Monthly Archives: May 2012

 Abridged From ‘The Organizational Development Workshop’ Organizational Development is not just a bunch of theories, interventions and technical methodologies. As part of the ’mastery’ of  the discipline and practice of Organizational Development, as well as many other professions and disciplines, one fundamental … Continue reading →

Social capital, or ‘reputational capital’ as it is also referred to, is defined as the goodwill available to parties in relationships that are characterized by high levels of trust, mutual understanding, mutual goals and interests, complementary competencies, and strong communication … Continue reading →

To begin with a few quotes:  “You have to monitor your fundamentals constantly because the only thing that changes will be your attention to them. The fundamentals will never change.” Michael Jordan  “Learn the fundamentals of the game and stick … Continue reading →

One hears a lot these days about ‘healthy organizations’, ‘healthy cultures’, and the need to enhance ‘organizational performance’. What does that mean? The following are a few attributes and perspectives that I believe describe such. Of course these are not all … Continue reading →

Meaningful dialogue can be a powerful tool and process within an overall EODC® approach toward individual, group and organizational emergent change and development. The Practice of Open, Generative and Meaningful Dialogue “Suppose we were able to share meanings freely without … Continue reading →