Keeping a lid on shadow only gives it more energy and power. Two examples of organizational shadow and how they can harm the organization.

Shadow is a concept in individual psychological development. Discover why shadow must be part of the leadership field’s conversation for organizational development.

Leadership development in the service of individual, organizational and community improvement for a greater good.

Using this model, based on the work of William Bridges, Managing Transitions, Ki ThoughtBridge helps organizational leaders recognize and plan for the different stages of change, understand how change affects individuals and systems, and develop the adaptive skills for negotiating change and managing transition. We assist clients in implementing successful change efforts that are aligned with the values and business goals of the organization.

Training videos, in partnership with the University of Michigan Public Health Center, to be more effective leadership in managing change and improving constructive communication that builds trust and relationships that are productive.

Article by John Welsh on systemic leadership, with contributions from Katherine Tyler Scott.

Watch Katherine Tyler Scott's presentation on Leading Highly Anxious Systems from the 2019 Systemic Leadership Summit.

Organizational change triggers individual transition. Transition is the psychological process all individuals go through when change occurs. Transition brings anxiety, conflict and turmoil to organizations. The leader’s ability to manage the process of transition is critical to achieving business results while retaining your best people. Building on the work of scholars like William Bridges and John Kotter, Ki ThoughtBridge equips leaders with the tools and processes needed to lead change and manage transition.  

An organization can change its vision, its structure, its work processes, even its leadership, yet if it’s culture doesn’t change, no lasting change will occur.

The absence of conflict is not a measure of team or organization effectiveness. Conflict is a necessary by-product of bringing any group of bright, committed, independent, creative thinkers together to solve a problem or achieve a goal.