My areas of work are global organisation development (OD), cross-cultural leadership and working, group dynamics and development, executive coaching, and consultant supervision. I’ve also effectively led and managed consulting practices.
As a consultant, I help organisational clients 1) to achieve higher performance through more effective ways of working, 2) to improve communication and alignment across complex systems and networks, 3) to increase understanding and cooperation between groups operating from different cultural perspectives or mindsets, and 4) to improve trust and accountability within boards of directors and executive teams. As a coach, I help leaders reflect on and make sense of their roles and relationships in working with issues like these. As a supervisor, I help OD consultants reflect on their client work and relationships: what they're doing and how and why they're doing it.
I've worked in numerous industry sectors and in more than forty countries in the Americas, Europe/Middle East/Africa, and Asia Pacific, often over extended periods of time
In the late 1980s and early 90s, I was among the first directors of Kinsley Lord, the UK’s original change management consultancy. Between 2006-10, I co-conceptualised and co-founded the NTL UK Global Organisation Development Certificate Programme. During 2011-13, I was managing director of Ashridge Consulting, then the world’s only business school-based OD consultancy. Between 2012-15, I was a Visiting Professor at the Chinese Academy of Governance, the development institute for Party officials and civil servants.
I have MA degrees in Applied Behavioral Sciences (University of Chicago) and in Human and Organizational Systems (Fielding Graduate University). I’ve had articles published in The Journal of Applied Behavioral Science and The OD Practitioner. I’m a longstanding member of the NTL Institute for Applied Behavioral Sciences, the OD Network, and the International OD Association. I have dual American and British citizenship.
Mary Ann Rainey
I think of myself as a practitioner-scholar, specializing in holistic perspectives to enhance organizational performance. My coaching and consulting portfolio reflects a global practice across sectors in North America, Latin America, Europe, Asia and Africa.
Leadership is my current passion --- underscoring the significance of use-of-self and executive presence and bringing more attention to the role of leadership in Organization Development (OD), which seems to have become a lost science in the field. I, too, am keen on theory and artistry of working with groups and teams.
I have both practical experience and education to inform my work. As a former corporate Vice-President and former Vice-City Manager, I have first-hand knowledge of challenges and benefits of leadership. My teaching includes Adjunct Professor in the Executive MBA Program at Loyola University in Chicago, Illinois; the Nurse Manager Leadership Development Program of Yale New Haven Hospital; and, NTL Institute’s Organization Development Certificate Programs in Oxford, England; Mumbai, India; and Singapore. I have taught in management, doctoral, and leadership development programs at several universities and Fortune 100 companies.
My education includes Ph.D. in Organizational Behavior and Gestalt clinical, group, and OD practice. I am co-founder of GestaltOD Partners LLC and the International Gestalt Organization & Leadership Development (iGOLD) Program.
My writings cover organizational change and resistance, leadership development, use-of-self and personal presence, experiential learning theory, Gestalt practice in organizations, and Appreciative Inquiry (AI). I am fortunate to have been part of the pioneering application of AI theory to whole system change, a methodology that is now known as the AI Summit. My husband Elias and I live in Chicago and are proud parents to two sons.
I am Director of Tricordant Ltd and we describe ourselves as distinctly ODD as we do Organisation Design and Development. Before Tricordant, I ran an even smaller organization, VISTA Consulting, from 1995 with the specific intention of specialising in whole system approaches to leadership and organisational transformation. Over the years, working with a vast range of clients, I have found that combining the speed and power of large group working, with innovative and participative development tools, creates high levels of engagement, commitment and involvement within organisations. It is my belief that the work should be done by the organisation and the role of the consultant is to bring expertise about what it is possible for them to do and achieve.
My specific skill set includes designing and facilitating large scale interactive processes, strategy development and implementation, team development (often with smaller leadership teams before beginning any large scale transformation within organisations) system leadership development and organisational design. I am known world-wide as one of the few leading proponents able to bring the best of large scale methodologies to a bespoke design for organisations. My meeting facilitation and design expertise means nothing is left to chance and extraordinary results can be achieved in short time frames. My energy and enthusiasm is as infectious as my knowledge and commitment.
