Capital City Organization Development Network

Save the Date: August 12 - Dr. Charles Dygert

2008-06-18T15:45:00.002-04:00

Dr. Charles Dygert will speak at the August 12, 2008, CCODN meeting.

June 24 Meeting: Creating a Culture of Change

2008-05-26T11:43:00.007-04:00

Updated 6/3/2008 to indicate change in presenter.

Creating a Culture of Change

.
Rebecca Schmale, PhD - Vice President of Organizational Development, OhioHealth

"Employer of Choice" and "world class" are terms used to describe organizations where people want to work- where they are engaged, motivated and successful. As VP of Organizational Development at OhioHealth, Rebecca Schmale believes culture is the primary reason people come to work, stay with an organization and that becoming an 'employer of choice' isn't nearly as important as understanding and embracing key facets of culture that enable the organization to retain top talent and achieve optimal performance & success!

In this session, Dr. Schmale will discuss how OhioHealth creates a culture to attract and retain the best talent, reward and develop employees, and capitalize on diversity, recognition and inclusion.

Join us at 6:00 p.m. on June 24, 2008, at Franklin University as Dr. Schmale shares her experience and ideas on how you can create an organizational culture which employees find motivating, rewarding and which significantly enhances business success!

Franklin University

Frasch Hall, Room 416

(directions & parking)

Non-members: $20, CCODN members and students: $15

Sponsored by the
Capital City Organization Development Network

OD Job Opportunity

2008-03-12T17:48:00.001-04:00

CCODN President Garry McDaniel shares this job opportunity with CCODN members:

Senior Manager, Organizational Effectiveness

South Bend, Indiana area, 110K to 125K plus bonus, Human Resources

Job Summary:
This highly visible role will be supporting a global technology organization focused on:

Change management initiatives
Performance Consulting - such as process diagnostics and design, structure and root cause analysis as well as benchmarking;
Development of infrastructure to support the organizational performance and drive business results. A proven background of driving and communicating change within a complex business environment and partnering with senior leadership to improve organizational agility is a must.

Qualifications:
Masters Degree
7 + years of OD experience
Six Sigma experience preferred

Experience:
7+ years of professional OD experience

Education:
Masters

For more information contact Whitney Hodges at resumes@rsghunt.com.

January 23 Meeting

2008-01-07T06:40:00.000-05:00

Distinguishing Change you WANT
from Change you NEED
.

January 23, 2008
6:00 PM – 7:30 PM
Franklin University, Alumni Hall Auditorium
201 South Grant Ave, Columbus, Ohio
Pizza & Drinks Provided

How do you identify truly needed change?

How can you help others understand the difference?

Dwight W. Seeley, CCP leads the Talent Management Practice at Sequent, Inc., including the development of Performance Alignment, Compensation, Total Rewards and Succession Planning.

Dwight will discuss challenges faced helping organizations articulate change & addressing what they need versus what they think they want. Participants will have the opportunity to apply what they learn in an interactive case study and structured open discussion.

To register: email RSVP to mcdanieg @ franklin.edu
or call (614) 947-6126

Nexus II: Save the Dates

2007-12-22T18:13:00.000-05:00

The 2008 Nexus for Change conference is being planned at Bowling Green State University. You can participate in the planning, or you can simply mark your calendar to attend if you're interested in learning more about participative change methods.

Nexus U (pre-conference): March 29 and 30, 2008
Nexus II: March 30 - April 1, 2008

Tag: nexus2

December 5 Meeting: Change Leadership

2007-11-29T09:24:00.000-05:00

Change Leadership
December 5, 2007
6:00 PM – 7:30 PM
Franklin University, Alumni Hall Auditorium
201 South Grant Ave, Columbus, Ohio
Pizza & Drinks Provided

Admission is free

♦ Are you interested in learning to influence significant change in your organization?
♦ Do you want to improve your leadership skills?

Join us to learn more about how effective leaders enhance organizational change. Participate in a facilitated discussion on the role of the Organization Development Professional in today's dynamic and innovative organizations. Dr. Richard Webster will reflect on the objectives and aspirations of the early pioneers of OD and based on his interactions with some of these innovators & help us develop an appreciation of their relevance today. Dr. Marc Cloutier will review the latest writings of several pioneers in the leadership field and ask us to evaluate their significance in our current work. Come prepared to participate and become a part of an interesting inquiry process about Change Leadership.

To register send email RSVP to ccodn@mac.com or call (614) 947-6126
Franklin University is proud to be a sponsor of CCODN.
CCODN has been designated a 501 (c) (3) charitable organization.

