News

On May 17, OCA departed from our usual monthly speaker to host a "Nothing But Networking" event at Vino Venue in Dunwoody.

We met new organization change compatriots and deepened existing relationships, all while tasting wine and appetizers in a fabulous environment. The event was a success, so expect to see more events like this one on the calendar soon.

During the great panel on Implementing Change in Large Organizations 8/20/15, several of the panelists said that they used Jay Galbraith's Star Model in effectively assessing and planning the impact of change. Because our members seemed interested, I'm posting this synopsis of his concept. Much more detail is available in his book and on his website: www.jaygalbraith.com.

posted by Martha Legare

StarModel - Galbraith

At the OCA meeting on July 23, presenter Dee Daley walked us through the Social Styles model, developed by Dr. David Merrill and Roger Reid. By moving along two different axes drawn with painters' tape on the floor, the group self-selected into four different groups:  Drivers, Expressers, Relators, and Analyzers. The conversation started with each quadrant discussing and sharing what they liked about themselves, and their pet peeves about their polar opposites. It became clear that people in other quadrants may be perceived as "difficult" to work with, even though it was really a matter of having different social styles.

The conversation turned to how you can better influence people in other quadrants by temporarily flexing your style to better match theirs. A role play demonstration was captured on video and is shared below. In the demonstration, Tiffany Yates (an Expresser) is the change manager, who is trying to convince project sponsor Heather Stagl (an Analyzer) to be a more active participant in the project.

 

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Getting to know Nicole...Screen Shot 2015-02-25 at 9.58.21 PM

Company Name: Slalom
Company Founded in: 2001 - Seattle, WA
Business Industry: Business & Technology Consulting
Target Market: Businesses in our own communities
OCA Member Since: 2013

 

 

What makes OCA Atlanta important to you?

OCA Atlanta has served as fantastic place to network with other professionals in the organization change, development, and effectiveness fields. In fact, moving into my role as an OE Consultant at Slalom actually started with an introduction to the company through an OCA event.

 

How did you become interested in organizational change?

Organizational change is an intersection of so many different fields/theories (systems, learning, psychology, etc.) and can be applied to organizations across many industries, so it feeds my hunger for learning every day. Ultimately though, if you do it well, it’s a win-win situation for the organization AND the people, and that’s a pretty rewarding space to me.

 

How does your current role link to OD/CM?

As an Organizational Effectiveness Consultant for Slalom’s Atlanta Office, I help find answers to organizational development, change management, and organizational effectiveness questions that connect people, processes, and technologies. The results lead to measurably improved collaboration, efficiency, and productivity, and the ability to harness the power of people across all levels of a company.

 

Where do you see the field of OD/CM headed in the future?

Especially with more millennials entering the workforce and the rapid change of technology, I see OD/CM moving towards becoming essential to executive consideration. In today’s ever-changing, ever-evolving markets, businesses will need to execute on OD/CM initiatives successfully to remain competitive. I’m both honored and excited to be on the forefront of this intriguing intersection.

 

How have you been involved in OCA?

My membership journey has allowed me to network and build relationships with OD/CM professionals in the Atlanta area across many markets. In addition, I’ve had the pleasure of getting to know multiple board members. My offer to the board to serve as an unofficial sounding board and contributor to OCA’s development this year has been met with both gratefulness and interest, and I look forward to helping our board move OCA forward.

 

What do you consider to be your most valuable skills you can offer someone?

Client interaction, collaboration, analysis, and relationship building skills have provided me with a strong foundation for helping my clients in the strategic alignment, employee engagement, performance improvement, process improvement, and talent management spaces. Partnering with employees across the nation at multiple organizational levels, from front-line employees to c-level executives, has given me breadth of knowledge and experience in the consulting space that I enjoy using to help inform and drive strategically aligned change with my current, Atlanta-based clients.

 

What do you want us to know that is special about you (personally or professionally, your business or both (here you may give us accolades, awards, interesting tidbits that make you unique, thoughts/philosophies, etc…)?

