Saturday, March 31, 2007

After Sri Lanka - Thoughts about the Front Lines of this World

I finally returned from my 2 1/2 weeks trip to Sri Lanka, where I had a project management workshop and subsequently looked at two projects that support the reconstruction and rehabilitation of this war-torn country by establishing physical and social infrastructure. I did not write about what is going on in this country during the time of my visit for obvious political reasons. And I don't want to go into detail of the war that is going on in this country, every day. Some call it war against terror, some call it freedom fight; one side is accusing the other to recruit large amount of children soldiers, the other is talking about atrocities carried against villages - it is the same story like in a couple of other places in the world. If you want to know more about the actual development, read Sibernews, or the Daily News, two quite opposing news sources.

More...

Thursday, March 29, 2007

Thoughts on Terminus in Change

I've been chatting with Holger and Change Facilitation for around a year and met him recently when he was in Johannesburg. I was delighted to be asked to make some entries in Change Facilitation's Blog on 'Change in South Africa'. What a huge subject! Where do I start? I was thinking about doing something around our work – change management when sudden, unexpected change was thrust upon me. Entropy. It came in two forms – an unpleasant food poisoning from an 'authentic' Durban Curry restaurant which arrived while I was giving a presentation to a knowledge management conference and the murder of a friend of mine, Jens Mende who was shot in his bedroom at his home near Johannesburg for two laptops. All this on the same day. Jens was an academic and lecturer at Wits University for 30+ years and this would have been the year of his retirement. I lectured with him 20 years ago and we maintained a friendship and saw each other regularly. More...





Global Change Facilitation Dictionary & Glossary

As Bernd has reported a few days ago, we are now ready to show the beta version of the Global Change Facilitation Dictionary & Glossary. Have a look at it. It is far from completed, and it will move from its present postion (http://change-facilitation.org/dictionary/) to another, permanent place soon.

Bernd Weber and Mike Kralik have worked quite hard during the last weeks to get
this beta version of the Global Change Facilitation Dictionary running. They got material from the Open Space Dictionary and filled in quite some text in English, German and Portuguese.

We now want to translate the interface texts (not necessary all the terms included in the dictionary) into all kinds of languages. Feel free to have a look at the actual result. We have now 246 word in three languages. I hope, you like it, not so much because of its actual content, but because of its capacity to become a node in the emerging network for knowledge management of the Global Change Facilitator community. It is inteded to become a vessel for easy, fast and intuitively entered contents of people who think about the meaning of the words, they use in their professional practice.

So, our actual problem is, that we need urgent translations of the frame texts - not all the words. Here is the job: if you master a different language than German, English and Portuguese, would you volunteer to translate 3,5 pages of text? We need the text during the next 2 weeks. Please let me know if you are interested and willing to help.

Wednesday, March 28, 2007

Digitizing the World Knowledge: Another Change Initiated By Google

For the last 5 years, there is no other company that has changed the way we work and look for evidence like Google. To Know more about this 21st century corporation, read "The Google Story" of David Vise and Mark Malseed.

After Google Earth, the next exciting project these guys are up to is to digitize all books that exist on earth (or, for the beginning, a major part of them). This is what "Der Spiegel" writes in its English edition:

This library would represent the culmination of a democratization of knowledge that began with the invention of printing. The little Google search window would be the gateway to the content of the 32 million books, 750 million articles, 25 million songs, 500 million images, 500,000 films, 3 million television programs and 100 billion public Web pages that Wired writer Kevin Kelly estimates humanity has published since the days of Sumerian clay tablets. To store all of this gigantic volume of data -- estimated at 50 petabytes -- would still require a building the size of a small town's library, Kelly wrote in a 2006 article for the New York Times. But in the future, all of that knowledge will be only a mouse click away -- and will fit on a single iPod.

Tuesday, March 27, 2007

Global Gathering of Change Facilitation Associates Network starts in 8 days

Our Global Network for Exploring, Creating and Celebrating Change, which now exists for one and a half years, has meanwhile expanded to all continents, and people from all continents will meet for their second Global Gathering between April 4-10, 2007 in a wonderful castle in Mojmirovce, Slovakia. More than 30 people from countries such as Argentina, Australia, South Africa, Norway, Philippines, Lebanon, Germany, UK, Holland, Belgium, Turkey, etc. will meet to discuss the future of the network but also find new descriptions of our discipline. The Change Management Blog will report daily about this event. Read more about the programme - From Exploring to Creating.

