This post focuses on how evaluating change and change agency debates lost their way. Three frames for thinking about these debates are introduced and differentiated.
How Studying Organizational Change Lost Its Way
Overcoming resistance to change – Five common misunderstandings
Failing to acknowledge the origins of this debate.Biased/judgmental language frames thinking.Stereotyping employees as villains and managers/leaders as heroes.Neglecting relationships between readiness and resistance to change.Underestimating resistance as an organizational change resource. Failing to acknowledge the origins of this debate. The best practice is to go back to the origins of a debate, to understand what …
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Notebook No.3 – Did I really claim that organizational change tends to fail?
Post in 48 Words Business school academics frequently and repeatedly claim that organizational change tends to fail. Addressing these 'failures' informs university leadership and management courses for students and consultancy for organizations. Perversely I am now referenced as the missing change tends to fail 'evidence', this Notebook reflects my increasingly paranoid scream!!! In this third …
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Organizational Change: A Critical View
I recently enjoyed talking with Jane and James as part of their World of Work podcast series. It was good to take a break from gardening and my joy of composting and engage with another of my passions - organizational change. We talked about the scope of organizational change, my attraction to the field and …
Leading change is very different from commanding change
Senior people refer to ‘leadership’ when what they are really talking about is ‘command.’
Leading change: The nonsense of urgency
Creating urgency has become synonymous with leading change to the detriment of individuals, organizations, and societies.
The NHS at 70: An organizational change orientated reflection
As we celebrate 70 years of the NHS I reflect upon a 2014 paper on change in the NHS which is due to be revised.
Woodland Decay 