I co-authored the book You Don’t Have to Do IT Alone with Robert (Jake) Jacobs, creator of Real Time Strategic Change, and Dick and Emily Axelrod, creators of The Conference Model. I also co-authored‘Meetings by Design’ – a survival guide for anyone and everyone who has ever endured a meeting!
I have been a member of the NTL Institute for Applied Behavioural Science since 2011 and I am on the Board of ODN Europe with responsibility for the Conference Portfolio.
I have my own organization development consulting practice where my main focus is working with executive and leadership teams to help them develop habits of reflective learning as a core capability for improving results and creating operational and strategic breakthroughs.
I’ve lately become interested in organizations as complex adaptive systems and have been exploring ways to create what we’re learning about complexity to create more connected, courageous, and effective organizations.
Prior to starting down this path in 2002, I ran Organization Integration at Merrill Lynch in NYC and before that was head of J.P. Morgan’s Leadership and Organization Development function for Europe, based in London. I also had 10 years as an investment banker while at J.P. Morgan before discovering OD.
In addition to my experience in the US and UK, I have worked across Europe, Asia, and Africa. I have expertise building effective working groups (whether at the project, executive, or Board level), formulating organizational strategies, and transforming individuals and groups into more productive, integrated, and self-sustaining systems. My work incorporates the use of self-awareness and emergence principles to create clarity, commitment, and improved interaction.
I just finished my part in a three year long global culture change and restructuring effort with NTL, playing key leadership roles on various committees throughout the project. Working with colleagues, we developed influential recommendations and insights to support the organization’s Board of Directors and other decision makers.
I did my undergraduate work at Dartmouth College and received a masters in OD from American University / NTL. I hold numerous qualifications and certifications including the Certificate in Principles and Practices in Organization Development from Teachers College, Columbia University (NY), the Myers-Briggs Type Indicator (MBTI), the Emotional Quotient Inventory (EQ-i), and the California Psychological Inventory (CPI) among others. I am a member of the OD Network in the US and Europe and NTL Institute.
I spent my corporate career with Royal Dutch Shell, working in complex, multi-cultural and multi-national environments in various locations in the UK, Denmark, Australia, Brunei, The Netherlands and Norway. During this time I was involved with organisation re-design activities, applying culture change practices, enabling cross-boundary teams to explore how members were working together to support the more effective achievement of tasks, coaching senior managers to lead their staff through change and, in my last role, I was responsible for creating a common leadership development framework for Shell’s combined European upstream businesses.
In 2003, I founded The Chaos Game, an international practice of consultants who specialise in helping organisational leaders implement strategic change solutions in response to rapidly shifting and increasingly chaotic conditions. Together, we have helped organisations conduct strategic planning exercises using whole-system participative techniques; we have used collaborative processes to facilitate transition amongst those directly affected by change; we have enabled teams to move forward on their journey of growth; we have served as executive coaches to senior leaders in a number of national and multi-national organisations; and we have designed and delivered bespoke leadership development programmes for leaders at all organisational levels from entry-level supervisors to senior executives, in a wide range of business scenarios. In 2012, I published Finding Merlin: A Handbook for the Human Development Journey in our New Organisational World (Marshall Cavendish) which proposes a new praxis for leadership development, organisation development and HR management.
I am a graduate of Bristol University and the Bristol Business School, and a member of The NTL Institute for Applied Behavioural Science, for which I serve as founding editor of its practitioner’s journal, Practising Social Change. I also held the position of founding Executive Director of the European chapter of the US-based Organisation Development Network from 2012 - 2016. I live in Aberdeenshire, in the North-East of Scotland.
Scotland has been my home for more than twenty years, but my first job was teaching high school in Lakewood, Ohio, USA—where I grew up. My students were called potential dropouts; I decided to call them potential graduates instead.
In May of 1971 I took 17 of those students (5 girls and 12 boys) on a backpacking trip. They agreed beforehand not to use drugs, but they soon began breaking the agreement.