Monday, March 26, 2007

Haruki Murakami and The Wind-Up Bird Chronicle

I truly believe that fiction sometimes describes reality better than non-fiction. Good fiction has the potential to boil down things to its essence, describe the core of human relationships, and use exaggeration to make us understand what needs to be understood. Take Dashiell Hammet for example, or Patricia Highsmith, two authors which have clearly shown us that the evil is not in the individuals, it is in the field - everybody is guilty. Or, take a couple of my favourite authors from the Indian subcontinent, such as Tariq Ali or Vikram Seth, who teach us about the beauty of human bonds and the way people can create meaning from relating to each other and to each other's history. Take Michael Crichton, who succeeds in explaining to us the potential dangers of modern technologies, even if critics may say that what he describes has nothing in common with reality. I believe it has, at least on a meta level.

If there is one author who gives metaphorical descriptions of the embedded principles of change, it is clearly Haruki Murakami, the great Japanese novelist of the last twenty years and my favourite author since long. After I had completed all his novels in German, I now started to read them for a second time, now in the great English translation of Jay Rubin. Just finished what I believe is his greatest book, worth the nobel prize, which is "The Wind-Up Bird Chronicle". I must warn you. This book contains the description of some extremely brutal war atrocities that might not be suitable for sensitive souls, and it contains also what you might call adults' stuff. You might read a softer book such as "Hard-boiled Wonderland and the End of the World", or "A Wild Sheep Chase", or his best-seller "Norwegian Wood" (though the adults' stuff is in them as well). But "The Wind-Up Bird Chronicle" has all three major principles of Change Management in it, that is what it makes it so unique:

The Map is Not the Territory (Constructionist Principle). Whatever we think is real might be just trick that our brain pays with us. Toru Okada, the central figure of the novel first looses his cat, than his wife Kumiko, and many strange people walk into his life like the two sisters Malta and Creta Kano who seem to possess super-natural powers. Things that don't make sense at first, like for example old stories from the Japanese-Mandchurian battlefield suddenly provide clues for the riddle Okada has to solve to find his wife. To understand what is going on and to interpret small signs that are given to us, we need to search for more information and try to suspend our assumptions. It takes us more than 600 pages to arrive at that point.

The Behaviour of Complex Systems Cannot Be Described in Linear Terms (Systems Principle). Many things are interconnected in Okada's world, but the complexity of life is so high that no prediction can be made about what will happen next. His firstly chosen then forced stay at the bottom of a dry well for some days has several consequences for Toru Okada and the world around him: In his lucid dreams (or just in another reality?) he is able to trace signs of his wife and starts to understand that his brother-in-law who is running for office might have a dark secret to hide that is connected to the fate of Toru's and Kumiko's marriage. He returns from the well with an ominous mark on his cheek, which turns out to be his enabler to move ahead.

The Observer Determines which Reality Comes to Light (Quantum Principle). There are a couple of parallel worlds existing in Murakami's book. Although somebody might call them reality and dream worlds respectively, in the cause of the book it becomes clear that this is not the right description. The different worlds influence each other in unpredictable ways but it is clear that they are closely interconnected. Okada realizes that only if he can connect these different worlds, there is a chance for him to win his wife back. The connections he makes between these worlds become his, and our reality.

So, if you believe you can stand the hard, kind of Pulp Fiction stuff, and if you want to understand change in another language than those of management textbooks, The Wind-Up Bird Chronicle would be worth reading.

Saturday, March 24, 2007

Reflections on Nexus

I'm writing this at daybreak, in Bowling Green on the first day after the conference.

As I think back over the past two days, I'm filled with mixed emotions. I have a sense of having achieved a wonderful sharing on many levels with remarkable people whom I truly hope it will be my privilege to meet again. I've also learnt a great deal - much from the content of what we did, but even more from the process. More...

Final Reporting from Nexus

In a few short hours this afternoon, Nexus was quickly wrapped up with final reflections, embarking questions, commitments as we go our separate ways, exchange of contact information, and still some confusion and disarray as to what the purpose of the gathering was and what our outcome was, if there was one. More...

Friday, March 23, 2007

Continuing to Open the Space at Nexus

This morning, I attended a Sunrise Session led by Lisa Heft with Harrison Owen in the room via Skype. While we had some technical difficulties getting a good reception, Harrison was able to greet us and provide some thoughts on converging and diverging questions before we hung up. Harrison's presence (if only auditory) was a great way to set the tone for continuing our process this morning. More...

