Daily Quote: Secret On Increasing Employee Engagement


Daily Quote: When people know we truly care about them—and not just about what we can get out of them—they tend to go the extra mile.

Reflection: Recently, I was pondering the lack of engagement and dis-satisfaction of employees at their workplaces. According to a 2014 Aon Hewitt survey, only 61% of worldwide workers said they feel engaged at their jobs. Why aren’t the numbers higher? Boredom, authoritarian management styles and lack of respect and trust are the usual culprits for these negative attitudes.

Self-Coaching: Over the next week checkout how your employees are feeling about their jobs and make a plan based on their input how to put mor joy and fun into the workplace. This effort would be appreciated and I promise will improve everyone’s “quality of worklife.

Click through to this insightful article on workplace satisfaction.




Part I: Message for Leaders– Don’t Micro-manage employees

My view based on consulting with organizations for forty plus years—Problem of Micromanagement. Trying to get people to do an assignment or task your way is exhausting. Focusing on a sense sense of urgency takes effort and jeopardizes self-initiative, morale of workers, and quality service. Are people doing an assignment fast enough?  Are they doing it the way I want it done? Are they staying late to complete their task or just punching the clock? Is enough being done to create a more responsive and productive work place environment?

Micromanagement takes a lot of work and energy in the wrong direction. How about being a constructive boss who respects others opinions and ideas.  If you want things done right and goals reached involve others in the decision-making and make them feel important by sharing in the rewards of success–living wage, bonuses and profit sharing. By building an open and trusting relationship the owner and boss will empower employees. This people first approach will pay dividends in many subtle but powerful ways. This type of respectful approach will build loyalty and help create a team of employees that will in turn show respect to customers and support the organization imperatives of productivity and profitability.  Be careful dismissing this point too quickly — even if you would never micromanage, you could be creating the wrong incentives for people in your organization.

Seven Small Dose Learning Steps to support Personal Choices

Here is the neuroscience behind why most people fail to succeed in making personal changes.

Here are 7 proven ways to support effective Personal Growth and Change goals:

  1. Strong willpower  and grit are learned skills. You have to work on being mentally tough. Develop more “grit”. For example, working out, the smallest amount of weight is hard at first, but as you work on it and improve over time, that small weight that seemed hard will become a lot easier.
  2. Execute without making excuses for not doing the change activities.
  3. Focus on positive rewards and feedback instead of negatives
  4. Hold yourself accountable. Write it down. Track changes on daily basis.
  5. Take on a small dose change rather than a bold audacious or life changing goal. Use the Plus-One Method for change.
  6. Pick a doable and manageable smart goal
  7. It’s okay to stumble and screw up. Just get back-up and keep at it. Never give-up it builds your resilience.

Daily Quote and Reflecting: Coping with Losses and Transitions in Life.

Daily Quote: ” Chaos is the primal state of pure energy for every true new beginning…living during these turbulent times of rapid and unexpected change is one of the most difficult tasks a person will face in the 21st Century. In adapting to new realities, people need a map  to chart a course through chaos. William Bridges

It  may just mean doing a better job at whatever you’re doing or trying new things that are more fulfilling . There are men and women who make the world better just by being the kind of people they are –and that too is a strong commitment to living life “on purpose. They have the gift of kindness or courage or loyalty or integrity. It matters very little whether they’re behind the wheel of a truck or a country doctor or bringing up a family.

Interesting discussion about athletes on ESPN sports talk by Mike and Mike a few days ago–They talked about how professional players have an attitude that does not help them get through life transitions. For example, I am going to do this thing I love forever, I don’t need the help, I am bullet proof and  will play forever. These are false ideas and significant obstacles to dealing with reality when it hits and their career is over. They setup a difficult and sometimes painful situation for getting through life’s transitions.

Another difficult area in losses or transitions is whether the unfortunate event is an on time and off time loss–I am 65 and it is time to retire (on time) or I am 25-year-old soldier and I loss both of my legs or a rookie all-star football athlete who sustains a career ending injury, or you are 44 and get fired because of circumstances or incompetence…etc. If you want more information on how to handle these situations see the National Best selling book called  Transitions by William Bridges. This book discusses the many scenarios and struggles people confront when facing loses or in the need to start over in life because of tragedies or just circumstances.   Finding one’s way is difficult so we need support and education to cope with losses and find new opportunities for creating a stable life and new identity.