So I called them into a circle around the campfire and said, “If this goes on, I’ll lose my job.” They listened. I listened. We talked. We dreamed.
They asked if we could keep on sharing in the circle, so we continued for two more days. Although I was already studying at the Gestalt Institute of Cleveland as part of my Ph.D., that circle was my first T Group as a trainer—and it changed my life.
My students told me that it changed their lives too. They still tell me that—I met with four of them recently. Three of those “potential dropouts” have helped me with the graphic design for my website, and for my two recent books on influencing and on life designing.
The best thing I ever said (and keep on saying) is this: A goal is a dream taken seriously. I’ve done dozens of T Groups since 1971, as well as leading hundreds of training courses with thousands of people on four continents—and the life-changing experiences continue.
Currently, I work with serious dreamers in the European Space Agency and the UN World Food Programme—helping to save humanity here on earth and helping to develop a lifeboat for humanity beyond our home planet.
I look forward to learning with you and sharing our serious dreams.
Shelly Hossain BA PGDIP MBA is an Organisational Development consultant. She specialises in Leadership development, Change Management and Personal Effectiveness. She originally trained as a town planner and has over 15 years local government experience, holding a variety of senior positions. She has been a development specialist for the last 20 years. Her work has involved designing and delivering local, national and international leadership programmes.
Shelly is an Associate with leading development specialists: Roffey Park Management Institute; Real World Group; Society of Local Government Chief Executives; and the MiL Institute in Sweden and Berkshire consultancy. Her work includes running Masters level programmes, creating and delivering positive action initiatives and bespoke leadership development programmes in the private, public and charity sectors.
Shelly works with the Strategic /Top Teams in organisation focusing on individual, team and organisation wide development. This has involved Executive coaching, supporting and guiding top teams on change projects and working with partner public sector organisation on broader issues such as Community Engagement and partnership working. She brings a strong academic and experienced based grounding to her work. Shelly is experienced in using a variety of 360 degree feedback tools including LQF, TLQ and HPI, she is also accredited to use MBTI.
Recent / Current Projects:
- Facilitator on many NHS initiatives, this includes development centre activities for senior leaders, NHS graduate scheme, Top Talent Programme and the Breaking Through Programme.
- Set Advisor for inter-agency sets for SOLACE and various Cross Sector Learning sets. These are one year programmes aimed at Chief Executive/Director level participants in the public sector which provides an opportunity for robust, supportive and challenging dialogue amongst peers in a non-judgemental setting.
- Set advisor on the MSc in ‘People and Organisational Development’ at Roffey Park Management Institute. These two year academic programmes are based on self-managed learning principles using learning sets as a core component of the programme. As Set Advisor Shelly acts as the main point of contact for the post-graduate participants.
- Programme Manager for the National Probation Service on a two-year Leadership programme for potential Chief Officers and Directors. This is an innovative programme which has been short listed twice for Personnel Today Awards
- Joint facilitator for a Department of Transport programme “Green Light”, a positive action Programme for BME staff, which has won Gold Standard at the Diversity Awards.
- Joint Programme lead on the District Vision Project in the North East of England on Community Engagement. This brought together 13 Councils (officers and members) to review and enhance community engagement work .The project blended input, discussions and practical application.
- Facilitator on the Police Service Leadership programmes inputting on Transformational Leadership and currently working with the Metropolitan Police on the ‘Equip to Achieve Programme’.
As an established practitioner and academic in organisational development and change (BA, MA, PhD), I enjoy a blend of three inter-connected activities. I operate a private consultancy practice, teach on courses for consultants and change agents, and conduct action research that integrates theory and practice for workable approaches to real life change.
I consider myself as having a foot in each of the two camps essential to the field of applied social science. My early formation as an organisational development consultant (1972-1985) was based on a progressive USA orientation mostly shaped by NTL Institute. After being recruited to The Tavistock Institute of Human Relations in London (1987), I learned to appreciate how regressive aspects of human behaviour underpin consultancy and change practice. I still serve The Tavistock Institute as Senior Fellow in Scholarly Practice and as a devoted Professional Partner.
