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Change Main Why: These two statements should be pithy, catchy, and concise; something that leadership can remember and repeat off the top of their heads -
This diagnostic is based on EVOLVE's proprietary Organizational Hierarchy of Needs for peak organizational performance. Here at EVOLVE, we take a collaborative, people-first approach to alignment and execution to help organizations reach that peak performance, even in hard times. The first step is taking an honest look at five key elements to see where the organization is set up for future success and where there might be opportunities for improvement. Click the next button at the bottom of the page to start the diagnostic. -
Robert Chin and Kenneth Benne spent key years in the middle of their careers working and collaborating with each other. Chin came from a social psychology background while Benne was from an educational philosophy background. During their time together, they founded an interdisciplinary Human Relations Center at Boston University, cowrote a seminal book on planned change with Warren Bennis and, within that text, developed three key strategies for implementing a planned change. -
The SURF School Group Program is a six-week live program to give leaders and program managers all of the knowledge and tools they will need to implement the SURF Framework within your organization and achieve increased productivity. This is a guided course with support and coaching every step of the way. -
This work provides an overview of the contributions of Billie Alban, one of the foremost early thinkers and leaders in the field of OD and change. From her early childhood and throughout her life, Billie became the voice of advocacy for stakeholder inclusion. Starting with her young adult life, this chapter explores the influences early OD figures had on her development as a practitioner and then moves on to her own formidable contributions to the field which served to influence the development of generations of OD practitioners. Billie Alban’s key works on the use of large scale change methods, her collaborators and her beliefs that we are always in community are discussed, as is the key legacy of her work and presence in the field of OD. -
Creating a change charter is a great way to make sure everyone is on the same page before the change gets started. This should not be something that takes forever to write or get approved, it should just be an internal document that makes roles, responsibilities, change goals, and a few other things clear. -
The concept of implementing organizational learning principles in an organization to help individuals and groups “learn to learn” (Schein, 2017), thereby making the ongoing adaptation and change that inevitably occurs in organizations more successful, is an interesting problem to explore. While interesting, there are very few studies that examine the sustainability of change in any context. Several theoretical models incorporate the idea of sustaining, or institutionalizing, change. But, very few empirical studies actually explore that concept. -
Paper Submission for Academy of Management Conference 2014 By: Mary A. Barnes George Washington University
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