Ritual, Change and Weisbord’s Future Search Conference


Organizational change creates unavoidable uncertainty, resistance, and chaos. Systems thinking can help in identifying negative consequences and to achieve positive outcomes. But the impact of transformation requires looking at people, groups and the larger system[1]. By taking this approach, organizations can build change coalitions with employees at all levels. In times of uncertainty, it is essential that everyone has the opportunity to provide input and feel empowered to make decisions.[2]

Formal rites of passage or rituals are important and often an overlooked tool to overcome these challenges. Rituals build culture, strengthen relationships and are Weisbords Future Search Conference Strategic Planningparticularly important for acknowledging challenges, celebrating wins or forging new paths. In times of change, stakeholders often need a way to declare it is time to say goodbye to the old way of doing things because there is no turning back. The idea of farewell as a process can pave the path towards embracing a shared vision for moving forward. Future Search Conference is one example of a tool that can help to successfully facilitate this process.

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Thirteen Behaviors that Build Trust in Relationships


Building trust is a process of modeling behavior shared vision and repeating messaging

Building trust is a process of modeling behavior, a shared vision and repeating messaging

What behaviors build trust in relationships?

Think about a time you were part of a really effective team that excelled at pulling together to achieve a shared outcome. What were the attributes that made it successful?

Research shows that teams who collaborate to attain a common end goal are usually high in trust. Success often relies on a group with a sense of shared values, vision and purpose. When all stakeholders are given opportunities to have input, they are inspired to build something together, so as to change leaders, how do we work to create a culture of trust? Recently I read Stephen Covey’s book called; “The Speed of Trust,” which looks at trust from three perspectives.

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Transition – Defining “Between”


Transitions - Adapting to ChangeToday’s post is about “between,” which comes in many forms. It made me consider the various ways we process and deal with change. Regardless of its application (professional, emotional or personal), the techniques for recognizing and approaching transition differs for each of us.

Sometimes it flows and feels natural, as captured in the photo for this post. A young man who is between testing for his next belt level in karate and receiving a new status because he is ready and has done the work. He has practiced learning the movement and techniques with precision and accuracy, and he knows that along with his sense of accomplishment come confidence and the long term rewards that follow.

In graduate school, we are taught that we should expect resistance when it comes to change in the workplace. The opposition is a natural part of the process during transformation and frequently rears its head when people do not understand why change is necessary, or there is not consistent support, repetition, and communication of the messaging. Read more of this post

Strategically Marketing My Brand – Me


Looking for employment is so very different today than it was just a couple of years ago and I like to think of my job search as a marketing campaign. Simply putting a resume out on a job board on the internet isn’t enough, I have to be more. Marketing is a strategy that translates how consumers will view my image and brand. My prospective clients are hiring leaders at targeted companies and it is my job to get in front of them for informational interviews.  Read more of this post