Organisational Development can't be without personal development, or else the effect will be moderate at best.
Leaderhip can be powerful, when all its elements are aligned. The less ruptures in this structure, the more impact Leadership will have .
No matter what you do, change, install: it will always carry cultural messages. So organisational development is always taking place - more or less consciously.
There were many serious topics this year; so I at least have to get a little silly from time to time, bear with me.
If you want to harvest the power of good guidelines, you must use them in every day work - as a self check, as e criteria for good decisions.
Technical fireworks won't guarantee success: About catchy products, prisoners of war, gymnastic performances, crashing organisational development, and quiet spectacles.
About zero added value, logic, helicopters, cynical remarks, exercises, and group photos. It can make a big difference to know the categories when embarking on organisational development.
To use your energy for the right discussions, it is valuable to make a distinction between contradictions and fields of tension. The former can be avoided, the latter only balanced.
Even the brightest can get lost in conspiracy theories. intelligence has its flipside, so stay curious.
Absurdities that came my way this year, today it's about money, loose missile camera people, flirting concepts, the „wood class“ and out of body experiences.