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EGL Newsletter Volume 3.3 Growing Pains? An old friend and colleague recently asked me what are the signs that you are growing too fast? That one really led me to the usual consultant response of that depends. Never fear, […]
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EGL Newsletter Volume 3.2 In leadership, our connection to spirit is what allows us to be great. It is the knowing that there is more to each of us than a set of problems, more than a set […]
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EGL Newsletter Volume 3.1 Hello there, Welcome to the New Year! Here we are, facing the enormous opportunities presented by the new year. At the Gaian Group, we have plans to make 2006 the best ever. I’m sure […]
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EGL Newsletter Volume 2.6 We stand facing into new opportunity. 2005 has nearly reached its completion. The Winter Solstice has just passed, and each day is successively longer for the next 6 months. The steady lengthening of the day […]
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EGL Newsletter Volume 2.5 Often the first step of a change project is to provide completion from the last change. That actually sounds a bit odd at times, but we have found this repeatedly when organizations approach a change […]
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EGL Newsletter Volume 2.4 With every great gain comes a loss. In my change work, I hold to the belief that change is easy and fast. I often have people push back and challenge that. Over and over […]
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EGL Newsletter Volume 2.3 Change Happens. I tend to get two kinds of calls about change. First, there are people who are driving a change and want help with creating and navigating the process. Second, I am often […]
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EGL Newsletter Volume 2.2 What is your practice? A quote I have often seen attributed to Ghandi is “you must be the change you wish to see in the world.” Regardless of its origin, it is a fundamental […]
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EGL Newsletter Volume 2.1 Have you ever seen a change vaporize? You’ve probably seen it before, a change occurs, then slowly (or even quickly) things revert back to old ways? Seems like the change just vaporized, even though […]
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EGL Newsletter Volume 1.1 Here are some things that I have learned about change. They may sound simplistic, but these myths are foundations to how I approach change in organizations. The longer I practice, the more […]
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