Below are three of my favorite quotes related to professional success that tend to drive much of my thinking and many of my actions in the OD/CM consulting space:

1.      “Without continual growth and progress, such words as improvement, achievement, and success have no meaning.” ~ Benjamin Franklin
2.     "Problems cannot be solved by the same level of thinking that created them." ~ Albert Einstein

3.     "If I had asked people what they wanted, they would have said 'faster horses.'" ~ Henry Ford

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Getting to know Perry Anne...Screen Shot 2015-01-28 at 1.01.40 AM

Company Name: Converge Coaching & Consulting
Company Founded in: 2013
Business Industry: Talent selection and development
Target Market: Companies that want to select the right talent, and develop that talent well (no particular industry)
OCA Member Since: 2012

 

What makes OCA Atlanta important to you?

Being connected to local OD practitioners in an encouraging environment that offers continual learning.

How long have you been practicing organization development / change management?

I completed my masters in HROD in 2014, so I would say I’ve been officially practicing since then with my practice still finding its shape as I move forward!

How did you become interested in organizational change?

I was a training manager at Delta Air Lines in 1999 when OD expertise showed up in the form of a couple of newly-hired GE executives. They brought a level of OD practice we had never seen. I participated in an extensive Workout session and the result transformed Delta’s scattered training functions into a robust, matrixed learning organization. Once I saw the depth and breadth of OD work I knew that was where I wanted to contribute for the rest of my career. At about that time I left the corporate world to rear three children during which time I found myself impulsively and instinctively doing OD type work in various volunteer roles with non-profits that I care about.

How does your current role link to OD/CM?
I have great variety in my work, which is so refreshing. Most of my time right now goes to assisting Newell Rubbermaid in identifying competencies for key functions that are pivotal to their Growth Game Plan. I also provide talent selection consulting for organizations using the Hogan assessment. Having recently completed training with the College of Executive Coaching, I am excited to offer executive coach services as well.

Where do you see the field of OD/CM headed in the future?

I think the horizon of OD/CM prominently features building meaningful, productive culture in this global, virtual, fast-paced environment. That’s so challenging! As one who was outside of corporate America for 13 years and has recently returned, I can personally testify to how much things have changed. It is increasingly difficult for individuals to feel connected, to feel they are known and appreciated, and to feel that they personally make a difference. This is largely because of the global, virtual environment and the speed and load of work. Yet humankind has not evolved to a point of being devoid of these emotional needs (thank goodness)! So I see that co-creating and protecting culture is a critical, and challenging, aspect of the future for OC/CM.

How have you been involved in OCA?

I’ve benefitted tremendously from the meetings and have also participated on the Service committee, working to support change at Meals on Wheels.

What do you consider are your most valuable skills you can offer someone?

I think it is converging an organization’s strategy with talent selection and development for business impact (thus the name “Converge Coaching & Consulting”). I get excited about helping leaders consider their organizational goals and strategy, then determining their talent needs, and then helping them select and develop that talent in evidence-based ways. This requires deep listening, really good question asking, and facilitating meaningful discussion that always ties back to strategy.

What do you want us to know that is special about you (personally or professionally, your business or both (here you may give us accolades, awards, interesting tidbits that make you unique, thoughts/philosophies, etc…)?

I’ve been married to a wonderful man (David) for 18 years. We have two boys and a girl (Leighton- 12; Patrick 11; Elizabeth 8). We love to go tent camping. I love it because I like to be outside and because David does all the work. I do have a new rule that if the temperature falls below my age I don’t sleep outside.

If I could be anything other than what I am it would be along the lines of artist, landscape designer or interior designer. Making things beautiful is something I never tire of. However, I do not like crafts, much to my daughter’s dismay.

 

 

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Getting to know Aaronde...ASC Headshot Color

Company Name: Pique - www.threepique.com
Company Founded in: 2013
Business Industry: Consulting
Target Market: Small to Medium Sized Enterprises
OCA Member Since: 2010

 

What makes OCA Atlanta important to you?

Having a professional association of peers that allows me to exchange ideas and test out new theories in a safe environment.

