Change

Organizational change seems to be a hot topic in this climate.  Many employees don't see the necessity of constant change and innovation.  I found this article recently published to be interesting on why we resist change.
I believe that change can come with less resistance when communication lines are opened and management isn't self deceived or living in the box. (see book leadership and self deception)  Management needs to be open with the people below them and understand what they do and what they need.  When your company is open and honest and operates at the Speed of Trust as Stephen Covey put it things movie quickly through any type of change.  This type of culture is difficult to create but once open to the possibility of open caring communication things will move in a quick and timely pace.

This is an introduction to Leadership and Self Deception. This is an interesting case study in the concept of being inside "the box"


Here is a very brief intro into The Speed of Trust.

The beggining

Dear Reader:

Today I am beginning this blog to share the ideas I find about the industry of Organizational Development and training. I am currently looking to get involved in the field so I will be doing a lot of online research and interviews with experts in the Greater Detroit area and beyond.

My passion for this field started when I took an Organizational Behavior class during my undergraduate degree and the teacher had us read 7 Habits of Highly Effective People.  I then got all the training materials I could from FranklinCovey and listened to them while working early morning custodial in college.  One morning while listening I realized what I eventually wanted to do for my career.  It was to become a trainer who developed and taught this kind of material.

I hope this blog will help both of us learn more about the industry in the near future.

Thanks for reading