The Organizational Development Muse

Legacy trumps history

Posted by Mark L. Vincent

Adapted from the previous Design Group International publication The Appriser in 2010.

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Topics: Process consultation and design, leadership succession, Mark L. Vincent, Design Group International, executive leadership development,, business success, leadership legacy

Notes on a Resource: The Objective Leader

Posted by Mark L. Vincent

The Objective Leader

How To Leverage The Power Of Seeing Things As They Are

Publishing Information: by Elizabeth R. Thornton, Palgrave-Macmillan, 2015

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Topics: process design, process consulting, organizational development, objective reality, Mark L. Vincent, Design Group International, notes on a resource, executive leadership development,, Elizabeth Thornton,, business success

A leader's lament

Posted by Mark L. Vincent

 

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Topics: organizational develoment, Mark L. Vincent, Design Group International, leadership clarity, Executive Development, proces consulting, Leader2Leader, executive leadership development,, Convene Teams,, executive communication, executive case studies, leader's lament, enneagram 8

Thank you Sepp Blatter - putting succession front and center

Posted by Mark L. Vincent

Outcomes  magazine from Christian Leadership Alliance just published an article of mine on the importance of succession. With Sepp Blatter's FIFA (non)resignation, the timing could not have been better for putting this issue that confounds so many leaders front, center and global.
In Blatter's case, we are being the shown how to make all the succession mistakes, compounding one upon another, and being lived in front of the planet in vivid 24 hour ever-evolving news cycles.
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Topics: process consulting, organizational development firm, leadership succession, organizational development muse, Mark L. Vincent, Design Group International, executive leadership development,, ethical leadership, executive case studies, business ethics

A new leadership mentoring program gets underway

Posted by Mark L. Vincent

Starting January 2015, I and a number of friends and colleagues have the honor of serving as mentors through Christian Leadership Alliance’s new Outcomes Mentoring Network www.OutcomesMentoring.org.  It is an honor to be invited to be a part of this state-of-the-art online matching system. It will connect experienced mentors with today’s emerging organizational leaders. You can learn more in this short video from CLA president and CEO Tami Heim.

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Topics: Christian Leadership Alliance, executive coaching, mentoring, Mark L. Vincent, Design Group International, leadership development methods,, executive leadership development,, outcomes mentoring network, effective nonprofits

Leadership Fable: wise owl meets young buck

Posted by Mark L. Vincent

...and young buck gets wiser.

by mark l vincent

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Topics: process consulting, organizational development firm, executive coaching, organizational development muse, Mark L. Vincent, Design Group International, executive education, leadership development methods,, executive leadership development,, executive case studies

CEO conversations: connecting money with time.

Posted by Mark L. Vincent

I was with a ministry CEO last week who hoped to see a greater degree of voluntarism in his organization. He was asked if he had a volunteer time budget and that was a new concept to him--to actually quantify the likely number of volunteer hours currently available to him and then how they were being allocated in support of the organization's mission.  Those in conversation with him encouraged him to strategically optimize the volunteer hours currently available so that there would be more integrity and realism in the appeals for new volunteers.

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Topics: process consulting, stewardism, organizational development muse, Mark L. Vincent, Design Group International, steward leadership, organizational development resources,, executive leadership development,

Simple Living CEO Style

Posted by Mark L. Vincent

Whether you are a Chief Executive Officer, Executive Director or interim CEO, you are responsible for the whole of the organization. Nobody else shares the responsibility for the complexity of the whole at the level you do, Even if you are fortunate enough to have a team member who demonstrates potential to perceive the complexity of the whole, they are not responsible for it. Their job does not depend on it. Organizational performance does not ultimately point to them with the intensity that it points to you.

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Topics: process consulting, nonprofit executive leadership, peer-based consulting teams, Mark L. Vincent, Design Group International, Leader2Leader, executive leadership development,, Convene Teams,, interim ceo,, peer-based executive teams

Can an an executive leader love an organization?

Posted by Mark L. Vincent

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Topics: process consulting, organizational development, organizational development muse, Mark L. Vincent, Design Group International, executive leadership development,, leadership love, organizational love

Building leadership capacity for excellence. It doesn't happen by osmosis!

Posted by Mark L. Vincent

It is a common human approach to peruse information and hope something leaps into one’s head and sticks, especially when material is difficult to understand. Anyone struggling to understand geometry, as I did, knows that approach doesn’t work. Yet we try the osmosis approach by default.

This is no way to approach a business launch, a technology upgrade, or the edit of an operational manual either. If you wait to figure it out eventually, hoping that the solutions emerge and implement on their own simply because you showed up, entered the URL or flipped the power switch, two out of three results are achieved:

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Topics: process consulting, organizational development, organizational development consulting, Mark L. Vincent, Design Group International, Leader2Leader, executive leadership development,, Convene Teams,