This is an example page. It’s different from a blog post because it will stay in one place and will show up in your site navigation (in most themes). Most people start with an About page that introduces them to potential site visitors. It might say something like this:

Hi there! I’m a bike messenger by day, aspiring actor by night, and this is my website. I live in Los Angeles, have a great dog named Jack, and I like piña coladas. (And gettin’ caught in the rain.)

…or something like this:

The XYZ Doohickey Company was founded in 1971, and has been providing quality doohickeys to the public ever since. Located in Gotham City, XYZ employs over 2,000 people and does all kinds of awesome things for the Gotham community.

As a new WordPress user, you should go to your dashboard to delete this page and create new pages for your content. Have fun!

  • Paper Submission for Academy of Management Conference 2014 By: Mary A. Barnes George Washington University
  • 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.
  • 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.
  • 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.
  • SurfSchool

    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.
  • 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.
  • 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.
  • 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 scale was developed by Budner (1963) to measure an individual’s tolerance to ambiguity in life in general. For the purpose of this scale, tolerance for ambiguity is defined as: the degree to which an individual is comfortable with uncertainty, unpredictability, conflicting directions, and multiple demands.
  • These tools are adaptations of actual tools I have used to manage various large organizational change initiatives over the past 15 years and I hope they serve you as much as they have served me
  • Getting a clear message on what the head of an organization really wants to see as a result of a change can sometimes be much harder than it sounds. A lot of times, the leader “knows it when s/he sees it” but cannot really describe it in a concrete way to help the change leaders help ensure they truly get what they want. Having an informal “spitball” conversation with leadership is a great way get all of the thoughts out of the leader’s head and onto paper where plans can be made.

  • 2020 is a trying year. Since March, businesses have struggled to understand how to operate remotely while keeping their employees and customers safe.


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