Let me summarize some of the questions that Bridges and others have raised that you might ask yourself  that you can face the many transitions life:

  1. Are you being honest with yourself about the situation or circumstances you are facing?
  2. What challenges does this life transition present? What is changing? What are up and downsides to this change?
  3. What will actually be different because of this challenging situation?
  4. What losses might I experience? How can I prepare or get out ahead of these possible changes?
  5. What strengths do I have and what are my weaknesses or voids that have been created by this loss?
  6. What does success look like once I have confronted and overcome this transition or loss?

One of the most tragic things I know about human nature is that all of us tend to put off living or don’t ask for help when we need it. We are all dreaming of some magical time over the horizon instead of enjoying the moment and using the time right in front of us to prepare for the expected or unexpected events that confront us all at some point in life.

The First Rule of Change: It’s Always Happening

The First Rule of Change: It’s Always Happening

“It is essential to follow your commitments 100% of the time—Do you have a clear and meaningful life compass.”  HBR May 22, 2012 Clay Christensen’s

As the world’s wisdom traditions teach and science is now verifying, our lives are in fact defined by constant change and ambiguity of constant change . Whether you’re looking to change a behavior, improve your health or other circumstances, or simply for a way to bring hope and resilience into your life as it is, The DRIVE 4 CHANGE MODEL will help you trust and coach yourself to discover your true strengths and motivations for personal development and change.

No Drive = No Change

DRIVE MODEL—Dealing with Motivation 4 Constant Change   

D = Development of “Life Purpose and Goals” through Self-awareness

R = Reality

I = Introduction of Solutions

V = Validate commitment for change and action plan for accomplishing desire results

E = Execute against plan and continuous improvement and change through feedback

The Glue for Successful Self-Coaching: Five phase T.R.U.S.T. Process

Emerson once said: “Trust men and they will be true to you; treat them greatly, and they will show themselves great”

Emerson was talking about how to learn to trust, connect with others and build loyalty. His point of view is that trust doesn’t start with the other person,but begins by looking in the mirror and deciding what it takes for you to trust others. Do you give trust away automatically until the person disappoints you or do you make others earn trust ?  Essentially, Emerson is talking about how to connect emotionally with others.

Since coaching goes nowhere fast if there is not a trust connection, I thought how could I tie the nebulous and sometimes vaporous concept of trust into a concrete and tangible process for coaching.  So for the last year I have noodling and experimenting with my coaching clients and now would like to share the “process with structure” TRUST framework with you. Here is the framework:


” Real friendships are built on selflessness, and selflessness is built on trust”. Wickism

1. Tell the Truth

2. Reality Check 

3. Understanding by Listening and Empathy

4. Solutions by Partnering

5. Together set Action Plan

Next blog I will explain in more detail the first step to the Self-Coaching process--Tell the Truth.

If you want the full model and tips for executing your Self-Coaching process sign up for Self-Coaching newsletter at http: thewick.wordpress.com/us

Thanks for your interest and support.

Life is not a Dress Rehearsal–Finding Purpose by Crafting and Living Your Mission Statement

Daily Quote: “Remember Life is a journey. And your mission statement is your mental map for living a life of meaning and on purpose.” MWH

Reflection: Over the years, it becomes apparent that living a life of Meaning and On Purpose is not an easy task because crafting and following a  Personal Mission takes commitment and flexibility. Like a bullet train, your circumstances change people come and go in your life, priorities shift and change is about the only thing we can count on in life. Certainty is not an attainable state for living a quality life.

Some goals will be achieved others need to be renewed and dreams need to  change. All of this is reality and is okay – because change means opportunity and self development possibilities. As you grow, transform, and reshuffle your goals and dreams, it is important to allow yourself the freedom to choose, expand and re-frame your mission statement. For now, if you have developed a mission statement and a clear purpose for living take time to celebrate because you are just 1% of humanity that has taken the time to provide direction for living their life. Well done. Tell your friends about your newly stated purpose in life. Go print your mission statement out and post it next to your mirror and computer, so you can refer back to it often.

