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.
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.
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 …
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.