by DavidFraser | Aug 29, 2014 | Change, Leadership, Organizations, Systems
One philosophy of change in organisations starts from an assumption that structures, processes and systems are largely fixed at the outset—frozen, if you like. The approach then is to unfreeze the existing set-up, change it as required, developing whatever new...
by DavidFraser | May 23, 2014 | Change, Leadership, Organizations, Systems
Which is the best way of running organisations? Answer: Neither. We need both, if we want the best results and an engaged team. Top-down for direction and accountability, bottom-up for energy and resilience and adaptability. We need to keep the two in equilibrium, and...
by DavidFraser | Mar 14, 2014 | Change, Leadership, Organizations, Systems
Inertia is usually better resourced than change—better staffed, better financed, and better organised. It’s usually easier to get paid to do something that reinforces the status quo than it is to do the radical work needed for an overhaul of the existing order....
by DavidFraser | Mar 7, 2014 | Change, Leadership, Organizations, Systems
W. Edwards Deming said “Help must come from outside because a system is not capable of understanding itself.” In other words, it can be hard to see the wood for the trees. This is true whether we’re talking about a single person or an organisation...
by DavidFraser | Feb 28, 2014 | Change, Leadership, Organizations
With sufficient power and authority, we can make something different happen. We can get an organisation to produce different results. We can make people comply. But that isn’t really change… It’s coercion. Not very sustainable, and also very hard work. Better to...
by DavidFraser | Feb 24, 2014 | Leadership, Organizations, Relationship Skills
Have you noticed… Spend any time at all around a group of people, especially a large group of people or a big organisation, with at least some cohesion, genuine purpose, and shared values—in other words, a “tribe”—and the pull to associate with it is...
