Greetings change leaders and consultants and welcome to The Change Leader’s Network Blog. The purpose of The Change Leader’s Network is to serve conscious change leaders worldwide with development, collaboration, and methodology. This blog is the Network’s first resource to support that purpose. We will be adding more as we go.
In the blog, we will focus on leading change, specifically organizational change, but pesonal, relational, team, and social change as well. Think of it as “all things change related.” We will focus on not just any type of organizaitonal change, but specifically, transformational change, the type of change that can produce radical breakthroughs in results.
Transformational change is challenging; change leaders fail at it more often than they succeed. But that is what makes it so interesting. In this blog, you will learn how to radically increase your success as a transformational change leader or consultant. We will provide tips, techniques and methods that we have developed and refined over the past thirty years with great success for our own clients. We will share cases, tell stories and take you into the trenches of working with senior executives of Fortune 500 companies, large government agencies and global non-profits. The names will be withheld to protect the guilty, but you will learn what to do and not to do based on the successes and failures we have observed.
We will engage you in dialogue about what we see is cutting edge in the field of change leadership, specifically conscious change leadership. Conscious change leadership is an emerging field that combines learning, insight and methods from a number of other fields, in particular, systems theory, chaos theory, integral theory, organizaiton development, organizational learning, change management, project management, transpersonal psychology, and evolutionary science. We have begun to describe this emerging field in our two books, Beyond Change Management: How to Achieve Breakthrough Results through Consious Change Leadership, and The Change Leader’s Roadmap: How to Navigate Your Organization’s Transformation. We suggest you read these books if you are interested in conscious change leadership as they provide the foundational knowledge and change tools to enter this worldwide dialogue and advancement of this field.
Through the blog, you will get an insiders look into The Change Leader’s Roadmap, the nine-phase change process methodology that we have been developing for thirty years. You can apply the Roadmap to any type and scale of change, and we’ll show you how. The online version of The Change Leader’s Roadmap has been closed to new subscribers this past year, but we will re-open it soon and make it available to Change Leaders Network members. More on that to come.
Our audience for the blog is both change leaders and consultants. Some people suggest that we ought to focus on one role or the other, as executives and managers have very different worldviews, responsibilities, educaction, and needs than do consultants, but we disagree. Why? Because the boundaries and separation between these two critical roles is often a huge detriment to leading organizational change successfully. And, leaders need to learn many of the skills change consultants bring, as well as develop more of their worldview. The same is true of consultants: they need to develop more of a leadership mindset and skillset. So what better way to promote this symbiosis and development than address both roles and the people in them as one? In fact, when we refer to “change leaders,” 95% of the time we mean both change leaders and change consultants. So please keep that in mind as you read the blog entries over time.
My partner, Linda Ackerman Anderson and I will both be posting to this blog. There will be other guest bloggers along the way as well, all leaders in the field of transformational change and leadership. Some will be authors you know and whose books you have read. Some will be consultants on our team or outside our organization who have valuable insights about the nuances of succeeding at organizational change. Some will be futurists, others professors, and of course, executives telling their stories of what is working and not working in their organizational transformation and organizational culture change efforts.
We will be making entries to the blog on a regular basis, so I suggest you subscribe to the RSS feed so you don’t miss anything. Also, subscribe to the Results from Change Newsletter. We’ll send you emails announcing updates to the blog and other valuable tidbits about leading organizational change. We will hunt for cool and effective methods for transformation and send them direct to your inbox.
Ok, there you go. That’s the overview. I think that covers everything, certainly enough to get us started. Now, I’d like to ask you a couple questions:
What are your needs?
What would you like to see this blog focus on to be most valuable to you?
What are your most pressing challenges as a change leader or consultant?
Please respond and let us know. See you soon.
All the best in change!