Mike Beitler

As organizational effectiveness (OE) consultants we make our livings by diagnosing our organizational clients' effectiveness deficiencies and then recommending interventions for our clients' greater effectiveness.

In a recent Harvard Business Review (HBR) article the three authors (Neilson, Pasternack, and Van Nuys) described what they called the “Passive-Aggressive Organization.” While we are all familiar with the concept of the passive-aggressive...

The cost of training in North American companies exceeds $60 billion per year. Try to visualize that. Picture a stack of 1,000,000 $1 bills. Now try to picture 60,000 of those stacks. Amazed?

Kurt Lewin, the consummate applied social scientist, is responsible for giving us three of the ten concepts that support effective OC practice: Forcefield Analysis, The Three-Stage Model of Change, and the Action Research Model.

In my practice as an organizational effectiveness consultant, the most frequent phone call I receive involves clients and prospective clients asking how to overcome resistance to change in their organizations.Throughout my book, Strategic...

A critical task in the succession planning process of any organization is identifying candidates. Traditionally, candidates have been identified based on past performance. While this seems logical, it is problematic in practice.Past performance...

[This article is based on excerpts from the special report "Overcoming Resistance to Change" by Dr. Mike Beitler.]Senior management often creates a plan for implementing an organizational change while completely ignoring the following...