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The Co-Disruptor Manifesto

The Co-Disruptor Manifesto

The intent of this manifesto is to help launch a ‘co-disruption movement’ so that established organizations can better fend off their respective Uber or Airbnb!

In the article Change Management Has Changed: BOARDS MUST TOO, I explained that established organizations (as opposed to start-ups) desperately need leaders who take a highly collaborative approach to disruption from within. I call these special talents the co-disruptors.

The problem is that effective co-disruptors are few and far between. To make matters worst, the good ones tend to be underleveraged. For example, they are assigned to roles in which they cannot fully work their magic.

As a result, established organizations are too slow to tackle the transformation imperatives of our digital era. They are struggling with the new nature of change which is fast-pace, constant and disruptive.

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Board education session about the new nature of change

ORCHANGO’s co-founder Edmond Mellina talks about our education session for Boards of Directors. It is based on the article “Change Management Has Changed: BOARDS MUST TOO” that Edmond wrote for the Director Journal of the Institute of Corporate Directors (ICD).…

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Change management has changed: BOARDS MUST TOO

Change Management Has Changed: BOARDS MUST TOO

Article written for the Director Journal, the official print publication of the Institute of Corporate Directors. ICD is the definitive ‘go-to’ resource for Canada’s directors and boards. With contributions from corporate directors Kathy Milsom (Greater Toronto Airports Authority), Alan Hutton (Aequitas NEO Exchange), Paul Cantor (QuadReal Properties), Poonam Puri (Arizona Mining) and Merete Heggelund (Standards Council of Canada, Allied Oil and Gas).

Edmond Mellina argues that the board must ensure that management hires “co-disruptive” leaders and also serve as a bridge between the new class of innovators and the organization’s legacy parts.

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Give a change stethoscope to your managers

Give A Change Stethoscope To Your Managers

The critical role that direct managers play during change – both upstream and downstream – cannot be overemphasized. They represent the real keystone of organizational change. However, managers have no time, nor need, for the kind of tools favored by internal change consultants and project teams. What do they really need then? Three things: a very concise overview of your model; a stethoscope-like tool; and better influence and “light-politics” skills.

Article first written for the People + Strategy blog of HRPS (USA); and subsequently featured on SmartBrief, a content aggregator which selects “only the most important industry developments from more than 10,000 major media outlets, regional newspapers, trade publications and blogs”. The Strategic Capability Network (Canada) also published the article on its blog.

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Design thinking 2.0 – When innovators become change leaders

Design Thinking 2.0 – When Innovators Become Change Leaders

Although design thinking traces its roots to the late sixties, the discipline entered the business world a mere decade ago. According to Tim Brown and Roger Martin, two respected thought leaders in the field, the time has come for design thinking to go to the next level.

My take on it: it is all about the need for innovators to think like change leaders – whether they are working on super complex or relatively simple innovations.

Article first written for the blog of HR People & Strategy (USA). Also appeared on the blog of the Strategic Capability Network (Canada).

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Co-presenting with client CEO at a conference

This playlist features short clips from the 35-year anniversary conference of the Strategic Capability Network. ORCHANGO’s president Edmond Mellina co-presented a client case − “The TSSA Story” − with Michael Beard, the CEO of TSSA (Technical Standards & Safety Authority). After the formal presentation, Edmond and Michael sat down for an in-depth discussion with the audience of HR executives.

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