Creating the Conditions for Change: How to Intentionally Create the Conditions for Transformative Change to Occur
Leading and succeeding with change work is difficult. What makes it more difficult is not knowing how to create the conditions for change to occur at team, organizational, and network levels. This is how most change agents operate – it reflects a tremendous ‘blind spot’ greatly diminishing one’s ability to successfully deliver fast, largely resistance free, and sustainable change. Hence, in this post, we discuss how to create the conditions for change to occur at team level, as this is where most of us spend most of our time. Learning how to intentionally orchestrate the ‘right’ conditions for transformative change to occur is vital to succeed today in solving ANY complex adaptive challenge. Let’s discuss.
In this episode, you’ll learn: What it means to create the conditions for change Why creating the conditions for change to occur matters How to create the conditions for change to occur at TEAM level The key outputs that emerge when creating the ‘right’ conditions
CHAPTERS 0:00 – Introduction 2:10 – What does it mean to create the conditions for change to occur 3:30 – Why does creating the conditions for change matter 6:57 – Setting the ‘context’ for change to occur (enabling constraints) 12:50 – Constraints architecture summary 17:28 – Generating an atmosphere within the container 19:12 – Container building summary 19:37 – Adaptive leadership behaviors 21:30 – Bringing it all together summary 22:02 – Final thoughts
Hope you enjoy!
-Randall Scott
#DialogicOD #HenosisPartners #OrganizationDevelopment #ComplexityLeadershipModel #ChangeManagement #OrganizationalChange #ComplexityLeadershipTheory #LeadingThroughComplexity
8 Nov 2023
Complexity Leadership Model: How to Leverage Complexity to Solve Your Organization’s Most Intractable Challenges
The leading organizational change methods in use today like ADKAR, Kotter 8-Steps, and the Lewin Change Model were developed 20, 25, and 70 years ago respectively. While such methods might have worked well in a world of stability, pliant competition, and moderate growth, today such methods represent a liability. Such methods were not developed to handle the volatile, uncertain, complex, ambiguous conditions that we operate in today. Hence, to be successful in solving your organization’s most intractable challenges a new change method is needed; a method that is attuned to the times in which we live; a method that leverages complexity and embraces ambiguity; a method that was designed to solve the complex adaptive challenges of today. Let’s discuss.
In this episode, you’ll learn: What is the Complexity Leadership (Theory of Change) Model Why a new change model is needed address VUCA-like conditions How we define complex adaptive challenges and why they matter The (3) key frameworks that define the Complexity Leadership Model How to shift from an OD/Change Leader to a Complexity Leader
CHAPTERS 0:00 – Introduction 2:11 – What is the Complexity Leadership ToC Model 4:25 – Why a new complexity-informed change method is needed 8:30 – OD/Change methodological shifts are occurring 9:13 – The focus of the Complexity Leadership Model 11:00 – Examples of complex adaptive challenges in organizations 12:25 – The key frameworks that define the Complexity Leadership Model 17:28 – Introducing the Complexity Leader role (3 key capabilities) 18:54 – Final thoughts on the next decade of disruption (2024-2034)
Hope you enjoy!
-Randall Scott
#DialogicOD #HenosisPartners #OrganizationDevelopment #ComplexityLeadershipModel #ChangeManagement #OrganizationalChange #ComplexityLeadershipTheory #LeadingThroughComplexity
2 Nov 2023
Boundaryless OD: The Promise & Potential of Extending OD to Address Humanity’s Wicked Problems
As a discipline, organizational development has been around for over 70 years and in that time, it has helped countless organizations become not only more humane places to work but also has helped organizations better align themselves and increase their effectiveness and efficiency to achieve hoped-for goals. As important as it is that OD helps organizations improve in these noble ways, an even nobler potential exists for OD to extend its domain and elevate its stature to help facilitate solving humanity’s wicked problems.
The fact is, a tremendous opportunity exists for each of us as OD/Change leaders to extend the promise and potential of organization development practices, tools, and techniques to not only solve organizational problems, but also help solve humanity’s most intractable challenges. Hence, in this post we discuss the notion of ‘Boundaryless OD’ which describes extending and elevating the practice of OD to address larger, social issues at the scale of community, ecosystem, nation, and planet.
In this episode, you’ll learn: What is Boundaryless OD and how it differs from Traditional OD The tremendous opportunity that exists for each of us as OD/change leaders Reasons why & how to get started with practicing Boundaryless OD beginning today
CHAPTERS 0:00 – Introduction 2:00 – Traditional OD vs. Boundaryless OD 3:46 – A Tremendous opportunity exists for each of us 5:45 – Opportunities where we can apply our OD expertise to societal issues 7:42 – Why you should consider broadening your OD horizons 9:20 – How does one begin to practice Boundaryless OD
Hope you enjoy!
-Randall Scott
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