November 5, 2013
The introspective work necessary for a serious exploration of the relationship between character, presence, and clients is not for everyone. Most practitioners avoid it altogether or approach it only peripherally. That’s why those who do take this path share a common tie that usually transcends the boundaries that normally keep change practitioners in insular enclaves.
September 10, 2013
I do not believe that as a profession we will ever approach our potential without considerable influence from more thought leaders who can advocate for the importance of character and presence in our professional development. In this final post of my thought leadership series, I explore seven key elements of the environment necessary to foster the growth of more who we are thought leaders.
August 22, 2013
In the first post of this series, I explained that there is plenty of cutting-edge thinking about our frameworks, tools, and methodologies, but little thought leadership related to the who we are side of our craft.
In this post, I introduce five archetypes. From Eager Apprentices to Thought Leaders, each represents a place on a benefit continuum that reflects the value change agents provide clients. All play critical roles in both the success of organizational change and the advancement of our profession.
August 6, 2013
A few months ago, I shifted the main focus of my writing on this blog from “what we do” to how we come forward as human beings when practicing our craft—who we are.
I marked this change in emphasis with the release of two core series—Character and Presence and Cultivating Your Character—that I consider the center of gravity for the who we are perspective. I then asked several practitioners whom I respect to write guest posts about how they relate to these two series.
I have compiled the two series, the reflections of two master change practitioners, and my answers to questions on character and presence into a document that I am now making available as a free download.
May 14, 2013
I asked several practitioners whom I respect to write guest posts about how they related to two previously released series: Character/Presence and Cultivating Character. Marcelo Manucci, a seasoned change professional, is the third contributor to this series. Marcelo describes three traps that can impede the success of change practitioners (pride, hypocrisy, and deceit) when they fail to understand the impact of both “who we are” and “what we do” while managing change. Marcelo also poses two questions for keeping the principles of our “character” and “presence” actively engaged.
April 9, 2013
Since 2009, I have written more than sixty series addressing what I believe are some of the issues, challenges, opportunities, pitfalls, rewards, motivations, and responsibilities associated with being a seasoned change practitioner. Most of this writing has been centered on what we do—the technical, conceptual aspects of our profession.
Over the past few months, I have begun a shift in emphasis.
December 18, 2012
A strong character, comprised of mostly positive components, is necessary, but insufficient, for the kind of client impact to which most of us aspire. Your character is your true nature, your essence; as such, it’s an internal phenomenon, not directly accessible to anyone but yourself. Your interior character needs a “voice” to be expressed to the exterior world. Think of the presence you extend to others as that voice.
In this post, I discuss the influence a practitioner’s presence has on those we work with.