place or thing”, … Continue reading

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Skip the Resolutions — Take On Consistent, Timely, Development Instead

New Years resolutions have a weak reputation. Few would stake their lives on it. Even so, many stake a piece of their future on it. And yet, a fresh year does seem to call for something to mark the changeover. I … Continue reading

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What is Worth Leading?

Can we really sensibly discuss leading as if where we pick to be headed isn’t of central importance? All directions and outcomes are not equal. People respond with a deeper “resonance” or sense of inspiration to the call of certain kinds of contributions … Continue reading

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Right People, Right Place, Right Time with the Right Stuff

It is a matter of common sense that work and productivity go better if the right people are in the right jobs. Too bad common sense stops short of saying how one might go about telling who is the right … Continue reading

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From What Perspective Do They Live?

Many conversations take place without regard to something of central importance. And that missing awareness is regarding the central perspective of the person or people being addressed. If you were talking with a child, you might naturally bring the conversation … Continue reading

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Chief Development Officer — M.I.A.

Everyone knows there must be a Chief Operating Officer overseeing the major projects and activities of a large company. Why isn’t it also obvious that there needs to be a Chief Development Officer, at the same level of power and … Continue reading

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Do Organizations Have An Unconscious?

Many psychologists are quite comfortable with the notion that individual people’s actions are often less than rational. They say that this can be accounted for by “unconscious” drivers. The nature and scope of speculations regarding the so-called “unconscious” have gone … Continue reading

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Honor in Development

Feel free to read the title in all its variations in meaning. There is honor in development. One can be in development regarding honor. One can have honor with respect to development. I recommend all three. Here is what I … Continue reading

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Solve the Simple, Transition the Complex

If it’s simple, just solve the problem. If it’s complex, transition. Whatever you do, don’t solve a transition as if it was merely a simple problem. What does all this mean? If the situation, issue or crisis before you: is … Continue reading

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