Last month I shared the thoughts of colleagues and friends as we shared conversation on the state of work, strategy and the state of our field - organizational development. A friend of mine posted his reaction, which was the company he was working for was ultimately focused on survival. This sounds similar to many of the organizations I’ve talked with in the past year.
Take-a-ways:
The chaos we find ourselves in is not your fault, and you have little control to change the current situation.
How you and your business come out of the recession has everything to do with your perspective and response.
I had the pleasure of joining my colleagues - consultants, organization development & HR leaders - on a dialogue of the “new normal” in today’s organizations. It was fascinating!
Not only do I think it’s healthy for people to actually discuss topics like this, but to check the reality of where organizations really are. Some aspects are overblown, others are right on the mark, and still others are much further along than I would have expected.
The focus of our inquiry and observation was around the question: What organizational factors are driving organizational change, given the work we have engaged in over the last several years?
Smart people plus measurable outcomes do not always equal progressive leadership. Case in point? Wall Street CEO’s who manipulated financial programs, made hundreds of millions for their company and themselves.
Progressive leadership on the other hand is what we need today, to accelerate the path to prosperity and build the enduring organizations that create jobs and a growing base of talented leaders. While it’s hard not to steam about the double standards that are evident on Wall Street, our focus is more about what happens in the capital region.
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