Author Archives: admin

A recent Masters degree graduate in Organizational Development confides the following: “I’m preparing for my first encounter with a new client. I’m nervous. Even though I have my notes laid out with questions and talking points, I feel like I’m going … Continue reading →

A colleague has just asked me some questions about this sentence in my last blog: But what’s also valuable to a client about employing an external consultant is that the relationship is uncomplicated. Her questions had to do with keeping client … Continue reading →

Let me further explain the point I made in the last post about a consultant’s “severability” – why it’s so crucial to effective consulting. A consulting relationship is not based on its value to the client alone. It’s based just as … Continue reading →

Question: Your answer in the last post raises another question.What happens when you consult to an organization for a long time? Eventually, you become more integrated into the workplace, right? Sort of like moving from outside looking in, to being part … Continue reading →

Question: As I read this blog, I find myself thinking about the consulting you do as much as the management problems you describe. I wondered if there was a time you can recall where your initial diagnosis about what made … Continue reading →

The senior executives of an organization I’ve consulted with for many years convene every two years to update their corporate strategic plan. Unlike so many strategic plans – which are cobbled together just to comply with fashion or some requirement … Continue reading →

We’ve received an overwhelming number of comments since beginning this blog. They’ve come from all over the world! Needless to say, we’re both flattered and encouraged by your response. You’ve asked thoughtful, challenging questions about the management role; you’ve offered … Continue reading →

Over the years, we’ve worked with a number of managers who insist they have no time for thinking about how they manage people. They’re too busy putting out fires and responding to time and performance pressures.  They’re fond of saying, … Continue reading →

  PLEASE HELP MY MANAGER TO BE GOOD AT HIS JOB… ¶ Help him to be disciplined and in a good mood so we can get our work done without unnecessary distraction. ¶ Grant him the patience to let us … Continue reading →

QUESTION: I just read your recent blog on feedback. You seem to find employee surveys and feedback instruments suspect. Yet in our organization, 360° evaluations for all levels of management are common. Could you elaborate on your jaundiced view of … Continue reading →