I express my ongoing commitment to NTL Institute as a Professional Member (since 1993), an Associate Editor of its Journal of Applied Behavioral Science (JABS), a member of the coordinating body for the recent NTL UK-European Hub, and through involvement with the NTL OD Certificate in the UK.
My professional aims include: (1) practicing “good” organisational change as demonstrated by over 450 projects; (2) improving the quality of consultancy and change management available to organisations as substantiated by extensive consultation with OD practitioners individually and in groups; (3) undertaking shamelessly practical R&D as shown through my web-articles on Kurt Lewin’s principles of action research plus over 25 refereed publications.
My private practice trades as “Dr Jean Neumann: professional advice and development for organisational consultants and change managers”. In my experience, responding to immediate and emerging needs requires, at minimum, a blend of: shadow consultancy, intervention design, role analysis, clinical supervision, business development and practice improvement.
Brenda B Jones
I am an OD scholar-practitioner based in the US with consulting work and projects in the Americas, Asia, Africa, Europe and the Middle East. From the time I entered the field I felt this work really matters. It is our values and commitment to social change, recognizing that the work begins within ourselves and simultaneously out in the world and our ability to create, imagine and dream that makes a difference to me.
For 25 years, my work in organization consulting centers on organization strategy, culture and change, leadership development, executive coaching, and managing culturally diverse organisations.
My thinking and writing uses the Applied Behavioral Sciences and Gestalt theories, concepts and methods for organizations and systems change and the relationship of capacity, capability and competency in leadership and organizational development. I present at OD conferences and a co-editor of The NTL Handbook of Organization Development and Change. (Jossey-Bass, 2006 and Wiley, 2014).
I serve as Vice President of The Lewin Center for Social Change, Action and Research, and am past president and emeritus member of The NTL Institute for Applied Behavioral Science. I was Board Chair for the Organization Development Network (ODN), the 2011 recipient of the ODN Lifetime Achievement Award and the 2012 Outstanding Graduate from Gestalt OSD Center.
I have memberships in IODA (International Organization Development Association) and the Academy of Management. As faculty I taught in the American University/NTL Masters Program in OD, the Georgetown University Certificate Program, the Organization and Systems Development (OSD) Program at the Gestalt OSD Center, and assisted in the delivery of a course on Interpersonal Dynamics at the Stanford School of Business.
I am a graduate of The Johns Hopkins University in Baltimore, Maryland, USA, the Notre Dame University in Maryland, the Gestalt OSD Center in Cleveland, Ohio, and The Hopkins Fellows Program in Organization and Community Systems.
Harold L. Hill
Harold Hill BS MBA, is an Organization Development (OD) professional and Executive Coach with the passion and expertise to enable organizations, teams and leaders improve their effectiveness and increase their capacity. With over 20 years of experience, he has designed, delivered and measured the effectiveness of leadership training and development programs both as an internal and external resource, ensuring client success in strategic and operational initiatives. His work includes training and work sessions in process consultation, diversity and inclusion, change management and leadership development.
Harold holds a BS in Electrical Engineering and an MBA in Operations Management. He earned a Professional Human Resources Certificate from Society for Human Resource Management (SHRM) and has completed the Principles & Practices of Organization Development Program at Columbia University.
He has studied at the Gestalt Institute of Cleveland where he earned certificates in both the US and international Organization & Systems Development (OSD) Programs and a certificate in Working with Groups. He has served as faculty for the international Gestalt program. Harold has attended courses in Tavistock group process and is ICF ACC certified in executive coaching with the Teleos Leadership Institute.
Harold has managed his own OD consultancy since 2009 and was a Senior Consultant with North Highland Consulting. Prior to that he was an OD Manager with Walt Disney Parks & Resorts in Orlando, Florida for nearly 10 years. Harold’s clients range across many sectors and include The Walt Disney Company, University of Miami, Zebra Technology, Merrill Lynch, Cox Automotive, Janssen Pharmaceutical, the Nuclear Regulatory Commission, ComCast, Bank of America and University of Texas A&M.