The next step is learning how to live your mission. This can be difficult just like keeping resolutions or trying to change a personal habit. The process generally it takes focus, engagement and perseverance to stick with your values and mission in a chaotic and complex world. I am here to help and support your efforts.  Learn more about how Dr.Mark can help by joining up for the weekly Self-Coaching Community where you will be challenged with Self-Awareness exercises and tips on how to live a more meaningful life. When you join the community I will send a weekly challenge for growth and development and a Circle of Life newsletter containing ideas on to change or stay on trap with your new life plan. Send your e-mail to thewick.wordpress.com to receive more information. Get started today on a new and energizing path to living a better “quality of life.

Thanks for your interest. Coach Mark

Brainstorming why people don’t do what is expected? 28 Triggers and motives


Just Brainstorming on reasons for not doing what you say you will do. Add your thoughts and ideas 

1. Lack of clarity about task you are being asked to do

2, Complex activity that doesn’t explain the necessary steps  to do what u want them to do

3. Don’t read the directions to learn what to do

4. False assumptions- People expect they can do  it based on past experience in similar situations.

5. Situation doesn’t match your strengths or abilities

6. Fear of failure and looking bad so consciously decide not to take the risk

7. In particular situation you feel vulnerable or afraid to try–anticipate something bad will happen

8. Don’t trust other person’s motivates or intentions–No Trust

9. Don’t like what is being ask for you to do

10. Not involved in making decision on WHAT TO DO–Lack ownership

11. Based on past experience don’t like what you are being asked to do–don’t find activity enjoyable and assume it is too difficult and hard work

12. Lack energy to do what is requested.

13. Barriers and obstacles to difficult to overcome

14. Stuck in old ways of doing things

15. Don’t like you and the way you ask–personality conflict

16. Don’t have money, or resources time to do it.

17. Lack personal commitment or willingness to do it.

18. Don’t care to do it–feeling of so what–no consequences tied  to doing it or not

19. Framing of request is stop doing such and such not start doing such and such

20. Too dependent on what you do and say

21.  Task not specific enough or too vague as to what,where, how, how many and with whom

22. Bored because activity to repetitive and mundane

23. Activityhas no meaning or importance to them

24. Can’t make commitments because don’t want to assume responsibility or be blamed for failure if it happens

25. A mindset based on Disaster fantasy or worst case scenario

26. To big of a request  in terms of what is supposed to be done or in what time frame.

27. Activity goes against your values or ethical position in life.

28. Don’t have the ability or skills to do what is being requested.




Expectations and Payoffs Key to Changing Behavior in 2013

As we ponder setting goals and making resolutions for change in 2013, I thought it would be helpful to see what research and theory might provide support for finally making the changes you want to make in 2013. I think Dr.Julian Rotter,who developed a powerful theory of Social Learning in the 1950’s By the 1960 his ideas initiated an enormous amount of research on the power of control and choice. “In 1966, Rotter published his famous I-E scale in the journal “Psychological Monographs”, to assess internal and external locus of control. This scale has been widely used in the psychology of personality studies. Rotter  was astounded by how much attention this scale of Inner Directed and outer directed control generated… He himself believed that the scale was an adequate measure of just two concepts, achievement and motivation for change (which he took to be linked with internal locus of control) and outer-directedeness, or tendency to conform to others (which he took to be associated with external locus of control). There are  four main components to his social learning theory model for predicting behavior.”These are reviewed below: behavior potential, expectancy, reinforcement value, and the psychological situation.

Behavior Potential. Behavior potential is the likelihood of engaging in a particular behavior in a specific situation. In other words, what is the probability that the person will exhibit a particular behavior in a situation? In any given situation, there are multiple behaviors one can choose to engage in. For each possible behavior, there is a behavior potential. The individual will exhibit whichever behavior has the highest potential.

Expectancy. Expectancy is the probability that a given behavior will lead to a particular outcome, or reinforces change. How likely is it that the behavior will lead to the outcome? Having “high” or “strong” expectations means the individual is confident the behavior will result in the outcome. Having low expectations means the individual believes it is unlikely that his or her behavior will result in reinforcement. If the outcomes are equally desirable, we will engage in the behavior that has the greatest likelihood of paying off (i.e., has the highest expectancy). Expectations are formed based on past experience. The more often a behavior has led to reinforcement in the past, the stronger the person’s expectancy that the behavior will achieve that outcome now.

Reinforcement Value. Reinforcement is another name for the outcomes of our behavior. Reinforcement value refers to the desirability of these outcomes. Things we want to happen, that we are attracted to, have a high reinforcement value. Things we don’t want to happen, that we wish to avoid, have a low reinforcement value. If the likelihood of achieving reinforcement is the same, we will exhibit the behavior with the greatest reinforcement value (i.e., the one directed toward the outcome we prefer most).

