Comments for Organization Change Alliance Blog http://www.organizationchange.org/blog Mon, 01 Aug 2011 22:47:24 +0000 hourly 1 http://wordpress.org/?v=3.0.1 Comment on Notes on The Power of Workplace Culture by Shaun Kieran http://www.organizationchange.org/blog/2009/05/notes-on-the-power-of-workplace-culture/comment-page-1/#comment-127 Shaun Kieran Mon, 01 Aug 2011 22:47:24 +0000 http://www.organizationchange.org/wordpress/?p=21#comment-127 I used to be scrupulous about not calling a bad workplace culture "bad," but I wasn't happy about it. The truth is, I've known some bad workplaces. Mostly it's where fear and mistrust have the upper hand, and emotional maturity is not valued and rewarded. Mostly Maine is a wonderful place to live - and work - but there are still some old school workplaces driven by nepotism, seniority, and personal loyalties. Yes, it's the 21st century, but they somehow stumble ahead anyway. Keep up the good work. Shaun I used to be scrupulous about not calling a bad workplace culture “bad,” but I wasn’t happy about it. The truth is, I’ve known some bad workplaces.

Mostly it’s where fear and mistrust have the upper hand, and emotional maturity is not valued and rewarded.

Mostly Maine is a wonderful place to live – and work – but there are still some old school workplaces driven by nepotism, seniority, and personal loyalties. Yes, it’s the 21st century, but they somehow stumble ahead anyway.

Keep up the good work.

Shaun

]]> Comment on Meeting Notes from Inside Influence: Leading Change from the Middle by Barry Jenkins http://www.organizationchange.org/blog/2010/05/meeting-notes-from-inside-influence-leading-change-from-the-middle/comment-page-1/#comment-16 Barry Jenkins Tue, 18 May 2010 15:10:59 +0000 http://www.organizationchange.org/blog/?p=95#comment-16 I hated to miss the program. It sounds like a winner. Thank you for posting this. Keep up the good work!! I hated to miss the program. It sounds like a winner. Thank you for posting this. Keep up the good work!!

]]> Comment on Meeting Notes on The Future of OD by Terry Carnes http://www.organizationchange.org/blog/2009/08/meeting-notes-on-the-future-of-od/comment-page-1/#comment-12 Terry Carnes Fri, 26 Feb 2010 22:36:50 +0000 http://www.organizationchange.org/blog/?p=49#comment-12 Wow, I'm glad I back tracked through some of the presentations. I note that in the future of OD, Dr Norlin mentions diffusing OD into multiple roles in the organization. That's exactly what has happened at DHS. I moved from OD into ownership of Policy and Strategic Planning. And I've seen several of my OD team mates move into performance improvement and management roles. The future is upon us! Wow, I’m glad I back tracked through some of the presentations. I note that in the future of OD, Dr Norlin mentions diffusing OD into multiple roles in the organization. That’s exactly what has happened at DHS. I moved from OD into ownership of Policy and Strategic Planning. And I’ve seen several of my OD team mates move into performance improvement and management roles. The future is upon us!

]]> Comment on A Note from the Chair: The Future of OD by Jeff Lebow http://www.organizationchange.org/blog/2009/07/a-note-from-the-chair-the-future-of-od/comment-page-1/#comment-6 Jeff Lebow Thu, 30 Jul 2009 03:23:03 +0000 http://www.organizationchange.org/wordpress/?p=25#comment-6 Heather & Liisa pose some great questions & considerations. I also wonder if there will be a trend for outsourcing & therefore, the need to manage outsourced employees - some of whom will be in the next cubicle over......where is their loyalty? What does the hiring company owe them? What do the laws require? Heather & Liisa pose some great questions & considerations.

I also wonder if there will be a trend for outsourcing & therefore, the need to manage outsourced employees – some of whom will be in the next cubicle over……where is their loyalty? What does the hiring company owe them? What do the laws require?

