Change

The 5 P’s – Purpose, Picture, Plan, Part, and Practices – provide leaders with a practical roadmap for guiding complex organizational change.

Change is constant. When leading strategic change, the MOR 5P’s offer a compelling framework for leaders and change agents.

Campus suddenly sold; 5-year move ahead. Leading through ambiguity, supporting staff now, assuming positive intent, my journey.

Change puts us in the Neutral Zone, an in-between where old ways fade before new ones form; staying present grows self-compassion and leadership.

Recently, I had the opportunity to join Craig Anderson on his popular Executive Evolution podcast. So I wanted to share my perspectives from what was a great and fun discussion. We covered a lot of ground—leadership challenges, decision-making in uncertain times, and the lessons I’ve learned along the way in higher education and beyond. As […]

Successfully integrating administrative organizations across a university is as much about people and culture as technology and budgets. The real key to success lies in a clear purpose, an inclusive process, principled decision-making, and robust communication. MOR’s expertise helps institutions navigate both the technical and human challenges, ensuring that changes are not only implemented but embraced.

Addressing change fatigue requires a more human-centered approach to leadership. Originally contributed to TrainingIndustry.com Change isn’t new. But in today’s volatile climate, the rate of change is increasing. We must do better at meeting people where they are to enable this change. From technological overhauls to political unrest, economic volatility to institutional restructuring, individuals and […]

Leading during turbulent times requires supporting your people and leading with strategic focus. Here are five strategies to help.

IT integration requires intentional wording, an inclusive process, a clear purpose, established principles, an effective process, and ongoing communication.

I faced significant pushback from others when making changes. This confounded me until we studied Van Maanen’s three lenses on organizational change.

Pause, Process, Plan, and People. As you navigate through uncertainty toward trust; trust in self, an intentional path, and the people around you.

The key to growth is setting goals that align with your values and committing to the work to achieve them. Build systems to support your progress.

It is hard for me to keep a New Year’s Resolution. Why is that? We have a limited supply of willpower and need to best use it.

I have been thinking about the space in between change; that transition time from the “old” to the “new.” It could be from setting a goal or practicing a new habit.

I reflected on my graduation from the MOR program and wondered how to keep that energy going? What are some specific things you can start doing today.

At first, the prospect of leaving management was concerning. What would it mean for my career prospects? What would happen to my current team?

The Biggest Change I Ever Managed: A Cultural Tale [Today’s Tuesday Reading is from Susan Foster, IT Business Manager at Bowdoin College. She is a MOR program alum.  Susan may be reached at [email protected] or via LinkedIn.]   One sunny afternoon, during an average week, while doing average daily business, I got a call from my […]

I started wall climbing. I was surrounded by people far better me. I was the worst in the class. This was the perfect place.

Most of us would disavow being a micromanager.  Yet, I’m sure that most (or all?) of us have micromanaged to some extent at some points in our careers.  I know I have.  And, most of us at some point have experienced leaders micromanaging us. But micromanaging has some very real negative impacts on both employees and […]

Resilience provides confidence to step up and lead. Resilient leaders are able to overcome setbacks and help others overcome their setbacks.