Roozegaarde architecture studio – picture via Dezeen
Some time ago, I initiated a conversation with some folks on “deep change”. What is it? What are the leverage points in organisations to make it happen? What are accelerators for deep change etc? One of my questions was “Can organisations change?”
I received plenty of interesting feedback, including some challenging insights by Robert Fritz himself. As I am a big fan of Robert’s work, I was very eager to listen.
Robert and I had some contacts back and forward over mail, and this blog post is a summary of our conversations. Italic paragraphs are direct quotes from Robert’s mails. Highlights, emphasis, non-italics and picture/video curation by myself.
“I don’t like the notion of “deep” change. It’s the word “deep” that seems incorrect as an accurate description of what it takes to change and organization or a person’s life.
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