]]> Comment on A Note from the Chair: The Future of OD by hstagl http://www.organizationchange.org/blog/2009/07/a-note-from-the-chair-the-future-of-od/comment-page-1/#comment-5 hstagl Sat, 25 Jul 2009 19:57:32 +0000 http://www.organizationchange.org/wordpress/?p=25#comment-5 Liisa, Thank you for posing the questions, and for starting a discussion that is sure to help us develop forward-looking strategies to help organizations. Here are some of my thoughts: The face of communication is changing. Who knows what will be coming in the next 10 years. Tools like Twitter, Facebook, etc. are either a start to a trend in social media, or a skipping stone to the next new way of communicating that we have yet to imagine. Since communication is one of key tools organization development practitioners use to influence change in organizations, we need to better understand how to use some of these new and emerging tools in the pursuit of change. What are the challenges (like controlling bad information, and privacy and security issues) and what are the benefits (greater visibility into how others are perceiving change, faster dissemination of information)? Also, how are workplace relationships changing in light of new communication tools? A related topic is how change happens, and how culture develops, as more people are telecommuting. As more tools are developed to help people work virtually, the number of people working remotely without an office or a watercooler will only increase. I'm looking forward to the discussion on August 15. Heather Enclaria LLC www.enclaria.com Liisa,

Thank you for posing the questions, and for starting a discussion that is sure to help us develop forward-looking strategies to help organizations.

Here are some of my thoughts:

The face of communication is changing. Who knows what will be coming in the next 10 years. Tools like Twitter, Facebook, etc. are either a start to a trend in social media, or a skipping stone to the next new way of communicating that we have yet to imagine.

Since communication is one of key tools organization development practitioners use to influence change in organizations, we need to better understand how to use some of these new and emerging tools in the pursuit of change. What are the challenges (like controlling bad information, and privacy and security issues) and what are the benefits (greater visibility into how others are perceiving change, faster dissemination of information)? Also, how are workplace relationships changing in light of new communication tools?

A related topic is how change happens, and how culture develops, as more people are telecommuting. As more tools are developed to help people work virtually, the number of people working remotely without an office or a watercooler will only increase.

I’m looking forward to the discussion on August 15.

Heather
Enclaria LLC
http://www.enclaria.com

]]> Comment on OCA is on Twitter! by OCA Chair - Liisa Hardaloupas http://www.organizationchange.org/blog/2009/07/oca-is-on-twitter/comment-page-1/#comment-4 OCA Chair - Liisa Hardaloupas Sat, 18 Jul 2009 21:23:37 +0000 http://www.organizationchange.org/wordpress/?p=24#comment-4 What a great way to connect to other OD professionals and get the word out instantly about what we are doing at OCA. Today we had a first-time visitor become a new member and mention reading our OCA blog post on Twitter on the phone that very morning. OCA is entering into a new era using this new technology. Let's see where it takes us! What a great way to connect to other OD professionals and get the word out instantly about what we are doing at OCA. Today we had a first-time visitor become a new member and mention reading our OCA blog post on Twitter on the phone that very morning. OCA is entering into a new era using this new technology. Let’s see where it takes us!

]]> Comment on OCA is on Twitter! by Jeff Lebow http://www.organizationchange.org/blog/2009/07/oca-is-on-twitter/comment-page-1/#comment-3 Jeff Lebow Sat, 18 Jul 2009 20:29:15 +0000 http://www.organizationchange.org/wordpress/?p=24#comment-3 This is a cool thing. We've already had a member see this & it was only sent out a little while ago! This is a cool thing. We’ve already had a member see this & it was only sent out a little while ago!

]]> Comment on Notes on The Art of Engagement by Heather Stagl http://www.organizationchange.org/blog/2009/01/follow-up-to-oca-presentation-on-121/comment-page-1/#comment-2 Heather Stagl Wed, 11 Feb 2009 15:54:00 +0000 http://www.organizationchange.org/wordpress/?p=12#comment-2 One of the key takeaways from Frances' presentation, in my opinion, was the idea that you need to embody the principles if you want to engage people. It's not enough to just say it. One of the key takeaways from Frances’ presentation, in my opinion, was the idea that you need to embody the principles if you want to engage people. It’s not enough to just say it.

]]>