How long have you been practicing organization development / change management?

I have been a practitioner for 10 years.

How did you become interested in organizational change?

After being involved in a RIF and BPO project, I learned the value of change management practices and the importance of leadership effectiveness. That project sent me on the path of learning OD.

How does your current role link to OD/CM?
I am able to talk to C-level executives about how leadership effectiveness becomes that competitive advantage in their business and with that information and the supporting facts and research that our colleagues in OD/CM have compiled, I am able to give voice to the behind the scenes work that many in our field do.

Where do you see the field of OD/CM headed in the future?

In order to continue being recognized as a viable field for business, we have to combine our research with practice. This means that the academics need to step out of the classroom to test and confirm that the work they are doing is relevant in the real world.

How have you been involved in OCA?

I am currently the Chair-Elect for 2015.

What do you consider are your most valuable skills you can offer someone?

The most valuable tool that any of our colleagues can offer is an attentive ear, so that we can truly hear the needs of our clients.

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Getting to know Ardela...ardeladaniels

Company Name: Institute for Nuclear Power Operations (INPO)
www.inpo.org
Company Founded in: 1979
Business Industry: Commercial Nuclear Energy
Target Market: Domestic and International Nuclear Power Plants and Utilities
OCA Member Since: 2009

 

What makes OCA Atlanta important to you?

OCA is my living library, continuous improvement program, and lifelong learning network.  It is not possible, for me, to do the work of an OD professional without re-energizing myself through the company of professional peers.  OCA is my means of keeping up to date with my field and giving back to my field.

How long have you been practicing organization development / change management?

More than twenty years.  I have been practicing in this field in South Africa, Paris and the USA.  And I still have a lot to learn!

How did you become interested in organizational change?

I was part of the cultural revolution in South Africa in the 1980s and 1990s.  That change left an indelible mark on my professional interests.  I became fascinated with how individuals, teams and organizations experience and implement change.  Being part of implementing organizational change is a way of life, rather than a job for me.

How does your current role link to OD/CM?

In my current role, I lead cross functional nuclear teams that are responsible for monitoring nuclear plant performance using data and behavioral observations, engaging station leaders, and intervening to turn declining performance.  I am accountable for intervention activities to turn declining station performance.  Developing effective OD and change strategies with station leaders is very important in maintaining a high performing culture at a nuclear power station and corporation!

Where do you see the field of OD/CM headed in the future?

I believe that the field will become more discipline-based.  Companies are looking for targeted interventions from professionals who understand their business.

How have you been involved in OCA?

I have served in various capacities on the OCA board: programs chair, chair-elect, chair, past-chair.

What do you consider are your most valuable skills you can offer someone?

Developing strategic direction and leading transformational change in the midst of chaos and ambiguity

What do you want us to know that is special about you (personally or professionally, your business or both (here you may give us accolades, awards, interesting tidbits that make you unique, thoughts/philosophies, etc…)?

There is a picture of Nelson Mandela at my front door that reminds me of my mission every day as I step over the threshold: “There is no passion to be found in playing small – in settling for a life that is less than the one you are capable of living.”

 

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Getting to know David...Screen Shot 2014-10-08 at 9.52.14 PM

Company Name: Hewlett-Packard Enterprise Services
www.HP.com
Company Founded in: 1938
Business Industry: Information Technology; Hardware, Software and Services
Target Market: Consumers, Large enterprises, small- and medium-sized businesses (SMBs) including customers in the government, health and education sectors
OCA Member Since: 2012

 

What makes OCA Atlanta important to you?

For me, it served as a forum where I can hear diverse points of view on OD/CM matters; I am particularly interested in what kinds of problems practitioners are facing with their clients and the types of solution they are employing. I also appreciate the introduction of best practices, although some of the things I hear seems to be “out there” but it at least helps me understand what the outer bounds markers are.

How long have you been practicing organization development / change management?

Since 1998 but I don’t spend 100% all of my time on it. It is just one of my many responsibilities but it is one of the areas I consider to be a core competency and that I enjoy doing most. Just so you know, I’d put monthly budget reconciliation and resolving billing disputes as one of my least favorite job responsibilities.

