Training: One size doesn’t fit all!

Picture this:  Your organization is delivering skill-building programs to several project teams, all at different stages of team development.  Do you have one curriculum for all these teams?  Hopefully not - you/we need to adjust the curriculum to the different stages of development of the teams.  For example, if team members are doing very well at... Continue Reading →

Creating Organizational Learning #1

I've been keeping my eye out for examples of Organizational Learning, successes and problems.  I recently came across 2 fascinating examples: 1.  Working with a client group last month: A group of staff,  leaders in the pipeline, were encouraged to develop a strategy for their own on-the-job leadership development,  ways that they could learn from, and share new skills, with one another; ... Continue Reading →

Organizational Learning – Are your staff members teaching one another what they know?

How does your organization rate on Organizational Learning? Are your staff sharing knowledge and teaching one another what they know – about your clients or customers, about best practices? Who has valuable knowledge that’s not being tapped into? "Learning Organizations" refers to continuous improvement of organizational practices, through reflection, sharing feedback and evaluation of outcomes.  In... Continue Reading →

“Learning from Mistakes”

As an OD consultant (Organizational Development), I'm interested in organizational learning, building the capacity of teams and staff to learn from their experience in order to improve future performance.  I help organizations create the practices of ongoing reflection and learning, gleaning lessons from what worked and what didn’t work.  Learning from mistakes in high stakes... Continue Reading →

Courageous Followers

A few months ago I heard a talk by Ira Chaleff, author of “The Courageous Follower: Standing Up To and For Our Leaders.” In his book, Ira recommends that leaders create conditions in which “it is easier for followers to speak the truth as they see it and for leaders to give appropriate consideration to... Continue Reading →

Set Yourself up to Influence

I have been puzzling recently over this issue: the difference in having one’s opinions and expertise valued as an internal employee/consultant vs. as an external consultant. In some organizations or in some contexts, an external consultant’s expertise is perceived as valuable and something to pay attention to – whereas for an internal, his/her expertise may... Continue Reading →

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