Promoting diversity and inclusion (D&I) is increasingly perceived as a societal imperative and many organisations are putting in place D&I policies and practices. However, as necessary as they are, a lot more could be achieved through D&I programmes.

Sixteen of the registered participants in the upcoming New Executive Coaching Summit gathered by zoom to discuss early research findings from surveys surrounding leadership development. Dr. Bill Bergquist presented the early findings and highlights of the survey results, and we discussed the implications for the field of executive coaching. Theme: Executive coaching and leadership development Do we need to change …

The most progressive companies are promoting gender and diversity intelligence because it can transform an individual, a group as well as an entire organization.

Perhaps it is most important to recognize that human evolution is not finished. We are still changing (for good or ill) and this change is not occurring in an orderly manner, but rather through the random (even chaotic) variation in genetic makeup found among members of our species and through the swerving and diversity of social systems.

Imagine that we are a year into the future. We implemented the plan as it now exists. The outcome was a disaster. Please take 5 to 10 minutes to write a brief history of that disaster.

With Divergent Collaboration℠, organizations can open up the problem as much as possible and as early as possible, by looking at it from a variety of different and atypical perspectives so as to increase the potential for creative solutions.

This is the first in a series of essays, on how specific cities impact me and I will suggest ways in we might find similar states-of-mind in our clients. I begin with the “Big Apple” – New York City.

What does a theoretical model of evolution have to do with the very real world of organizational innovation and the challenges of fostering change within a complex system (such as exists in 21st Century organizations).