How did you become interested in organizational change?

I was managing my first major SAP implementation at the time while working for one of the “Big 6” consulting firms. The partner in charge assigned this “change guy” to the project and I had no idea why he was there and what he was doing. To make matters worse, my client counterpart hated him (apparently a personality conflict) and demanded that we get rid of him. Because the partner didn’t want to forfeit the revenue (I guess a replacement resource wasn’t available at the time), he asked me to take on and finish up the change management work. I didn’t know a thing about change management. I had barely even heard the term before but I took on the challenge, dissected his plan and created another plan that made sense to me. The change plan was pretty good and proved to be an integral part of us achieving our implementation success. As a result I received a bit of notoriety around the firm and I soon became the “change guy.” I was soon consulting other program and project managers on the virtues of Change Management and how to use it to deliver successful projects. I’ve been working on Change Management projects ever since.

How does your current role link to OD/CM?

I lead a consulting practice at HP that includes OD/CM practitioners. At HP, we call this function Management of Change (MoC) to differentiate it from the ITIL-based Change Management work that we do as well.

Where do you see the field of OD/CM headed in the future?

At HP we are seeing a desire from our clients to proactively address any areas of resistance and to promote adoption. Because of our vast experience they expect that we have seen the problem they will likely incur and that we have solutions that we can readily bring to bear to address them. We are focused on helping our clients implement the new style of IT and getting whole scale adoption is intregal to that.

How have you been involved in OCA?

I mainly attend the Friday meetings because I have some personal conflicts most weekends. My desire is to become more involved in 2015 and contribute in other ways.

What do you consider are your most valuable skills you can offer someone?

I am told that I have a very pragmatic approach to OD. I credit this to not necessarily starting my career doing this kind of work. I am someone who got into this a little later in their career after having done a number of different things in IT and management consulting. It is that perspective that helps me be able to relate to and appreciate the problems CIO and Business leaders face and frame solutions to address them.

What do you want us to know that is special about you (personally or professionally, your business or both (here you may give us accolades, awards, interesting tidbits that make you unique, thoughts/philosophies, etc…)?

I often see OD practitioners, competitors and even some of the people who work for me, take the neutral position on things. I often struggle with this because I’m not sure this is the position our clients want us to take. We are to affect change and drive culture to meet the business objectives so, whether we like it or not, that is what we were hired to do. When I interview a candidate I often ask them about changing culture and am surprised by the number of people who tell me that you can’t do that. They say things like a business’ culture must evolve organically (i.e., on its own) and things like that. I’m not sure I agree with that but that seems to be common perception and stance taken by a lot of OD practitioners. Not to get into a debate on the matter, but I feel a lot of my customers want us to help them change their culture or, at minimum, want us to change the cultural norms that get in the way of them transforming their businesses.

Ardela and I are excited about the remaining programs we have lined up for the rest of our year together. Our adventure includes: people_meeting4

  • Strategic case study from the ROI Institute
  • Daryl Conner's deep and reflective practice combined with OD and change management initiatives (I like to refer to as being self aware)
  • Linkage, Inc. will outline the William Bridges’ Transition model of psychological re-orientation

All three programs will meet and exceed objectives by providing up-to-date methodology, skills, practice, and awareness in the fields of organization development and change management. These programs cross over many fields of practice -internal or external professionals- who approach programs and people with structured models of engagement.

For December, we’ll use our time together to tune into our Service Committee and Special Interest Groups, and begin to plan 2015 programs. Please send your program ideas to programs@organizationchange.org. The program proposal form is on the Events menu on our website.

Looking forward to seeing everyone!

Susan and Ardela!

Our September event was presented by Dr. Lizette Zuniga, Director of Implementation at the ROI Institute in Birmingham, Alabama. She shared a powerful organization culture change case study to illustrate how to measure business impact and the values of investing in OD practitioners. She shared highlights of this case study, the impact it had on key performance measures, and challenges she faced along the way.