I've been involved in OD and HRD work for almost 20 years. My
principal role with our company is research & development, which means
that I try to keep abreast of developments in disciplines relevant to
our practice. However, I am also very involved in individual projects,
often as the "consultant's consultant," collaborating with my colleagues
on approaches, methodologies and tools.
My Interests
I've become particulary interested in exploring how thinking and
practice in the areas of Learning Organizations, Leadership, and Large
Group Intervention can be brought together. Here's why.
Many of the organizations we work with (both private and public)
are feeling the need (pressure?) to involve more people in governance.
One reflection of this is the advent of larger management teams. In some
cases this is driven by "de-layering" which results in senior leaders
having more direct reports. In other situations, there is a recognition
that the increasing complexity and rate of change demands that more
perspectives be brought to bear on strategic issues. In still others,
there is a sincere desire to share influence.
My inquiry:
Is anyone aware of research and/or material related to the structure and
process of making large, ongoing management teams effective leaders and
learners? I am familiar with large/whole systems approaches to planning,
the role of leadership teams, and with organizational learning. What I'm
looking for is anything related to bringing these together in a tangible
way.
Thanks for listening
Rod Brazier,
Intersol Consulting Associates Limited
"Helping You Shape Tomorrow...Today!"
--Rod Brazier <Rbrazier@intersol.ca>
Learning-org -- Hosted by Rick Karash <rkarash@karash.com> Public Dialog on Learning Organizations -- <http://www.learning-org.com>