Tony Kortens, Ph.D., is invariably described by clients as “having great energy, a person of action, a holistic and intuitive thinker, very professional and very committed to gaining results with high standards”.
I am a scholar-practitioner based in the San Francisco Bay area with over twenty-five years of international experience in the field of Organization Development. I hold a doctoral degree from the Fielding Graduate University and practitioner training with the NTL Institute of Applied Behavioral Science. My work includes successfully designing and facilitating a broad range of leadership, team and organization change initiatives across several continents. I have enjoyed a broad range of consulting experiences with top teams, CEO conferences and complex system change efforts. More recent client engagements have focused on helping executives deal with the emerging challenges of leading the knowledge intensive organization in a fast-changing world. Current activities include designing initiatives to increase the capacity for change leadership; executive / appreciative coaching, the development of international consultants and supervising doctoral leadership projects.
Areas of Specialization include: designing, developing and scaling capacity for organizational transformation, executive team development, executive coaching & global leadership development and group process consultation. I work for clients in the high tech, diversified services and financial sectors, across the globe.
Lennox E Joseph
Lennox E. Joseph, PhD. a native of Trinidad, West Indies, is an educator, organization development specialist and change management authority recognized for his expertise in impacting the “managerial mind” of corporations and for forging new frontiers in organizational development through change implementation procedures and practices.
Dr. Joseph has over thirty years’ experience in the advising, consulting, training and teaching fields. He has worked internationally as an internal change agent, an external consultant, an executive leader and a program administrator. He held prominent positions in the OD field including the President and Chair of the Board of Directors of The Lewin Center for Social Change, Action and Research (ME), the Organizational Development and Effectiveness Advisor of The World Bank Group, (Washington, DC) and President and CEO of NTL Institute for Applied Behavioral Science (VA). In addition to his university faculty appointments, he received numerous awards and honors with his most esteemed being recipient of the Herman Stein Award from his alma mater, Case Western Reserve University (OH), for his contributions to International Social Change, and the first honoree by the Human Resource Management Association of Trinidad and Tobago (HRMATT) for his work with the Trinidad and Tobago government in managing their 1990 Parliamentary hostage crisis.
Lennox considers himself a life-long learner of organizational dynamics and social systems. He currently resides in Brussels, Belgium.
Mee-Yan co-founded the NTL OD Certificate programme with Phil Mix over 10 years ago. She is known as a “scholar-educator-practitioner” in the field of Organisation Development. She has worked directly with a number of organisations across sectors, industry and global regions to deliver powerful transformational change, which is what she is known for: one of the world’s largest change in BBC – involving 17,000 people to co-construct the future of BBC; many major cultural change in a number of global pharmaceutical, retail, energy, media organisations. Mee-Yan was the lead consultant to transform the state-owned multi-media organisation in United Arabic Emirates over 24 months; for 3 years she was the senior international consultant to lead the State of Singapore in their nation-wide public service transformation programme (2012-2015)
Mee-Yan is a senior visiting Fellow of Roffey Park Management Institute, the Singapore Civil Service College, a guest faculty on the Gestalt Certificate Programme in UK, and a faculty of the Duke University Executive Programme. She is a professional member of the NTL Institute, was a trustee on the Board of the ODN in US. She founded the OD Network in Europe, which she remains as a special advisor. She is the author of a number of OD articles, books and reports and have been a member of the editorial board of the Journal of OD Practitioner since 2014. She was voted by HR Magazine in UK as one of the most influential thinker in the field of HR in 2008, 2013, 2014, 2015, and 2016. In October 2013, she received – the Life Time Achievement Award from the OD Network in USA in recognition of her outstanding global contribution to the field. In August, 2016, she was presented with the Richard Beckhard Award for Contribution to the Field of OD globally by IODA which is the global OD professional association.
