Choreographing Consulting

Early in my consulting career, I found myself crafting new methods and building methodologies.  This has continued over the years as I’ve moved from one consultancy to another, between technologies and various types of projects.  Throughout, I’ve found myself diving deep into method; never being satisfied with what was there, always looking for a better way to describe the tasks, milestones, and deliverables that made up my approach to a project or a type of work.

With practice my ability to craft methodology has gotten better.  Describing a method has become a familiar process.  I’ve built a library of past work which I’ll

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The Implications of Dance Playshop

Sheila and I had the opportunity to hold our Physical Awareness workshop as one of the "Playshops" at the Taos Institute's Play with Purpose conference two weeks ago. What follows is the post-playshop summary we created for the participants which describes what we did and what people experienced.  Following this is a 16 minute video of Charles Limb speaking on the topic of the brain, improvisation, and creativity. 

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The Ephemeral Nature of the Empirical

The source of lasting value that comes from the work we do as consultants and coaches is primarily in the experiences clients have from working with us.  Because of its empirical nature our work is transitory.  We may leave behind systems or refined processes but the deepest source of change, individually and organizationally, is in our clients’ memories of their experiences with us.  So too, like consulting or coaching, Dance exists in the memory of those who see it.  I was reminded of this at a recent dance performance I attended by the Lar Lubovitch Dance Company. 

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Employee Morale Linked to Corporate Profit

See Article on CPA TrendlinesBy uncovering and quantifying the link between employee engagement and corporate performance, Hewitt makes the case for the need to focus on employee morale and involvement.  Wonderful!  But, then one must ask the question, "How do we increase engagement?"

Lack of engagement is just a symptom of a lack of purpose.  When people don't feel that their destiny is linked to the corporation's destiny, they will always disengage.

When the link is restored between corporate and personal destiny, engagement will return as a natural result.  Of course, doing this requires the time and effort inherent in any, significant, organizational change management activity.

And, it requires a lot of heart.


Knowledge Transfer - Its a pull not a push

I’m often asked about knowledge transfer.  Customers will ask me to guarantee that it will take place when consultants are working with their staff.  I’ll receive Request for Proposals wherein I’m asked to explain how we will do knowledge transfer.  I’ve even had customers insist that we contractually promise to provide knowledge transfer.  I can tell consultants to teach classes.  I can write documentation.  I can spend hours explaining things. But, how can I guarantee that someone else will learn?

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