Predictive Formula. Behavior Potential (BP) is a function of Expectancy (E) and Reinforcement Value (RV) can be combined into a predictive formula for behavior change:

Behavior Change = (Expectations + Reinforcement Value)

So back to my coach with Bill H. It would have come as a great shock to everyone except his few close friends, had they discovered, how deeply unhappy he was with work routine. He was really only happy in his music studio, were he can listen to his favorite songs and composers, and very few knew that his real dream was to own his own music shop and teach others to appreciate the beauty of classical music some day.

Joe C. was by nature very out going, and I suspect that he suffered from a mild form of grandiosity and depression. Working as automotive executive was a struggle for him that never eased. Not to disappoint his wife, parents and work, he resolved to stick with it until something changed. His inability to be more self-directed, goes to work –  living out a self-inflicted misery instead of a happy life.

There are actually many people pursuing careers and goals that they are ill-suited for, and they too will remain stressed and unhappy until they make a change. But many feel trapped by the need to keep up a certain lifestyle, family expectations, and accumulated financial responsibilities.

The only way out of this unhappy state is to make a change in line with your true nature, or what the Buddhists call one’s being or “suchness.” Your true temperament will never allow you to feel comfortable, happy, or content, when you are engaged in activities that are not a good fit with who you really are.  So I asked Bill C. how committed he was to make a life change that better fits his perception of himself and his natural strengths? Stay tuned he says he is pondering what that change would look like and how committed he is to do it 2013. Will you commit and make the choices need to find more joy and equilibrium in your life?

Daily Quote and Reflection: Making A Difference through Hope and Constructive Meaningful Living

My personal Vision: (passion, people and purpose) Is to bring love, trust, joy and inspiration into the community, workplace and my family by making a difference 1 person at a time, 1 day at a time, and 1 moment to moment at a time. This is what I call Constructive and Meaningful Life Coaching. Stop fooling and lying to yourself–If you surround yourself with people who speak the truth, and you lean in to what you do best, then the next step is to start evaluating your goals for 2013 with your head on straight and heart in the right place. You will never get anywhere unless you’re clear about where you are now and where you want to go, and how you are going to get to the future. You need to be clear on your goal, resources and support and the barriers you need to get through to do to get there.

What is stopping you from doing the things you need to do to gain control and improve your live?  So stop lying and denying the need for change. Embrace the reality and truth of your situation. Then put together a practical plan and start executing against that plan for change with the Smart-Step process. Here is my gift to you a friendly nudge and promise of support when you slip back into old habits or ways of thinking and acting that are self-defeating and rob you of creating and sustaining a meaningful and purpose filled life.

My Mission: To provide through teaching, consulting and coaching a way for people to become lifelong learners and problem solvers. I want you to reach your  full potential for living a balanced and fulfilling quality of life. Living and learner in this manner is the acknowledgement and embrace of hope and personal development through experience, reflection and problem solving. This process will require continuous assessment and feedback on your behavior. It will require the ability to be open in identifying new opportunities and challenges, being flexible in recreating, and updating your mental maps of the world through learning and planning and finally building support systems that mobilize you toward desired actions that make a difference in the world day in day out.

Key Principle in My Mission is the belief that Hope can make a Difference.  Hope is the glue that integrates our being and the magnet that attracts our resources and acts as the antidote to fear.  “To hope,” wrote Eric Fromm, “means to be ready at every moment for that which is not yet born, yet not to become desperate if there is no birth in our lifetime.” We cannot go on living without it.  Hope requires a strong personal believe and a positive self based on a belief that you can make a difference.  Hope requires that you acknowledge your strengths and that you are the primary change agent in your life. It requires that you sort through the events and things in life you can control and let go of those things that are beyond your control.  At the center of hope is an optimistic view of life.  It allows you to see positive things from dismal events by accepting the hurt feelings and pain; always trying to see the bright silver on the other side of despair and move on when you are ready. Hope is realizing the good fortunes and success you have had in the past and remembering that they will come your way again in the future.  It is risking and taking chances. “For to try and fail is at least to learn, but to fail to try is to suffer the loss of what life might have been.”

Six Key Questions for Assessing Organization and Team Readiness for Coaching and Development?