Over the past twenty-five years I have planned, designed, and facilitated whole-systems interventions in the public, private and third sectors. These have covered a vast array of complex social, technical and economic issues. At the heart of my work are the Future Search principles. Future Search is a principle-based methodology used world-wide to get the whole system in the room, focusing on the future and creating values-based action strategies. Marv Weisbord and I co-developed this methodology and in 1993, co-founded Future Search Network (FSN), an international service network bringing Future Search principles to communities anywhere in the world for whatever people can afford. Together we have taught these principles and practice to over 4,000 people in organizations and communities in Africa, Asia, Asia Pacific, Europe, India, and North and South America. I am now Director of FSN and carrying on this work with a network of colleagues on every continent.
Among my private sector clients is IKEA, the global home furnishings business. Initiatives that I have supported include: redesigning the pipeline, implementing the supply chain strategy, creating partnerships in China, creating a sustainability agenda, a quality agenda and a service agenda. My work in humanitarian organizations includes support for UNICEF’s Operation Life Line Sudan during the North/South Sudanese civil war. A Future Search in South Sudan led to the demobilization of child soldiers, with more than 13,000 released and returned to their homes. In Uganda, I worked with UNICEF and stakeholders from top ministries to the children themselves to enable communities and schools across the country to end violence against children. I have worked in communities across Northern Ireland to build integrated economic development plans and in communities in the US and UK to create safe, healthy and sustainable futures. In addition to whole systems, I work with leadership teams to integrate business development and group development. I have been a staff member in Tavistock conferences sponsored by the Tavistock Institute of Human Relations.
My Ph.D. in psychology is from Temple University, Philadelphia, PA. Marv Weisbord and I co-authored Future Search: An Action Guide to Finding Common Ground (Berrett-Koehler, 3rd ed, 2010), Don’t Just Do Something, Stand There! Ten Principles for Leading Meetings that Matter (Berrett-Koehler, 2007) and Lead More, Control Less (Berrett-Koehler, 2015). Marv and I and the Future Search Network won the Organization Development Network’s 2011 Outstanding Global Work Award and the 2014 Sharing the Wealth Award. This year I was awarded the 2016 Lifetime Achievement Award from the Organization Development Network.
David Kolb is the Chairman of Experience Based Learning Systems (EBLS), an organization that he founded in 1980 to advance research and practice on experiential learning. EBLS has developed many experiential exercises and self-assessment instruments including the latest Kolb Learning Style Inventory 4.0. The EBLS program of research on Experiential Learning Theory continues in collaboration with an international network of researchers, practitioners and learning partners.
He received his BA in psychology, philosophy and religion at Knox College and his Ph.D. in Social Psychology from Harvard University. He was a professor of organizational behavior and management at the MIT Sloan School of Management and at the Weatherhead School of Management, Case Western Reserve University where he is currently Emeritus Professor of Organizational Behavior.
He is best known for his research on experiential learning and learning styles described in Experiential Learning: Experience as the Source of Learning and Development. Other books include, Conversational Learning: An Experiential Approach to Knowledge Creation, Innovation in Professional Education: Steps on a Journey from Teaching to Learning, and Organizational Behavior: An Experiential Approach. In addition he has authored many journal articles and book chapters on experiential learning. He currently serves on the editorial review board of Simulation and Gaming where he is the experiential learning section editor. David has received four honorary degrees recognizing his contributions to experiential learning in higher education.
Robert J. Marshak PhD has been an organizational consultant for more than 40 years and is currently Distinguished Adjunct Professor, School of Public Affairs, American University; Faculty Fellow, School of Leadership Studies, Fielding Graduate University; and Honorary Visiting Professor in the Practice of Organizational Change, in the Faculty of Management, Cass Business School, City University London, UK. Dr. Marshak is also an emeritus member of NTL Institute and has trained thousands of participants in Organization Development certificate and graduate degree programs around the world. Bob is the author of Covert Processes at Work: Managing the Five Hidden Dimensions of Organizational Change; Organizational Change: Views from the Edge; and co-editor of the ground-breaking Dialogic Organization Development: The Theory and Practice of Transformational Change, as well as more than eighty-five articles and book chapters on organizational consulting and change.
