Press Releases
Where does a valuable Change Agent go after playing “Mr. Spock” to several Presidential “Capt. Kirks,” guiding the ship of state? More than a bureaucrat over the arc of his career, Osborne has been a policy creator and exemplar. Knowledge is his business — its procurement, execution and protection. Osborne is a highly trained Change Agent.
Over his career, this former CIA “Wizard of OZ,” has pulled many rabbits out of hats, for his colleagues and the nation. Insightful management isn’t magic but it may be that intuition gives his team the edge in any challenge. Knowledge is systemic, a marriage of processes and protocols. His capacity to “frame” problems leads to unique solutions that can be “translated” into many challenging arenas.
Osborne has the knowledge necessary for recruitment, securing the personnel and contracts that lead to positive transformation for our communities, country and the world. He has successfully navigated the global scene and confidently knows he could do the same for NCMA. He is an adept of persuading with authority. Some knowledge is ‘universal,’ translatable to a multitude of applications.
Leutrell Osborne is an advocate who actively supports many sociopolitical interests. With a keen understanding that the past and present create the future, Osborne is currently working on Boards successfully promoting Dr. Martin Luther King, Jr. and other public memorials and organizing events commemorating the March On Washington. He also hosts weekly business lunches where mentors and peers network for enhanced performance and opportunities. He is a well-received public commentator, having appeared as an expert on CNN, BET TV, and numerous radio shows.
CHANGE AGENTS: Research on champions or change agents typically examines the behaviors, attributes, and motivations of the individual leading the organizational change. As such, “championing” is understood as a near heroic venture by those with a near innate ability and expressed interest in such work. However, change leaders generally rely on the support of a team of employees and consultants. The experience of the members of change teams is less well understood despite their role in introducing, legitimating, and managing change among the rank and file of the organization. Interviews with full-time members of change teams reveal that they do not begin as skilled, motivated agents of change but rather they undergo extensive training and, in many cases, describe themselves as having experienced a personal transformation during their intense involvement in the change activities. The findings suggest that organizations, in the pursuit of change, produce change agents and that these change agents seek opportunities in the labor market that allow them to continue this work – initiating, championing, and implementing business process management – in other organizations.