To accurately assess your organization’s  for “coaching and personal development” it is important to look at your current level of leadership and development attitudes and realities. You can start a discussion about leadership and change in your team or organization by asking questions such as:

• What’s our assessment of the organization’s approach to “soft skills” education and coaching?

• Where do I and others need to be more effective leaders and coaches?

• What is encouraging and helping promote and foster leaders and coaches — for individual development and for broader organization growth?

• What is impeding, creating barriers or discouraging open communication and personal development for individuals and for the broader organization?

• What would you recommend changing or enhancing so as to help encourage, promote

and foster leadership development in your team?

• What do we do when someone comes to us with a request for leadership or managerial development? What could we do differently?

Reflection for the weekend–How to get unstuck?

Where do I get stuck or feel frustrated?_______________________________________.

What do I control in this situation?___________________________________________

On a 1 (low) to 10 (high) commitment scale where am I ___________________________.

Smart-Step Change Process as applied to  “Personal Change Commitments:

  • Identify a reasonable change goal. Start by making your goal realistic, understandable, doable and measurable.
  • Monitor and Edit yourself in positive ways. Sincerely commit to setting and making progress to accomplishing this goal by the end of the weekend  Set a goal that challenges and stretches you and does not overwhelm you. Do not try to change everything at one time; review and reassess goal to keep it realistic and incorporate lessons learned from setbacks or failures. Try to understand setbacks and overcome them by the lessons you learned. Don’t give-up or give-in.
  • Soften your “criticism.” of self . Do not quit if you feel overwhelmed. Practice this technique– STOP. Reflect. Challenge your thinking.
  • Ask for and accept support and advice from others. Changing a habit or getting unstuck succeeds to the extent that you do not feel alone in tackling or changing it. Be responsive to friends and family members comments or concerns. Be open and flexible to suggestions and feedback from others in trying to keep momentum for change going.
  • Have high standards. Have high standards and don’t expect perfection. Things may go wrong. Be ready to go with the flow.
  • Focus on the optimistic “POV” and Self-Talk. Try to understand and apply your strengths and abilities to the change process. People who succeed on changing  behavior permanently make at least three times as many positive statements to themselves about progress than negative statements or excuses.

Once you understand the Smart-Step Process you are on the road to significant personal change and getting unstuck.  Specific change goals replace other people’s expectations and help you focus on what is really an important priority in your life. Being and living in the moment is critical to developing confidence. It means learning to trust and believe in your ability to accept the challenge. Developing this change posture means that you must accept more vulnerability and at risk. Trust is directly related to your ability to be open and is experienced as authenticity by others. Good Luck on your change goals and share your success stories with us next week. 

Critical Questions to Answer for Continuous on going Personal and Professional Development.

“I don’t have any special talents. I am just passionately curious”.–Einstein

What Do I need to do to take charge of my personal and professional development and growth?

The answers to this question are varied.  For me, the broad answer is this:  I write down what I want, and I write down what I need and then how I plan to get there. I write down barriers to accomplishing what I want and need to create a meaningful and fulfilling life.

That’s the overarching purpose, but I’ll give you some specific examples of what to include in your personal growth and renewal assessment.  Some of these items I added after recommendations from a spouse, friend ,colleague and coach.  One thing to note though is there are no hard and fast rules – your personal development and renewal assessment and plan are all about you, and what you want to accomplish in critical areas of your life-like the following:

Directions: A quick way to get a picture of where you are in your career and life development is to answer these questions by assigning a number from 1-10 for each of the 10 categories.  Score a one if you are unsatisfied and a ten if you are highly satisfied with your awareness, knowledge and comfort in these areas of your life. After completing the exercise review and reflect on your scores. Identify the three lowest scores and then identify the two areas you would most like to improve. Are you committed to change and improve these areas? If so what action can you take to improve or move forward in these areas.

1. Purpose and Personal vision—Why do I get up in the morning?

2. Satisfied and clear on your values, strengths and talents?  Do your talents and work responsibilities align

3. Career and work fulfillment fit with values—Where am I now and where do I want to be in 12-18 months? Where do I get stuck or feel frustrated?

