Category Archives: Change

The Way of Innovation

Innovation, Organizational Development, Organizational Innovation

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The word “innovation” conjures up positive imagery. We see it as something we want to be known for. It’s creative, desirable, inspiring, and we sense that if we can do it, if we can achieve it, we will lift ourselves up above the status quo, not to mention those who are quite comfortable in the box of convention.

cavefiguresHow to be innovative is of course the question and that is what this little article is about: the way of innovation and a call for the kind of leadership that fosters innovation throughout the organization.

Anticipate Tomorrow
This is both a mindset and a discipline and require that a leader accept that anticipation is rife with uncertainty. In other words, at the same time as a leader must try to plot the future course of the organization, he or she must also understand it is impossible to do so with certainty. Continue reading The Way of Innovation →

Collective Impact as Uprising

Change, Collective Impact, Community Engagement, economic choice, Homelessness, Human Rights, Income Inequality, Leadership, Movement, Possibility, Poverty

I have written in the past about what I call the pendulum swing or the bandwagon effect. I think this is what has happened with respect to collective impact over the past 10 years. I suggest it also occurred  in the late 1980s when outcome measurement rode into town on its stallion named Logic Model. And it is also happening with the word, “movement.” Today, just about everything is a movement. Also see Collective Impact: Watch out for the Pendulum Swing (click image below for the paper), a piece I wrote for Tamarack in 2015 while I was the CEO of Bissell Centre.

Click Image for Paper

I am simultaneously a proponent and opponent of collective impact. I do not think large-scale change efforts have to embrace the CI framework but also think CI can help create large-scale change. It all depends on how committed folks are to truly changing themselves and their organizations and how well they design and execute their collective efforts. Continue reading Collective Impact as Uprising →

My Basketball Coach

Leadership, Little Stories, Upside Down Thinking, Vision

I have always been tall and husky.  I was my current height, 6 foot 7 inches, in my freshman year of high school, and I was a basketball player and I was pretty good at that game. Back then a guy my size was automatically assigned the center position.  And that’s where my coach put me – in the center of the action. Today most guards in the pros are taller than I am.

I was a good passer and had a half decent hook shot and turn around jumper, but I felt out of sorts as the team’s center. I really wanted to play the forward position. I dribbled rather well for a big guy and I could shoot well from a distance.  In fact, I could hit from three-point range before there was a three-point rule. I knew I could score more and pass even better as a forward, but I said nothing.

Continue reading My Basketball Coach →

To not be a racist you have to know you are a racist. 

Change, Complexity, Government, provocations, Racism, Upside Down Thinking

There’s so much I wish would change.

I am sure you feel the same way, too.

Problem is sometimes what I want to change are those that would, if they could, transform me into a variation of them. And, yeh, that’s about the same thing I want to do to them.

What is it about us that insists others should live as we want them to? Could it simply be arrogance or pride or that old self-aggrandizing, snide sense of entitlement? Why is it so many of us think the disenfranchisement of others is caused by some thing or somebody over there.?

I believe that who we are is a complex web of yin-yang attributes. Good and evil are coupled together. The same with love and hate. You get the picture. Who we are is about which we way we are pulled or influenced to lean. Sometimes we actually do not realize which way we turned or why.

Raise your hand if you are against racism. Continue reading To not be a racist you have to know you are a racist.  →

Development as Community Strategy

Change, Community Engagement, Development, Uncategorized

Posted first on the blog of the Edmonton Community Development Company, where I am the Executive Director

In my first three months as the executive director of the Edmonton Community Development Company, I estimate I have had over 100 meetings, most of them being one to one conversations or small group discussions about the communities in which people live and/or work. We talked about community aspirations, community pain, and the plethora of ideas people and groups have and are working on to strengthen communities, in particular the people who reside in them.

I believe that change begins with conversation and that we must have conversations with others who see possibilities others don’t and who view challenges through a diversity of lenses.  One of my major goals has been – and will continue to be – understanding others, understanding what drives them, why they see the solutions they see, and also understanding our differences, and yes, our disparate perspectives on community change. Understanding one another may not always lead to agreement, but I daresay agreement is nigh impossible if we do not understand one another.
meeting-icon-clean1I also believe, based on my experience, understanding our differences is the only way we can resolve them. It’s not easy, is it? After all, don’t we come across others whose ideas rankle us, who advocate for actions we believe are misguided or just plain wrong? The challenge is how to hold up our difference and then work with them in order to find ways for us to move forward together. Continue reading Development as Community Strategy →