Vienna, March 23 morning

I am just reading along the Blog notes about the NEXUS conference. I think, the results of the Possibility Cafe at the Opening Sessions are wonderful. Theiy clearly indicate what this gathering is about, they are a kind of "list of objectives".

So the next question is : "What can we contribute to achieve these objectives?" More...

A personal insight at Nexus

I'm writing this at daybreak, in Bowling Green on the first day after the conference. As I think back over the past two days, I'm filled with mixed emotions. I have a sense of having achieved a wonderful sharing on many levels with remarkable people whom I truly hope it will be my privilege to meet again.

I've also learnt a great deal - much from the content of what we did, but even more from the process. But, I also have a sense of incompleteness. This stems from an awareness (which was shared by all present) that all the voices were not yet in the room. But for me as a South African (and perhaps also for some others, particularly those who journeyed from afar) it went further than this.

The absent voices from my world sometimes spoke more loudly to me than the ones that were present. At the core, they spoke about similar things as the voices in the room, but they spoke with more urgency, with greater impatience for visible results, and although they spoke in English, they spoke a very different language. We have much work to do yet with regard to these absent voices. For me it is not just about getting them into the room, it is also about finding a shared, more inclusive vocabulary for the important conversations we so desperately need to have.

Dinner and Entertainment - Nexus Style

Photo Note: Participants at Nexus are treated to an evening performance by the Playback Theatre group.

This evening, some Nexus participants gathered for a buffet dinner. The meal was not structured, and from what I could tell and what we talked about at my table, people used the time to debrief their days. Conversations floated around what we thought was going well, what was challenging for us, what we were learning, how our expectations were/weren't being met, and of course some general getting-to-know-each-other chatting. The space felt informal and relaxed, and seemed to be a good time to share thoughts or feelings that didn't fit in the rest of the day, or that people weren't comfortable sharing in larger groups. More...

Thursday, March 22, 2007

Thursday Afternoon at Nexus

After lunch, we reconvened with an afternoon session of Open Space that will continue into tomorrow. Open Space Technology invites participants to host a session about a topic that interests them centered around a theme. In this way, the content of the agenda is reflective of what people want to address and the conversations they desire to be present - for more on Open Space Technology, visit www.openspaceworld.org.

More...

Opening Sessions at Nexus

Photo notes: Participants decorate name tags, grab breakfast and coffee, and begin settling into tables for the Possibility Cafe.

The morning here at Nexus has been busy and exciting, so much that it is sometimes hard to keep up with everything that is going on - what a wonderful challenge to have!

The morning began with a "ragged beginning," with participants trickling in and continuing the flavor of last night's activity with conversations and meeting new people over breakfast. We were treated to music, dancing, and storytelling to help center our focus and set the tone for the days' work.

More...


Nexus Begins!

With only a portion of participants here and only a brief informal setting this evening, the energy and enthusiasm of this event is already impossible to miss.

After collecting our name tags and conference packets, participants were directed to a table filled with markers, stickers, and ribbons to decorate our name tags. After - and while - adding our own creative touches, we were invited to participate in a Conversation Cafe with other participants. The process that emerged, however, was even less structured than the loose one suggested. People were busy reconnecting with colleagues and peers and meeting new people - the overflowing room buzzed with conversations and introductions. More...

Tuesday, March 20, 2007

Pre-Nexus Thoughts from Peggy Holman

Peggy was generous enough to chat with me for a few minutes this afternoon. Her energy was exciting, and as she said, the conference has extraordinary potential to be a watershed in this field.

Peggy has bold and ambitious aspirations for the event - she says there is no point in thinking small! People are bringing wide ranges of expectations, and her personal hope is that the Nexus creates a space big enough to explore all aspects of the field and its potential, as well as the practical aspects so that a broader difference can be made in all settings. More...

Monday, March 19, 2007

Energy in Organisations - Everything is Already There!

As I start recognising that organisations are very complex systems the next questions was 'what can I do to support change'?. In the last years I found out 'change' might be the wrong word. It will be an enormous step to know what the 'organisation is', 'what the organiation drives' and 'how to develop the organisation'. Together with Mario Brouwer, a market researcher, we build a model called Energy8. The objective: measure the energy within organisations. The model is based on the theory of complex living systems, archetypes and appreciative inquiry. Integrating these ideas delivered results which are rather surprising. More...

