This text proposes a theory of evolving ways of knowing that allows a view of adult development similar to that of child development: an open-ended process, born of the dynamic interaction of cultural demands and emerging mental capabilities.
This text outlines an approach to business communication by two Harvard-based educators, trainers and consultants. Kegan and Lahey show us how the way we talk in the workplace can be understood as seven different types of speaking, seven languages that reveal our attitudes and expectations.
Unlock your potential and finally move forward. A recent study showed that when doctors tell heart patients they will die if they don't change their habits, only one in seven will be able to follow through successfully. Desire and motivation aren't enough: even when it's literally a matter of life or death, the ability to change remains maddeningly elusive. Given that the status quo is so potent, how can we change ourselves and our organizations? In Immunity to Change, authors Robert Kegan and Lisa Lahey show how our individual beliefs--along with the collective mind-sets in our organizations--combine to create a natural but powerful immunity to change. By revealing how this mechanism holds us back, Kegan and Lahey give us the keys to unlock our potential and finally move forward. And by pinpointing and uprooting our own immunities to change, we can bring our organizations forward with us. This persuasive and practical book, filled with hands-on diagnostics and compelling case studies, delivers the tools you need to overcome the forces of inertia and transform your life and your work.
In many organizations, employees often engage in a second, unpaid job: covering their weaknesses and managing impressions, which wastes valuable resources. This prevents both the organization and its people from reaching their full potential. Imagine a company that fosters a culture where everyone can overcome internal barriers and view errors as opportunities for growth. Robert Kegan and Lisa Lahey, along with their collaborators, have identified such companies—Deliberately Developmental Organizations (DDOs). DDOs operate on the radical belief that organizations thrive when aligned with the fundamental human motive to grow. This approach transcends traditional "people development" methods, integrating support for personal development into daily operations and routines. The authors explore three leading companies that exemplify this innovative approach, detailing the design principles, practices, and scientific foundations of DDOs. They cover aspects like feedback mechanisms, meeting structures, and the unique roles of managers and leaders. Ultimately, the book provides a roadmap for cultivating a developmental culture in any organization, asserting that the culture you create is your strategy and that success hinges on the development of everyone.