Most of the articles are in PDF format to retain their original formatting, and may be read directly on this site, or they can be downloaded and read locally on your computer.

Journal: OD Review
- Jan 3, 2024 The Leader's Use of Self
- May 28, 2021 From the Founders to the Future: A Gathering to Build OD for Tomorrow’s World
- Nov 4, 2020 Change our Name and Change Our Game: It's Time for Strategic Change -- a conversation among Matt Minahan and 9 colleagues
- Oct 27, 2020 Exactly How Do You...Use Yourself?
- Feb 14, 2019 The Exciting Future of OD in China, 2019
- Feb 1, 2019 Finally! Global OD Competencies
- Jan 13, 2019 Sixty Years Down, and the Future to Go
- Jan 10, 2019 OD and HR: Do We Want the Lady or the Tiger?
- Jan 1, 2019 Edging Toward the Center: An Opportunity to Align Our Values, Our Practices, and the Purpose of Our Work, with Peter Norlin
- Dec 30, 2018 The Yin and Yang of OD
- Dec 20, 2018 ODEA -- An Idea Whose Time Has Come
- Dec 10, 2018 Building OD Education for the Infinite World of the Future, with Mee Yan Chung-Judge
- Dec 3, 2018 The Future of OD Education in a Global and Sustainable World, with Katherine Farquhar
- Nov 26, 2018 The Foundations of Coaching: Roots in OD
- Nov 19, 2018 Facilitation 101
- Nov 12, 2018 What OD Practitioners Want and Need for Success, with Carrie Hutton and Marti Kaplan
- Nov 5, 2018 Diversity Case History
- Oct 29, 2018 Group Development: Meet the Theorists, with Carrie Hutton
- Oct 22, 2018 Group Development Tools Practitioners Can Use, with Carrie Hutton
- Oct 15, 2018 OD Network: Our Evolution and Growth
- Oct 8, 2018 The Job Exchange Moves Forward (again …), with Marti Kaplan and Georgeann Higgins
Journal: Practicing
- Jan 12, 2019 The Only Tool You Can Always Count On
- Dec 31, 2018 Ten Laws of Change
- Dec 24, 2018 Transitions #1
- Dec 17, 2018 Transitions #2
- Dec 10, 2018 Some Thoughts on Working with an Executive Leadership Coach
- Dec 3, 2018 A Recipe for Managerial Courage
- Nov 26, 2018 Using a Team Development Strategy in Major Change Programs
- Nov 19, 2018 True Teams vs. Working Groups
- Nov 12, 2018 Using Groups to Manage Change Programs
- Nov 5, 2018 Teams + Work
- Oct 29, 2018 From Groups to Teams
- Oct 22, 2018 Learning in a Laboratory Setting
- Oct 15, 2018 Facilitation Is More Than Running Good Meetings
- Oct 8, 2018 Getting Started in International OD
- Oct 1, 2018 Beyond the Horror, to Outrage (after Hurricane Katrina in New Orleans)
Additional Writing
- Jan 3, 2024 Creating the Future of the OD Field
- Jan 10, 2019 Purpose Statement for a Business Team
- Dec 31, 2018 MM&A Project Plan for a Multinational Organization
- Dec 24, 2018 On Culture Change and Communication
- Dec 17, 2018 Leveraging Senior Leadership
- Dec 10, 2018 Seasonings: Sorry AND Grateful About Ambivalence (with apologies to Stephen Sondheim)
- Dec 3, 2018 Facilitator's Role
- Nov 26, 2018 Groupware #1
- Nov 19, 2018 Groupware #2
- Nov 9, 2018 CBODN Member Spotlight with Matt Minahan
Book Chapters & Journals
- Oct 28, 2021 Moving the OD Field Forward - Developed by the OD Gathering
- Oct 27, 2020 NTL Handbook: Working with Groups in Organizations
- Oct 27, 2020 Preparing for High Impact Organizational Change: From Both Sides to All Sides
- Oct 1, 2019 Use of Self: A Process Model
- Feb 15, 2019 Journal of Management History: McGregor’s Legacy: The Evolution and Current Applications of Theory Y Management, with Peter Sorensen
- Jan 1, 2019 Working with Groups in Organizations
- Dec 30, 2018 The Classic T Group, with Robert Crosby
- Dec 20, 2018 Practicing Social Change: So What’s a Practitioner to Do?
- Dec 10, 2018 OD At Work: Continuing the Conversation, with Paula Griffin

True Teams vs. Working Groups

adapted from Katzenbach and Smith, 1993

True teams share leadership roles as they see fit;
Working groups have a strong & clearly focused leader.

True teams take mutual, collective, accountability;
Working groups take individual accountability.

True teams create specific team objectives that they deliver themselves;
Working groups' objectives are imposed, mandated, granted, and/or the same as the broader organizational mission.

True teams deliver collective products/outcomes;
Working groups deliver individual products/outcomes.

True teams encourage open-ended discussion and active problem solving meetings;
Working Groups runs efficient meetings.

True teams measure performance directly by assessing collective products/outcomes;
Working Groups measure effectiveness indirectly by their influence on others.

True teams discuss, decide, and do real work together;
Working Groups discuss, decide, and delegate.

True teams have open and honest dialogue;
Working Groups have polite discussions.

True teams have fun working together and laugh a lot;
Working Groups just work.

True teams can't wait to be together;
Working Groups meet because they have to.

Journal: PracticingMatt MinahanNovember 19, 2018

Nuggets

True Teams vs. Working Groups