Sunday, March 18, 2007

Only 4 Days Left Until Nexus Starts!

On 22-23 March, a conference takes place in a small town in Ohio that will truely mark a shift in history of Change Facilitation:




This is the latest news from the organizers:


"The conference is full. We've achieved our goal! There are over 300 people coming from all over the planet. And, we have done everything we can to make more room -- however at this time, the conference and wait list are full."


If you can't be there - like me, you will have the possibility to follow the conference in this Blog. We will have a reporter, Jesica Holden, on the spot, who will blog several times a day. Please tune in and follow what is happening at this remarkable event.

Friday, March 16, 2007

David Snowden and Cognitive Edge

David Snowden is one of these persons who do not care a lot of what other people think about him. That makes him a very controversial person. But, as we know, controversial persons bring about development. I have great respect for him and I just discovered that his organization has renamed their organization and their website. He writes a cool blog, which I just added to my favourite blog list. While it used to be Cynefin (according to Wikipedia, the name ‘Cynefin’ is a Welsh word whose literal translation into English as habitat or place fails to do it justice), the name of the organization is now Cognitive Edge. More...

Thursday, March 15, 2007

Illusion

I am posting now from Sri Lanka, where I am on an official mission. Don't expect any political comments from me, the situation here is too fragile. However, as I am in a land of elephants, I thought I'd send you this nice little optical illusion which you might like to use in your workshops.





How many legs has this elephant?

Wednesday, March 14, 2007

Fritjof Capra: The Hidden Connections

Yesterday, I blogged about swarm intelligence. If you want to know more about the principles of living systems, this might be of interest to you. I had blogged about Fritjof Capra three weeks ago. I have just completed reading his last book (which was published already 4 years ago):

Fritjof Capra: The Hidden Connections. A Science for Sustainable Living.

Like all books of Capra, this is mindblowing. This is such a good summary of the findings of systems sciences of the last 20 years. With examples from Biology, the author describes the main characteristics of living systems, mind and consciousness, and self-organization. From there departs to describe systems dynamics in organizations. If you are a systems thinker, lot of his ideas will sound familiar for you, but then the book serves as a good repository of examples that you can use when you try to explain these things to others. If you are relatively new to the field, you will get an A to Z introduction to all philosophical and scientific background of the discipline.

I liked a lot the way Capra leads us to a certain understanding of dynamics in organizations. After having described the origins of life and the basics of consciousness, he revisits Luhman, and Maturana and Varela:

"Social systems use communication as their particular mode of autopoietic reproduction. Their elements are communications...reproduced by a network of communications and that cannot exist outside of such a network. These networks of communication are self-generating. Each communication creates thoughts and meaning, which give rise to further communication, and thus the entire network generates itself - it is autopoietic. As communications recur in multiple feedback loops, they produce a shared system of beliefes, explanantions and values - a common context of meaning - that is continuously sustained by further communications. Through this shared context of meaning individuals acquire identities as members of the social network, and in this way the network creates its own boundary. It is not a physical boundary but a boundary of expectations, of confidentiality and loyalty, which is continually maintained and renegotiated by the network itself." (F. Capra)

This is what Appreciative Inquiry is about. Organizations are nothing else than a body of shared meaning. If you succeed to change that body of meaning and perception, the organization will change.

Unfortunately, the last three chapters of the book do not read as well as the first four. Here, Capra leaves his own scientific discipline and goes politics. He advocates against global capitalism, genetically modified crops and for ecological production. Although I would follow him in many of the points he makes, this part of the book is somehow disturbing because it is not linked to the first one. It is has he uses the stage he has created for his political advocacy. However, the first four chapters including the description of the social reality in organizations are worth buying the book.

Tuesday, March 13, 2007

Experiments on Swarm Intelligence

Swarm Intelligence has always been a topic that fascinated me a lot, since I read Kevin Kelly's book Out of Control. Research on swarm intelligence is an important part of complexity science, and has some interesting consequences for general systems behaviour. What triggers birds to fly or fish to swim in a certain formation? There are only rules two that govern animals’ behaviour in that respect:
1. Stay close to your neighbour
2. Don't dump into something

More...

