Organizational Development

Organizational Development

21st Century Organizations: A Crucible of Organizational Conflict

Posted 9:30 PM by
Crucible: A vessel designed to withstand extreme temperatures without melting or cracking.  - Webster’s Dictionary  Can your organization withstand the extreme heat generated by conflict and globalization?Massive, rapid, ongoing change - changes, in technology, markets, economies, competition, communication, and governments have meant organizations have had to rapidly change their strategies and structures to survive and thrive. Change triggers transition which increases the frequency and intensity of organizational conflictGlobalization has created a more diverse economic market place and a more diverse workforce and has heightened cultural proximity.  Organizations must communicate across geographical, cultural and language boundaries.  The opportunities for miscommunication and... Read more →

Creating Space for Adaptive Leadership Development

Posted 9:48 PM by
The definition of space has varied meanings: “a period of time; a limitless area in which all things exist and move; an empty place; the region beyond the earth’s atmosphere; a definite place; the distance between people; intervals between time; an arrangement of items.” None of these convey the importance this concept has become in leadership development. From quantum physics we have learned that space is a field of energy and infinite connection rather than vast void. The connections are not discernible to the human eye; and can be detected and substantiated indirectly through scientific tools.  The inability to... Read more →

Dealing with Difficult Conversations

Posted 1:26 PM by
In a recent encounter with a very able colleague lamenting about having “lost it” in a situation in which there was in her view highly unprofessional behavior, I was reminded of how difficult it can be to be in such situations, and the courage and skill required to confront the individual involved.  It is a particular skill that Ki ThoughtBridge brings to our work, and one we always include in our leadership and negotiation trainings.  There are numerous instances in our personal and professional lives that can precipitate “losing it” but there are reasons why this doesn’t happen; the... Read more →

Negotiating With Your Boss or Anyone of Greater Rank or Status

Posted 12:47 PM by
The skill of effectively negotiating with those above you, i.e., “negotiating up,” is critical to your success in any organization.  Leaders need those on the leadership team to deliver hard truths and critical information they may not be eager to hear.  How you go about delivering that information will determine whether you are viewed with respect and appreciation or whether you get viewed as a, “trouble maker,” or, “not a team player.”  Negotiating with your leader begins long before there is an issue. You need to sit down and discuss with him or her.  The negotiation, influencing and persuading... Read more →

Living The Question

Posted 5:01 PM by
Ki ThoughtBridge's unique Integrated Model of Leadership (IML) includes The Inner Work of Leadership, and is essential to the development and practice of adaptive leadership. To think we can develop effective leaders in times of significant transition and complexity without engaging them in this deeper level of work is similar to thinking a book can be read by just reviewing its table of contents. The interior life of a leader is powerful data; it influences perceptions, shapes assumptions, and affects behaviors. Staying connected to this source helps leaders to be able to manage their emotions and behaviors and accurately... Read more →

The Adaptive Leader As Facilitator of Change

Posted 3:30 PM by
Ki ThoughtBridge works with individuals, organizations, and entire communities teaching and equipping them to lead change in an integrated manner.  We provide a range of resources and tools that we teach others to use.  It is difficult and very rewarding work, and we are passionate about doing the best work with our clients.  Part of the challenge is that the change management process begins with a description of symptoms that are causing us discomfort and disease. We have ideas about what might be causing the problem; we listen to the client’s self-diagnosis and attempted remedies, and what the... Read more →

Internal Negotiations: The Key to Success in External Negotiations

Posted 3:25 PM by
Often I begin a negotiation workshop or consulting session by asking participants to map out the people within their organizations with whom they must negotiate to do their jobs effectively.  I also ask them to map out the parties they must engage in their external negotiations, i.e., clients, customers, regulatory agencies, etc.  Then I ask, which set of negotiations are most difficult, internal or external?  Invariably, more people say that their internal negotiations are more difficult. Although this answer may seem counterintuitive, my experience is that they are correct.  Internal negotiations are more difficult than external negotiations.  In addition,... Read more →