I highlight how academics encouraged coercive persuasion, manipulation and aggression in the darkside development of leadership.
The Dark Side of Leading Change
Organizational Change Podcasting Adventures
In June 2020, I enjoyed talking with Jane and James as part of their World of Work podcast series (Episode 83). In May 2022, I enjoyed being interviewed by Susanne Evans for her ChangeStories podcast. In December 2022, I enjoyed becoming a podcast interviewer, interviewing Susanne about her PhD. These podcasts can be listened to …
Continue reading "Organizational Change Podcasting Adventures"
How they framed organizational change failure (Notebook No.1)
We need to question the persuasive narrative that organizational change tends to fail. This post introduces Notebook No.1 and its chapter content questioning currently favoured change failure framing.
How they constructed change leadership (Notebook No.2)
Post in 31 words - This post introduces the second Notebook and its chapters. The shift from change management to change leadership begs a question why? We seem to place faith in leading change, but why? https://www.amazon.co.uk/gp/product/B07SFWVQB2?notRedirectToSDP=1&ref_=dbs_mng_calw_1&storeType=ebooks I have worked at Brighton since October 1987. During a lot of that time I undertook organizational change …
Continue reading "How they constructed change leadership (Notebook No.2)"
Leading changes: Why transformation explanations fail
Links to my critique of Professor Kotter's famous HBR paper Leading Change: Why Transformation Efforts Fail.
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.
Woodlanddecay 