by Michael F. Broom, Ph.D. | Jan 8, 2022 | Organization Development
Meaningful interest in diversity, inclusion, and equity have waxed and waned in the United States since the 1940s and probably much earlier. World War II saw women taking an active role in the workplace for the first time. In 1948, President Truman of...
by Michael F. Broom, Ph.D. | May 29, 2021 | Organization Development
An important key to having great teams and organizations is their sense of safety. Their members do not fear censure should their all-too-human egos and emotions become evident. They feel free to speak, to dissent, to be radical, and even outlandish. This freedom is...
by Michael F. Broom, Ph.D. | May 25, 2021 | Leadership, Organization Development
You Don’t Have to Many leaders have the notion that it is lonely at the top. Like so many things, if you believe it, it becomes a self-fulfilling prophecy. The fact is no one has ever accomplished anything of any significance alone. Think about that. I think...
by Michael F. Broom, Ph.D. | May 24, 2021 | Leadership, Organization Development
Creating change in human systems such as teams and organizations is a matter of developing a critical mass of support for the change goal. Of course, developing that critical mass may involve working through whatever resistances there are and resolving the conflicts...
by Michael F. Broom, Ph.D. | Dec 14, 2020 | Conflict Resolution, Organization Development
A few months ago, I was working with five faculty members of a university sociology department. They were having difficulty getting along with each other. There were lots of conflicts and negative judgments were abundant. I interviewed each one. They were all...
by Michael F. Broom, Ph.D. | Nov 23, 2020 | Leadership, Organization Development
Changing an organization’s culture or the norms of a team is not something to take lightly. An organization’s culture is the pattern of how it routinely behaves much like the personality of a human being. The analogy is apt since an organization is a human...