4. Energy and vitality for life.

5. Relationships, communications and support systems at work and in personal life?

6. Health and Physical fitness– Are you doing what you need to do to stay physically healthy and and energized?

7. Spirituality–Do you spend time and make contact with a power ( religion, nature etc) greater than yourself ?

8. Time and Stress Management– Do you spend time on your real priorities in life?

9. Fun-Do you take the necessary time to enjoy life and recover from stress ?

10 Financial resources and stability–How are you handling money issues in your life?

Win from Within–Finding your Own path and Music

Winning from Within.

Remembering that you are going to die is the way to avoid the trap of  playing not to lose.

“You are already naked. Already naked… win from within by being inner-directed

There is no reason not to follow your heart.

No one wants to die. But it is life’s change agent.Out with the old in with the new.

My wish for you today is:

Stay Hungry…Stay calm…Stay Committed to your values…

And don’t settle…push forward and make you own music….own music

Being a maverick and different creates a wonderful journey… Start today to live it.

Practice Makes Perfect–Myth or Reality of 10,000 hours of practice

Practice Makes Perfect —Really

Does 10,000 hours make you expert or master of a subject or performance activity, like tennis or public speaking? From my review it seems that the key is 10,000 hours done in deliberative practice structure. So what exactly is deliberative practice Most research defines it as an activity with a very well-defined end-goal, which should be difficult. The activity needs to be highly repeatable. There needs to be feedback on the quality of each repetition; so it is helpful to have a coach or friend review your performance.

Many  cognitive scientist believe that the key to mastery comes about when a skill is moved from the short term memory of the beginner to the working long term memory through many hours of practice and repetition. Once embedded in the working long term memory, the brain can short-cut the slow process of deliberation associated with juggling new rules stored in the short term memory. Indeed, the operation of working long term memory is like snap judgments or “gut decisions” you make on a daily basis because we have been there before and done that thing we wanted to do.

I believe that the neurological rewiring that occurs during focused attention is the driving mechanism behind the deliberative practice process for learning.  Only focused attention can trigger the brain into the process of rewiring the brain. Self-reflection on the feedback received seems to be the important element needed to move a skill from short term memory to the working long-term memory. Often, after I’ve practiced a new technique in tennis, do I experience a burst of energy, satisfaction and calmness from letting my natural  Self 2 do what it does best. Without interferences of past experience, and doubt or negativity of critical Self 1. This is a consequence of brain rewiring. The repetition of specific behaviors and self-awareness in deliberative practice results in the most effective rewiring, leading ultimately to a state of mastery where the activity can be done quickly, and without effort. Maybe this what players mean when they talk about memory muscle.

More Resources–Checkout http://boscoh.com/books/towards-mastery-deliberative-prty-traits

Understanding Organizational Development and Executing Successful Change Process–Kurt Lewin’s Model

“ Unfortunately, some people will genuinely be harmed by change, particularly those who benefit strongly from the status quo. Others may take a long time to recognize the benefits that change brings. You need to foresee and manage these situations.” Kurt Lewin, 1939

Sometimes, as I look at the poorly planned approach of the White House and Congress attempts to lead us out of these difficult times I wonder if any of our leader’s have studied or learned about the how to institute and manage the process of successful change projects. Or are they just flying by the intuitive “seat of their pants” which guarantees  a longer period for adjustment and acceptance of change initiatives and more suffering when changing large system like Health Care, Deficit Reduction and job creation programs.

So I am going to provide one straightforward and simple model developed by Dr. Kurt Lewin,who has been called the founding father of  Organizational Development and Change Management for their edification and use.

Lewin’s Model for Understanding the Processes of Organizational Development and Change  

One of the cornerstone models for understanding organizational change was developed by Kurt Lewin back in the 1940s, and still holds true today. His model is known as the three-step process for change–Unfreeze – Change – Refreeze. Lewin used a clear, concise and compelling analogy for explaining the change process by describing the simple process of changing the shape of a block of ice into the shape of a cone.

Block of Ice Analogy for understanding Change Process

If you have a large cube of ice, but realize that what you want is a cone of ice, what do you do? First you must melt the ice to make it amenable to change (unfreeze). Then you must mold the iced water into the shape you want (change). Finally, you must solidify the new shape (refreeze).

By looking at change as process with distinct stages, you can prepare yourself for what is coming and make a plan to manage the transition – looking before you leap, so to speak. All too often, people go into change blindly, causing much unnecessary turmoil and chaos.

Continue reading “Understanding Organizational Development and Executing Successful Change Process–Kurt Lewin’s Model”