Comments for Greater Cincinnati Organization Development Network http://odncincy.org Serving Change Agents Who Have the Passion and Perseverance to Make Organizations Better! Thu, 11 Mar 2010 18:42:33 +0000 http://wordpress.org/?v=2.3.1 Comment on THE LEADERSHIP DEVELOPMENT FORUM by Ken Wessel http://odncincy.org/2009/03/?y%/the-leadership-development-forum/#comment-269 Ken Wessel Wed, 18 Mar 2009 23:10:26 +0000 http://odncincy.org/2009/03/?y%/the-leadership-development-forum/#comment-269 I was contacted this week by an out of state company who is interested in The Leadership Development Forum and is thinking through the process of justifying participation at this time. Our dialogue concluded: -In the best of business worlds the most future oriented organizations invest in developing people, organization, products and technology during hard times. They do this with expectation that when the tide turns they will be prepared to gain ground on the competition. -Individuals who are counted on for leadership development are generally more available for participation. -The future of a downturn will not be business as usual, but will offer a host of new opportunities and issues. Therefore availability of leaders who are courageous, wise, confident, and credible are essential to take take the organization into new territory and seize advantage in what the future has to offer. I was contacted this week by an out of state company who is interested in The Leadership Development Forum and is thinking through the process of justifying participation at this time. Our dialogue concluded:
-In the best of business worlds the most future oriented organizations invest in developing people, organization, products and technology during hard times. They do this with expectation that when the tide turns they will be prepared to gain ground on the competition.
-Individuals who are counted on for leadership development are generally more available for participation.
-The future of a downturn will not be business as usual, but will offer a host of new opportunities and issues. Therefore availability of leaders who are courageous, wise, confident, and credible are essential to take take the organization into new territory and seize advantage in what the future has to offer.

]]> Comment on 4 Generations in the Workplace Workshop Handouts by Ken Wessel http://odncincy.org/2009/03/?y%/4-generations-in-the-workplace-workshop-handouts/#comment-257 Ken Wessel Fri, 13 Mar 2009 19:06:38 +0000 http://odncincy.org/2009/03/?y%/4-generations-in-the-workplace-workshop-handouts/#comment-257 Frank and Dave; Thanks for a presentation that stimulated very useful thoughts beginning with self-disclosure of fundamental unease relative to classifying people by race; generation, religion, education level, IQ, Meyers-Briggs, etc. My beliefs with regard to this subject include: -Virtually all people have capacity to transcend limitations of current state and class assignment given access to; leaders who stimulate initiative toward development, exerienced guides who reveal the path and point out hazards along the way, and a like minded community who partner in resolution of issues while maintaining developmental aims. -Cultures that draw members toward higher, shared purpose, invest in developing their unique potential to contribute, and create healthy tension between self-discipline and freedom tend to erase the boundary/interface that separates into classes. -However the world we live in will continue to define and name various classes of people and things, therefore we benefit by using that reality as a source of learning more about ourselves, others and our environment. Best wishes for your research; Ken Frank and Dave;
Thanks for a presentation that stimulated very useful thoughts beginning with self-disclosure of fundamental unease relative to classifying people by race; generation, religion, education level, IQ, Meyers-Briggs, etc. My beliefs with regard to this subject include:
-Virtually all people have capacity to transcend limitations of current state and class assignment given access to; leaders who stimulate initiative toward development, exerienced guides who reveal the path and point out hazards along the way, and a like minded community who partner in resolution of issues while maintaining developmental aims.
-Cultures that draw members toward higher, shared purpose, invest in developing their unique potential to contribute, and create healthy tension between self-discipline and freedom tend to erase the boundary/interface that separates into classes.
-However the world we live in will continue to define and name various classes of people and things, therefore we benefit by using that reality as a source of learning more about ourselves, others and our environment.

Best wishes for your research; Ken

]]> Comment on THE LEADERSHIP DEVELOPMENT FORUM by Ken Wessel http://odncincy.org/2009/03/?y%/the-leadership-development-forum/#comment-256 Ken Wessel Fri, 13 Mar 2009 18:11:54 +0000 http://odncincy.org/2009/03/?y%/the-leadership-development-forum/#comment-256 ODN Colleagues; Thanks to Leigh for her effective management of our web site. I believe that involvement of our membership in "The Leadership Development Forum" will move toward fulfillment of our ODN mission and look forward to your added thoughts, questions and suggestions about how to do that. Participation can be as a network member or by enrolling the organization you represent. As a means of moving forward, I could provide an interactive preview of LDF for those who are interested at 1:30 on April 14 (before next ODN meeting) at a location near DeVry. Please contact me directly or by web site comments regarding interest and I'll follow-up in a couple weeks with proposed next step. Regards; Ken ODN Colleagues;
Thanks to Leigh for her effective management of our web site.

I believe that involvement of our membership in “The Leadership Development Forum” will move toward fulfillment of our ODN mission and look forward to your added thoughts, questions and suggestions about how to do that.

Participation can be as a network member or by enrolling the organization you represent. As a means of moving forward, I could provide an interactive preview of LDF for those who are interested at 1:30 on April 14 (before next ODN meeting) at a location near DeVry. Please contact me directly or by web site comments regarding interest and I’ll follow-up in a couple weeks with proposed next step.

