Organisational astrology

"Anything that keeps the focus on unquestioning execution, on rewarding individual contributors and punishing scapegoats, and not improving underlying systems.

Charles Lambdin

There are a host of unchallenged rituals in the world of 'organisational' 'development' that are well worth examining, because:

The contribution of individual workers is a tiny factor in the overall success of an organisation

'Skills' are a tiny factor in the performance of an individual worker 

Generic 'skills' definitions that are not tied to the specific performance standards required in the work - won't change the performance of individuals or teams

Access to generic content libraries has no impact on performance (as they are out of context to the 'real' work and it's challenges in the organisation)

Formal learning (training courses and programs) have the least impact on performance (but still receive the most focus and investment)

The level of access to and consumption of 'learning' 'content' is not a measure of growing capability  

Team and individual performance is determined by the system - which is wholly owned by the leadership team 

The loudest voice in the 'Skills' and 'content' crush is (inevitably) always the vendors.


I work as a thinking partner and advisor with mid sized, value oriented companies going through significant change. I help you to build new capability and mindsets through shifting your approach to organisational development.

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