2026 Begins Now: Organization Development for Leaders in Q4 2025

As Q4 2025 unfolds and 2026 approaches, I find myself reflecting on what it truly means to make a difference at scale, especially for leaders tasked with guiding genuine, lasting transformation. Each year brings renewed urgency, but the arrival of fall is always a reminder that more can be achieved (I attribute this to the start of every fall term in education). More people can be supported, more organizations can thrive, and more purposeful change is within reach. The months ahead represent a remarkable opportunity to increase our impact before another year ends.

Throughout my journey advising executives and guiding organizations through pivotal moments, one truth has remained constant: lasting success depends on more than just clever strategies or operational excellence. At its core, it’s about paying attention to the dynamics that allow people and purpose to align. Organization Development (OD), more than any set of tools or initiatives, provides the connective tissue that unites vision, values, andaction. My practices are described as generating dividends with people.

A Systemic Lens on What Matters Most

Effective leaders understand that culture, systems, andpeople are interconnected. Whether you're navigating the chaos of digitization,helping teams adjust, or refocusing your purpose, all parts of an organization are constantly changing. OD challenges us to recognize these interconnections and shape them carefully.

Having worked with leaders across industries, absolute excellence begins with asking the right questions and listening deeply. OD isn’t an add-on; it’s a disciplined, progressive way of thinking about change.By diagnosing root causes (not just symptoms) and grounding interventions indata and dialogue, leaders foster environments where learning, collaboration,and trust naturally grow.

• Systemic Thinking: Rarely is a single challenge isolated. Success comes from understanding the bigger system at play.

• Human-Centered Growth: OD is fundamentally about people: nurturing potential, unlocking creativity, and building community.

• Decision-Making with Insight: Sustainable progress requires honesty about where you are and clarity about where you wish to go.

Culture is Grown, Not Grafted

With so much attention on “culture,” it’s easy to focus on superficial fixes or imitate successful organizations. The leaders I support recognize something deeper: culture results from many daily decisions, shaped by shared beliefs and maintained through conscious leadership.

Meaningful culture transformation starts with clarity,defining not only what the culture is but what it needs to become. The following step is feedback: listening, reflecting, and engaging the organization to pinpoint where aspiration aligns with reality. The real skill lies in designing interventions that resonate, whether that involves creatingnew forums for connection, reimagining recognition, or aligning structure with strategy.

Above all, transformation lasts when lived by example. Mywork often involves coaching executive teams to translate values into behaviors,knowing that teams watch and learn from every signal sent by leadership.

Leading Change: The Practical Art of Influence

Today’s leaders must navigate ambiguity, complexity, andresistance simultaneously. OD gives us the practices and perspectives to lead change courageously and compassionately.

• Purposeful Vision: Start by anchoring change in purpose. When people see the “why,” they move with commitment.

• Strong Coalitions: The most successful transformations are never solo acts. In my consulting, I help leaders build guiding coalitions who own and champion the journey alongside them.

• Open, Honest Communication: Trust is the currency of change—regular, transparent conversations about setbacks and learning, building resilience and increasing engagement.

• Empowering Experimentation: Instead of waiting for perfection, encourage progress and growth. Give people permission to try, learn, and adapt together.

It’s in these moments when leaders choose connection overcontrol and curiosity over certainty that organizations unlock untapped reserves of energy and dedication.

Insights for an Impactful Year’s End

As we all look to finish 2025 with meaning and momentum,here are a few reflections I’d offer to fellow executives and change leaders:

• Pause to Reflect: Ask yourself and your teams, where have we grown? What have we learned? What still feels possible before the year ends?

• Find the Root, Not Just the Symptom: Bring a systemic mindset to any lingering challenges. Map connections before launching new solutions.

• Champion Growth | Yours and Theirs: Make development (your own and your team’s) a visible priority. It signals trust and possibility across the organization.

• Align Action with Aspiration: Ensure that your actions, rituals, and symbolic choices tell a coherent and inspiring story about your organization’s future.

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The road ahead is always uncertain, but the potential for impact is significant when leaders intentionally cultivate systems,communities, and cultures. My experience and passion are rooted in supporting those ready to transform organizations from within.

For those trying to accomplish more before the year ends,remember that your efforts count. Every conversation, decision, and act of leadership sows seeds for the future. There’s still time to shape 2025 into a story of growth, connection, and lasting value that will resonate into the next year.

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