Topics: process consulting, organizational mission, sustainable vision, Mark L. Vincent, Design Group International, corporate mission statements, society for process consulting, Organizational development
Inspired by so many angry and data-laden posts, op-eds and talking heads, I borrowed from Paul's essay on love to get my thoughts on paper. the photos are linked to related videos. If I may, I'd urge you to experience this fully, and not just read it quickly.
Topics: process consulting, Process consultation and design, informal communication, Mark L. Vincent, Design Group International, leadership and communication, business communication, society for process consulting, process chaplaincy, crisis communication
If leaders can (re)learn any one thing from Pandemic Time, it is that the proverbial house is always falling down. Leaders are foolish to step back and say “There, that’s done,” or “Whew! That’s over!”
Topics: process design, process consulting, executive coaching, organizational development muse, Mark L. Vincent, Design Group International, organizational decision making, executive develpment, strategic mapping, Resiliency, Think first
Special Announcement: a FAST TRACK version of Process Consulting Training. (see more below).
Topics: process consulting, Process Consultation, Process consultation and design, strategic planning, organizational development muse, Mark L. Vincent, Design Group International, organizational design, organizational strategy, lon swartzentruber, society for process consulting, strategic mapping, multi-scenario planning
Topics: process consulting, Financial Leadership, organizational development muse, Convene, Mark L. Vincent, Design Group International, behavioral economics, steward leadership, organizational problem solving, organizational decision making, Executive peer-based advising, long term decision making, society for process consulting
Recent months have brought abundant conversation on how next-generation executive leaders might be developed within an organization — especially in a healthy company that is straining its capacity. Conventional wisdom says that developing from within best continues a strong company’s momentum, and that hiring externally best redirects a company that has lost its way. In either scenario, the ability to develop and position executive leaders becomes especially important!