Monday, March 12, 2007

Quotes About Change

There are a couple of nice quotes on change:

If you don't like something change it; if you can't change it, change the way you think about it.
~Mary Engelbreit

All changes, even the most longed for, have their melancholy; for what we leave behind us is a part of ourselves; we must die to one life before we can enter another.
~Anatole France

There is a certain relief in change, even though it be from bad to worse! As I have often found in travelling in a stagecoach, that it is often a comfort to shift one's position, and be bruised in a new place.
~Washington Irving

When you are through changing, you are through.
~Bruce Barton

I put a dollar in one of those change machines. Nothing changed.
~George Carlin

and many more, at Quotegarden, or about.com, or Wisdomquotes, like this one:

In describing today's accelerating changes, the media fire blips of unrelated information at us. Experts bury us under mountains of narrowly specialized monographs. Popular forecasters present lists of unrelated trends, without any model to show us their interconnections or the forces likely to reverse them. As a result, change itself comes to be seen as anarchic, even lunatic.
~Alvin Toffler

Sunday, March 11, 2007

Challenges and Hopes for South Africa

During our recent training course on Change Management in Johannesburg we had the opportunity to discuss a couple of hot issues that impact the South Africa society nowadays. In one of the breaks, I interviewed Ryk Croukamp (Sasol), Corlette Molefe (Tshumisano), Adrie El Mohamadi (GTZ) and Lowen Smith (Simeka Consulting) on the challenges of the country.

Ryk Croukamp (left), explaining the future cooperation
models of South African Change Facilitators

More...

Friday, March 9, 2007

Systems thinking in wartorn environments

While Holger ends his African journey, I'm going to make you think about how change impacts people, business, and government further north, in Lebanon.
What if war made you leave your country, and you came back after 20 years to find out that you can't have a favorite color without being labelled into a certain political party???
That's the experience of a friend of mine in Beirut who recently had to re-paint her brand new orange Nissan, since she wasn't allowed by residents to park it many parts of the city. All this talk about colors brings Spiral Dynamics to mind when navigating such surroundings. It's one way to see how the state of a human system can be unsettled by cause-and-effect relationships, which is a prerequisite to effecting change amidst chaos. David Butlein, PhD., and I give it our take in this case study here...

Wednesday, March 7, 2007

Understanding Complexity

One of the main areas of attraction for change facilitators is complexity science, or chaos theory. Although the implication of that for organization has been expressed already for a while, the issue became popular, when Peter Senge, the pop-star of organizational learning of the nineties wrote about Systems Thinking in his famous book The Fifth Discipline. However, don't be mistaken: Systems Thinking is not the same as Complexity Sciene, and the application of these two theories in Change Management are quite different. More...


Sunday, March 4, 2007

Follow-Up: Problems with New Skype Version

A couple of days I reported about the new Skype:
http://www.change-management-blog.com/2007/02/changing-telecom-industry.html

Since then, I am experiencing problems with the Skype 3.x versions on my notebook. The incoming sound is significantly distorted and shreddered into pieces. Anybody who experiences the same problems will probably ask themselves what to do. I did not have an older version of Skype on my machine. Fortunately, there is a very convenient website that provides old versions of common software: http://www.oldversion.com/. Here you can get a 2.x version of Skpye, which solved my problem immediately. I am waiting until Skype reports a fix before I reinstall version 3.x. Sorry if I caused any inconveniences to you.

Saturday, March 3, 2007

Revisiting Change in South Africa

I am continuing on my quest to comprehending contemporary South Africa. Still I am in the Cape Province, the second day of my fourth visit to the country. I spend lot of time to talk to my friends and colleagues over here in order to understand the changes the country went through and is still going through. I hear a lot of heartbreaking stories of how people fought for a better and just society back in the eighties.

In order not to forget the historical moment of change I revisited history. On 18th of March, 1992, the majority of the (white) population of South Africa voted Yes for the total abolishment of the Apartheid system (watch a BBC feature on this event in Real Player). We all know that the subsequent release of Nelson Mandela and his appointment as the first black president of the country allowed, in a very short period of time, the largely non-violent transition from one of the most oppressive regimes in the world to a model of modern inter-racial relationship.

