June 25, 2013
In this series on answers to practitioners’ questions about character and presence. I’ve addressed whether character is amenable to intentional modification, why the “character/presence package” is both important and difficult, and what it means for a change practitioner to be “asleep at the wheel.” In this final post, I’ll address how to be definitive when expressing your character without becoming closed-minded or appearing to push your own agenda.
May 21, 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. Donna Brighton, a seasoned change professional, is the fourth contributor to this series. Donna describes three distinct areas that defined her journey to practicing the craft at the mastery level: learning the craft, practicing with integrity, and helping others along the way. She challenges practitioners to consider five questions that can help shape their paths.
March 19, 2013
In closing this series about the hero’s journey for the practitioner, I’d like to offer my bias about what is the most important lesson to be learned during these epic periods of professional/personal growth. All the illumination that takes place during these developmental leaps contributes to the wisdom we strive for but, in my view, there is one awareness that stands above all the rest in its creation of value for us and those we serve.
March 12, 2013
We’re continuing to unfold the story of Sara, a fictitious change practitioner who is on a journey to find out who she is and learn to redefine how she shows up with clients. After recouping from the draining victory over the “dragon,” Sara reengaged with the practitioners she had left behind at the beginning of her odyssey. She was excited about sharing her wonderful news and couldn’t wait to see them develop the strength and freedom she now enjoyed as a practitioner. But it didn’t go as she expected…
October 23, 2012
Change practitioners must function as provocateurs when the need arises. If you’re not willing to do that, you’re failing to practice your craft. Either you don’t know enough about this profession to recognize what you are not doing, or you lack the courage to perform as you know you should. (If you think this is too harsh of an indictment, please refer to my last post.)
In this post, I highlight some of the things that tend to keep us from functioning as provocateurs when we should. I also address what we can do about them.
September 25, 2012
In this series, we’re talking about the prevalence and consequences of victimization during change. I defined a victim as one who feels trapped in negative circumstances with no option but to endure. I contrasted this mindset with that of the influencer (a person who believes he or she has choices to make that have an effect on the outcome of negative circumstances). In this post, I focus on the implications when victimization plays itself out in organizational settings.
September 19, 2012
Many challenges and roadblocks hinder the successful execution of major change, but few rival the obstructive power unleashed when people act as—or allow themselves to be treated as—victims. Victimization is a disease that destroys the confidence a person needs to sustain a transformative journey, and it has reached epidemic proportions among not only targets, but sponsors and agents as well. In this series, I will discuss the basics of the disease, how it breeds in work environments, how change exacerbates the syndrome, and how we can limit victim tendencies in ourselves and others.