Regards; Ken

]]> Comment on November Topic Rescheduled for January 13, 2009 by Ken Wessel http://odncincy.org/2008/11/?y%/odn-meeting-for-111108-cancelled/#comment-224 Ken Wessel Tue, 30 Dec 2008 20:23:25 +0000 http://odncincy.org/2008/11/?y%/odn-meeting-for-111108-cancelled/#comment-224 REFLECTIONS ON “LEADING KNOWLEDGE WORKERS” For me, this paper contains many insights that stimulate and focus my thinking. Unfortunately, to gain the full potential learning from these ideas it would be necessary to engage in direct, live and open dialogue; however I will do my best to be additive given the limitations of this process. “The essence of leading…is an expression of the authentic self.” This is the grounding element in my framework, “willing the self to lead” which I express as core values. The authors concept of authenticity is captured in Hamlet; “This above all; to thine own self be true, and it must follow as the night the day, thou canst not then be false to any man.” To be authentic in expression of one’s core values no matter the cost, is perhaps the ultimate test of will and the ultimate source of capacity to lead. Perceptions of others feed their judgment of our authenticity, a matter over which we have no control. All we may be able to control if we have the will to do it, is to take a stand on core values and not be swayed by those judgments. Some thoughts about managing which may be described as the integrated processes of planning, organizing, directing, auditing and controlling. • I believe that an element of our destiny as human beings is to become able to manage ourselves. • Managing is fundamentally intended to be applied to things and not people. • Managing when applied to people is supervision. • Some individuals in particular situations require supervision for their sake and that of others. • A significant measure of development is a trend that moves from supervision to self-management. • Self-management is evidence of an empowered self. • Self-managing capability is a requirement for authentic self-expression. • Empowered people welcome capable leadership and resist being managed. • When in pursuit of own empowerment, people seek and welcome change as the required path. What is clear from this paper is that perhaps the greatest challenge to those who seek to influence their organizations is that they define and understand similarities and differences in roles of leading, managing and supervising. They must be able to choose the role most appropriate to a particular situation and clarify with others the role they aim to perform and why. Perhaps, some day we will create a forum for more extensive and direct dialogue on these critical matters. Ken Wessel, 12/30/08 REFLECTIONS ON “LEADING KNOWLEDGE WORKERS”

For me, this paper contains many insights that stimulate and focus my thinking. Unfortunately, to gain the full potential learning from these ideas it would be necessary to engage in direct, live and open dialogue; however I will do my best to be additive given the limitations of this process.

“The essence of leading…is an expression of the authentic self.” This is the grounding element in my framework, “willing the self to lead” which I express as core values. The authors concept of authenticity is captured in Hamlet; “This above all; to thine own self be true, and it must follow as the night the day, thou canst not then be false to any man.” To be authentic in expression of one’s core values no matter the cost, is perhaps the ultimate test of will and the ultimate source of capacity to lead.

Perceptions of others feed their judgment of our authenticity, a matter over which we have no control. All we may be able to control if we have the will to do it, is to take a stand on core values and not be swayed by those judgments.

Some thoughts about managing which may be described as the integrated processes of planning, organizing, directing, auditing and controlling.
• I believe that an element of our destiny as human beings is to become able to manage ourselves.
• Managing is fundamentally intended to be applied to things and not people.
• Managing when applied to people is supervision.
• Some individuals in particular situations require supervision for their sake and that of others.
• A significant measure of development is a trend that moves from supervision to self-management.
• Self-management is evidence of an empowered self.
• Self-managing capability is a requirement for authentic self-expression.
• Empowered people welcome capable leadership and resist being managed.
• When in pursuit of own empowerment, people seek and welcome change as the required path.

What is clear from this paper is that perhaps the greatest challenge to those who seek to influence their organizations is that they define and understand similarities and differences in roles of leading, managing and supervising. They must be able to choose the role most appropriate to a particular situation and clarify with others the role they aim to perform and why.

Perhaps, some day we will create a forum for more extensive and direct dialogue on these critical matters.

Ken Wessel, 12/30/08

]]> Comment on November Topic Rescheduled for January 13, 2009 by Ken wessel http://odncincy.org/2008/11/?y%/odn-meeting-for-111108-cancelled/#comment-205 Ken wessel Wed, 26 Nov 2008 15:11:10 +0000 http://odncincy.org/2008/11/?y%/odn-meeting-for-111108-cancelled/#comment-205 In response to suggestion to read a good consulting book, I have three recommendations: -"The Tao of Leadership"/John Heider and for anone who wants to go deeper, direct translation by Wilhelm -"If You Meet the Buddha on the Road-Kill Him"/Sheldon Kopp (best insight into process of self-discovery that I know of) -"The Age of Heretics"/Art Kleiner-Gets at the essence of change in organizations with special coverage of P&G (where I worked with him on conceptual and factual accuracy.) In response to suggestion to read a good consulting book, I have three recommendations:
-”The Tao of Leadership”/John Heider and for anone who wants to go deeper, direct translation by Wilhelm
-”If You Meet the Buddha on the Road-Kill Him”/Sheldon Kopp (best insight into process of self-discovery that I know of)
-”The Age of Heretics”/Art Kleiner-Gets at the essence of change in organizations with special coverage of P&G (where I worked with him on conceptual and factual accuracy.)

]]> Comment on Meeting Notes from May 13th Workshop by Gary Sweeten http://odncincy.org/2008/05/?y%/meeting-notes-from-may-13th-workshop/#comment-72 Gary Sweeten Wed, 10 Sep 2008 13:21:48 +0000 http://odncincy.org/2008/05/?y%/meeting-notes-from-may-13th-workshop/#comment-72 I had to miss the May meeting so these notes helped me see what was happening. I appreciate the way Ken has layed out the processes and thinking about ways to get from A to B to C. Ken is always provocative and insightful. I had to miss the May meeting so these notes helped me see what was happening. I appreciate the way Ken has layed out the processes and thinking about ways to get from A to B to C. Ken is always provocative and insightful.

]]>