Each of six distinct cultures (each with its own history and values) yields a specific perspective regarding the most valued sources of expertise that can (and should) be engaged in guiding the short-term tactics and longer-term strategies of the organization.

I summarize Schein’s concept of psychological contract, relate it to workplace motivation, and introduce psychological covenant as an even deeper aspect of a client’s lingering concern about the worth assigned to her work and the way in which she justifies her commitment to long hours of labor in her organization.

There are profound implications at the micro-level with regard to the lives lived in “desperation” by men and women who have lost their job or at the very least have given up hope of realizing lifelong dreams. They are living in the organizational underground, a world populated by the unemployed and underemployed.

As President of NTL (National Training Laboratory), and a steward of OD field , you have seen the field evolve over these last fifty years. You have stood as a pillar of practice and mentored many leaders in the field of OD.

The art of organizational coaching is based on identification and appreciation of patterns and pattern-variations in the life of a coaching client and her organization.

I propose in this article that we can apply seven of Edgar Schein's eight career anchors in our appreciation of entrepreneurship and the way in which we, as coaches, can be of greatest value to entrepreneurs.

A model of innovation diffusion, offered by Everett Rogers, has guided the thinking and perspectives of many people. This model is applied to the ways in which a professional coach might assist her client.