The Dark Side of Leading Change

Leadership has been described as a seduction. A counterbalance to this seduction is more open acknowledgement and discussion about the dark side of leading change. I highlight how academics encouraged coercive persuasion, manipulation and aggression in the development of leadership. Rather than practices to be avoided, these developments were seen as beneficial even integral to what was being prescribed.

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 …

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 …

Organizational Change Review Desk YouTube Playlist (updated 06/01/21)

This lockdown playlist has featured my highly opinionated reviews of organizational change literature. If nothing else, I have enjoyed the distraction of this creative process. Critical thinking primarily informs my review choices rather than my reviews. I concentrate on the literature that I appreciate and I celebrate that literature, rather than objectively reviewing it. There …