Showing posts from 2014

The Most Powerful Tools for Change

Someone asked me, What are the most recommended tools to bring about a needed change?

My answer: The best tools are still a conference room, a flipchart with markers, the right participants, and a good facilitator equipped with powerful questions.

And one more thing: a simple process to use as a roadmap.

The Gleicher Change Formula, D x V x F > R (pictured to the left), is a great starting point.

Here's a quick breakdown:

- D - To make change, there has to be Dissatisfaction with the status quo. This is critical, but not enough by itself. People live for years with dissatisfactory conditions, at work, and at home, and make little effort to change.

- V - Then you need a Vision for change, an idea for a new more desirable state. The Vision, if highly attractive, and if it is owned by members of the system in need of change, will energize the movement from inertia.

- F - To anchor the vision, you also need a roadmap that identifies the First Steps on the path toward the vision. If…

Free Webinar for Leaders: Managing Transitions to Change - Feb. 18 at 2 pm EST

I will be the featured guest for a free webinar next week!

Managing Transitions to Change: Wisdom for Leaders on Life in the Transition Zone - In today’s competitive business world, an organization’s success depends largely upon its ability to respond to change. How we manage change and lead people through transitions has a tremendous impact on productivity, and thereby business success. Failure to recognize and respond to the needs of people in transition can cause slowdowns, roadblocks, bottlenecks, and negative attitudes, ultimately defeating the change process. This 45 minute leadership webinar touches on the Change Formula, the Change Game Plan, and three proven Approaches to Change that will lead to business success.

When: February 18, 2014

Time: 2:00 PM EST

Please register at:

After registering, you will receive a confirmation email containing information about joining the webinar.

Brought to you by GoToWebinar®

On starting Facilitation Solutions

A few years ago, I was interviewed by a site called Maestro about why I started Facilitation Solutions.

Q. What inspired you to start your own company?

The idea of having my own company has been in my heart and on my mind for most of my 30+ year career. I’ve always wanted to be my own boss. Call my own shots. Have a broad portfolio of clients. Variety. Diversity.

And one more thing: I’ve always wanted to make the world a better place. As an external consultant, you can touch a wide range of organizations. Steve Jobs said, “Make a dent in the universe.” That’s what I want to do.

So the mission of my company is to facilitate learning so that individuals, teams, and organizations can improve, grow, and achieve success.

*Q. Tell us about a training experience that was particularly memorable. *

I was the Training Manager supporting a R&D unit in NJ of a global pharma-chemicals company based out of Germany. The business unit head flew to NJ for a management meeting and, to my great surpri…

What does OD mean to you?

A couple years ago, Rowena Morais, the editor of HR Matters, asked me for my input on the field of Organization Development. She was conducting a global survey of OD practitioners on the state of OD.

I was asked, What is OD? What does OD mean to you – what are the things that you believe the person tasked with this role should look to manage and resolve?

Here's what I said.

At its essence, OD is about change. The person tasked with an OD role is an agent of change. The intent of organisational change is to improve the operating effectiveness of some part of the organisational system (or the whole system), improve the results, and improve the capabilities of the organisation.

Whether the projects address such diverse topics as leadership development, succession planning, merger integration, diversity, culture change, strategic planning, or performance management, the common denominator is change. Therefore, the effective OD practitioner is ever mindful of the change goal, understan…

Be A Small Leader

U.S. President John Quincy Adams once said, "If your actions inspire others to dream more, learn more, do more and become more, you are a leader."

Now there is a model of leadership that is well within reach of the ordinary person.

American folk music legend Pete Seeger died a few days ago at age 94. Not only had he helped pioneer the folk music movement of the 1960's, he was a social activist as well, whose efforts helped clean up the Hudson River.

In an interview, Seeger was asked how he feels about America's future. He said that he was optimistic.

But he added "Be wary of great leaders. Hope that there are many, many small leaders."

In his sermon this morning, my pastor Fr. Doug spoke about this point that Seeger made. We often put our faith in Great Leaders only to end up disappointed and demotivated by their lack of real change. We pin our hopes on them...and then they let us down.

Instead of hoping that Great Leaders will do things for us, we should be…

Leadership Lessons...from the Transition Zone

Today in Ridgewood, New Jersey, I was a guest speaker at the 3 year anniversary conference of Neighbors Helping Neighbors, an organization focused on helping the unemployed find work. The founder of NhN, John Fugazzie, invited me to speak about leadership.

Here in essence is my message. Job hunters have to recognize a huge blind spot and eliminate it. By getting rid of this unconscious obstruction, the unemployed can recognize and communicate to employers a strength that they possess that is very much in demand today.

What is it? Job hunters know something that is very valuable about leadership and change. Let me explain.

The great leadership expert Warren Bennis once defined leadership as the capacity to turn vision into reality.

Leading therefore is essentially about change. About making change happen.

Change is a difficult thing for many of us. Change expert William Bridges taught us about the distinction between change and transition. He once said: "So many change initiatives…