Freeze Framing and Turbulence
Turbulence offers a chance to put into place new, better habits, behaviours and structures if we know which ones to
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organizational change
Not Working vs Wrong
Change is hard because our identities often depend on us being right, even when we are not. Understanding the myths we hold to can be a means to get past this and make real change and make it stick.
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Innovation to Your Inbox
Of the many ways to reach people, email still works. Sometimes innovation is best doing new things with old tools.
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What change and pool diving have in common
Change is much like taking a dive off the high diving board. It’s risks and perceptions are never what you think until you get to the top of the diving board, look down, and jump.
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Putting our organizations on the couch
Creating change through rational planning only gets us halfway there. Looking inward will take us the rest of the journey.
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Same and Different
Our ability to affect change in organizations and systems is based heavily on our assumptions about similarities and differences between
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Utility in Design-Driven Evaluation
Design-driven evaluation focuses attention on what organization’s use in their decision-making and learning to support the creation of their products,
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The Developmental Psychology of Organizations
Every living thing has a journey that starts somewhere and ends eventually. Our ability to see this, understand it, and
Read moreReframing change
Change is one of the few universal constants as things — people, planet, galaxy — are always in some state
Read moreExploding goals and their myths
Goal-directed language guides much of our social policy, investment and quests for innovation without much thought of what that means
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