I highlight how academics encouraged coercive persuasion, manipulation and aggression in the darkside development of leadership.
The Dark Side of Leading Change
How Studying Organizational Change Lost Its Way
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.
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 …
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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.
Post-truth leadership of organizational change and transformation
What if leading organizational change and transformation truths business schools disseminate were largely appeals to emotion and personal belief with little grounding in objective facts?
The dark side of the organization
Updating and reinvigorating old ethical debates through highlighting the darkside of organizations.
Woodlanddecay 