Talking to my friends, who were all in open or covert opposition against the Apartheid regime back then, I realize that a typical post-transition phenomenon has caught the minds and hearts of people here: the frustration that not enough has happened since the revolution and more could have been done. You find this post-change trauma in all societies that have been deeply reformed over the last 20 years. Look at Ukraine, where the enthusiasm on the orange revolution dsisolved quicker than it actually took to overturn the old regime. We had the same in Germany in 1998, when a center-left baby boomer Government took over after 16 years of conservative stand still. Depression about the expected change not happening was just next door. This post-change trauma is paired with the illusion that Governments can bring economic prosperity to a country in a few years (the only example I know from recent history is the Republic of Ireland, but this is a different story).

You find the same in organizations where new processes are installed, or new CEOs are appointed. The expectations people have for change are rarely met. And, in a way, we as change facilitators often do not have the means for sustaining and accelerating the change once it has been initiated.

Yes, my dear South African friends: your world is far from being perfect, it could be better than it is. But you shouldn't forget what you have achieved. Think back of your leaden times, only 20 years ago, when the national surveillance system was creeping into every tiny bit of your privacy. A time when you risked to be taken to jail, or beaten up (or killed, particularly if you had the wrong skin colour). Your Truth and Reconciliation Commission (chaired by Archbishop Desmond Tutu) was an unprecedented mechanism to heal deep wounds.

The world is still looking at your laboratory of change with lots of sympathy and admiration. You want to leave the country, while many of my fellow German citizens want to live here. There have been few political changes in recent history that have been that radical. So, be proud, and think of that your country is a great place to be, and it will.

Political change will follow the change of minds and hearts.

Friday, March 2, 2007

Letter from South Africa - The Societal Costs of Affirmative Action

For the next 10 days, I will be blogging from South Africa, where I am on a tour to visit friends and colleagues and to participate in a training course on Change Management in Johannesburg.

I just arrived at the Western Cape, where I am visiting an old friend and colleague, Valerie Morris, who is the person who brought Open Space Technology to South Africa 15 years ago. Together with her partner Judy at Renaissance Business Associates, she is doing incredible work for personal and group development. She is such a wonderful source of inspiration for me. Have a look at the view I am having from my desk.

It is not the first time that I am in this country that is still torn apart so I was expecting that I will have controversial discussions. They started right after my arrival. Reading the newspaper of today, the hot issue discussed here is the affirmative action that the Government is taking towards ensuring a better share of the wealth and towards better employability for those who have been let out from any economic development for hundreds of years. For example, private companies above a certain size are obliged to try to make their workforces "demographically representative" (i.e. 75% black, 50% female, etc.) from factory floor to boardroom. Further, the government wants about 25% of most industries to be in black hands by 2010.

Sounds like a good idea? It does. However, the systemic effects for the national economy are devastating. Not enough skilled labour is available to fill the vacancies that the national economy is generating. Economic growth is not as it should and could be, leaving a larger part of the population unemployed and in poverty. Already, the opposition but also parts of local Government are calling for a moratorium on the affirmative action plans. Read more at the Wall Street Journal, and at the Cape Times of today.

I looked at this problem from a systemic perspective, using Peter Senge's archetype Fixes That Fail, well described on the website of Gene Bellinger. There is a desired state, probably shared by the majority of the South African society (let us forget about those who never change). The poor, i.e. black population demands that promises on a better future are fulfilled, pronto. And the Goverment takes action, of which the Black Economic Empowerment is just one of many. This has unintended consequences, namely that most sectors of the industry cannot deliver because they are lacking the necessary skilled workers (training programmes so far have not produced the quantity of black specialists that are needed). Meanwhile, many skilled white people have left the country. So, the current state (segregation plus wide-spread poverty) is maintained, putting an even higher pressure on the Government.

A solution is not in sight. I will continue exploration of this hot issue and be your reporter on that in the next days.

Thursday, March 1, 2007

Research on the Future of Organizations

Jan Jonker (right) and Marco de Witte (left) from the Nijmegen School of Management in The Netherlands have started an exciting experiment: They want to write a book on the future of organizations. You might ask, what is exciting about writing a book? Well, they have decided not to write it on their own but in a collaborative project: everybody who is interested and competent can contribute to the book. This is what they write about their project:

"This project was set out with the ambition to provide a coherent and innovative line of thinking that provides direction for the future of organizational development. We want to develop this line of thinking in a book based on input by MBA students and researchers from around the world.

Organizations are in the midst of the process of transformation moving away form functional structures towards a portfolio of processes and projects. This has unforeseen impacts on the emerging change."


Find out more about the project at http://www.futureorg.org.