Dr. Mark L. Vincent's Blog

The Organizational Development Muse

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Managing Polarities: the basics

Posted by Mark L. Vincent on Jun 15, 2016 6:30:00 AM
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Topics: process consulting, the art of agreement, organizational development consulting, leadership arts, organizational development muse, Mark L. Vincent, Design Group International, organizational decision making, group process, executive learning, polarity management

Discernment, decision rules and fragmentation: frustration for organizational leaders

Posted by Mark L. Vincent on Nov 5, 2014 7:00:00 AM

Anyone who leads any type of association where membership/stockholder/board member votes are in play can sympathize with the dilemma faced by leaders of the tiny Gulf States Conference of Mennonite Church USA. You can read the account of their recent losing-and-yet-winning vote here.

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Topics: process consulting, discernmentarian, Art of Agreement, Process consultation and design, organizational development consulting, organizational process, Mark L. Vincent, Design Group International, organizational decision making, group process

Resources for boards and decision-making

Posted by Mark L. Vincent on Oct 27, 2014 8:00:00 AM

This past Saturday I was privileged to facilitate some training in group decision-making and design for a variety of organizational boards, many of them Christian Care Communities. I tend to call this type of training the Art of Agreement

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Topics: process consulting, board governance, Art of Agreement, board development, Organizational Leadership, Organizational Development. effective nonprofit ma, Mark L. Vincent, Design Group International, group process

Principles for reasoned conversation. Can such an organizational leader be found?

Posted by Mark L. Vincent on Jul 7, 2014 6:00:00 AM

There seems no escape from the deep divides between urban/rural, republican/democrat, left/right and the radically different orientations they take with further fracturing issues such as immigration, gender identity, public education, and health care. Even more, the most articulate about their positions demand loyalty, supress reasoned discourse, discourage further learning and expect any additional evidence to support their pre-determined positions.

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Topics: process design, Art of Agreement, Organizational Leadership, Mark L. Vincent, Design Group International, organizational communication, group process

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