An outstanding scholar-practitioner, in addition to his consulting practice he received the U.S. Organization Development Network’s Lifetime Achievement Award in recognition of his outstanding contributions as a consultant, educator, and author; the prestigious 2009 Douglas McGregor Memorial Award for the Best Article in the Journal of Applied Behavioral Science, and his research on discourse and organization development was recognized by the U.S. Academy of Management with Best Paper Awards in 2004 and 2009. He has also been an active contributor to the field of organization development serving as Acting Editor of the Journal of Applied Behavioral Science, Secretary of the U. S. Organization Development Network, Vice-Chair of the Board of NTL Institute, and co-chair of the 1984 U. S. OD Network Conference.
Bob is especially known for his pioneering work on dialogic organization development, covert processes in organizational change, East Asian change philosophy, the use of metaphors and symbolic meaning in organizational change, and as a leading thinker about the history, theory and practice of organization development.
Ed Schein is Professor Emeritus of the Massachusetts Institute of Technology (MIT) Sloan School of Management. He was educated at the University of Chicago, Stanford University, and Harvard University, where he received his Ph.D. in Social Psychology.
He worked at the Walter Reed Institute of Research for four years and then joined MIT, where he taught until 2005. He has published extensively-- Organizational Psychology, 3d Ed. (1980), Process Consultation Revisited (1999), career dynamics (Career Anchors, 4th ed. With John Van Maanen, 2013), Organizational Culture and Leadership, 4th Ed. (2010), The Corporate Culture Survival Guide, 2d Ed., (2009), a cultural analysis of Singapore's economic miracle (Strategic Pragmatism, 1996), and Digital Equipment Corp.'s rise and fall (DEC is Dead; Long Live DEC, 2003).
In 2009 he published Helping, a book on the general theory and practice of giving and receiving help followed in 2013 by Humble Inquiry which explores why helping is so difficult in western culture, and which won the 2013 business book of the year award from the Dept. of Leadership of the University of San Diego. He has just released Humble Consulting, which revises the whole model of how to consult and coach and is currently working with his son Peter on Humble Leadership (2017), which challenges our current theories of leadership and management.
He continues to consult with various local and international organizations on a variety of organizational culture and career development issues.
He is the 2009 recipient of the Distinguished Scholar-Practitioner Award of the Academy of Management, the 2012 recipient of the Life Time Achievement Award from the International Leadership Association, the 2015 Lifetime Achievement Award in Organization Development from the International OD Network, and has an Honorary Doctorate from the IEDC Bled School of Management in Slovenia.
Jonno Hanafin is a seasoned and insightful organisation development consultant and a trusted advisor to leaders with 27 years experience on five continents and in a wide variety of industries and organisations. Prior to establishing his private practice in 1987, Jonno directed the worldwide organisation and executive development functions for Exxon. He is a futurist with broad experience in bringing organisation visions and strategies to life.
His general practice in the area of organisation and leadership change has distinguished itself in three focus areas:
• Executive transition – working with newly appointed CEOs and corporate officers as they assume responsibility for a company, division or function. This work has proven highly successful in compressing the learning curve of new executives and their organisations, and minimising the amount of misunderstanding and delayed performance which often characterises executive changes
• Senior team development – working with teams of senior executives to ensure the alignment of mission, strategy and organisation, and to provide processes that support innovation, teamwork and consistent leadership coming from the senior team
• Culture change – working with executives and other organisation resources to fast cycle creating or reshaping the culture of an organisation warranted by new business start-up, mergers, acquisitions or a strategic change in response to the market.
Jonno is a systems thinker. His work takes into account the impact of change (intended and unintended) on multiple levels of organisation. He is committed to the transfer to his clients of knowledge and skills in managing change and resistance, (re)designing processes, and architecting organisation cultures that support business strategies.
Jonno is Chair of the Int’l. Organisation & Systems Development programme sponsored by the Gestalt Institute of Cleveland. This is a program for experienced international consultants to enhance their capability in working with large, complex systems change initiatives across cultural boundaries.