Invitation from CCODN President

2007-10-07T15:43:00.000-04:00

With all that is happening in our community and around the world, now is a very exciting time to be a part of the Capital City Organizational Development Network (CCODN) as we journey to expand our skills and learn new approaches to Organizational Development. The purpose of this message is threefold: to inform you of the opportunities planned for you as a member of CCODN, to ask for your support and involvement, and to invite you to our next organizational development planning meeting.

Based on your suggestions and those of other members, we are planning programs and events to provide you with opportunities to network, have fun and learn from other change agents. The program will offer:

Dinner meetings with mini-workshops focused on current issues in the field of OD, presented by distinguished colleagues in our region.
Bi-monthly informal discussion and experiential sessions on cutting-edge topics, led by members.
A special event every year – a workshop presented by a nationally known leader in the OD field.
A collaboration of regional university OD and OD-related programs with opportunities to coach, mentor and learn.
Sponsorship and speakers from local companies to provide us with actual cases of effective organizational change.

Developing such an attractive program and making CCODN a vital organization will require a commitment from all our members. You can play an important role by volunteering to serve on the CCODN Board, serving on one of our special committees, or sharing the value of the chapter with fellow OD professionals. In fact, we need your immediate help in referring two or three people we can contact to encourage them to join CCODN.

We are in the process of developing our own web site at http://www.ccodn.net/. Please visit the site and offer your ideas and suggestions for making this a useful tool for you in your OD work. Also, we will be holding a grand CCODN development planning meeting on October 24, 2007 at the Franklin University, Moore Auditorium starting at 6:00 PM. Pizza and soft drinks will be served. Please RSVP at ccodn@mac.com. We need you, your enthusiasm and your ideas to move our Network forward.

Within the coming week, members of our planning team will follow up with you to see you we can meet your professional needs and to help us identify potential new members. We greatly appreciate your interest and support and look forward to networking with you at future meetings.

Kind Regards,
Marc Cloutier
President, CCODN

"Helping change agents improve organizations"

CCODN is a Ohio registered organization and classified as a 501(c)(3) organization by the Internal Revenue Service

Message from the President & Meeting February 22

2007-02-14T09:55:00.000-05:00

Colleagues and Members,

On behalf of the Board of directors for the Capital City Organizational Development Network, I would like to take a moment to discuss activities conducted and some plans for the future.

As the Program Group started the detailed plans for our last General Membership meeting of 2006, the question was raised, “are we meeting the needs and expectations of our members?” We thought we were, but the lack of attendance at the programmed membership meetings suggested we were missing something important. We then conducted an e-mail and telephonic survey to gain insight into our members’ interests and attraction to this Organizational Development Network. The detailed results are attached for your information and to stimulate further discussion among ourselves.

The survey results gave us four (4) strong themes to focus on as we work on reinvigorating the organization and developing new program activities for the next two years.

First, members enjoy and appreciate the opportunity to network with OD professionals and gain new ideas from each other’s work.

Second, conduct meetings that solidify information and methodologies for guiding organizations in improving their effectiveness.

Third, the continuing question about when and where to conduct our meetings to accommodate members’ schedules is not as important as having a solid, interesting program to offer members.

Fourth, expose members to companies and organizations that have excellent OD interventions that are having a positive impact.

We think these four recommendations should guide our Network into the future. What do you think?

Join the Board Thursday, February 22, from 6:30 to 8:00 PM, to begin mapping our strategy for the future. We are meeting in the conference room immediately to the right as you enter the New Albany Library, 200 Market Street. Please attend and help plan the future for CCODN.

Thank You

- Marc Cloutier, President

Nexus for Change Conference

2007-01-21T19:36:00.000-05:00

If you are interested in learning about highly participative, large scale organizational change methods, then this conference is for you! Bowling Green State University is hosting the Nexus for Change conference in March 2007.

Post tags: nexusforchange

Margaret Wheatley at OSU This Week

2007-01-20T14:41:00.000-05:00

Leadership and the New Science author Margaret Wheatley speaks on leadership at The Ohio State University Tuesday, January 23 at 4:00 p.m. The event is free and open to the public.

Film and Video Theatre, Wexner Center
1871 North High Street
Parking at the Ohio Union Garage (15th and High St.)

The lecture is titled "The Future of the World Depends on Women."

CCODN and Change

2007-01-01T17:27:00.000-05:00

I want to take this opportunity to wish all of CCODN members and their families a very exciting and special New Year.

Like many of you, the CCODN Board of Directors reviewed the activities of the past year and initiated the process of determining how we might best proceed in the coming year. The past year presented us with many interesting challenges and opportunities to work with many associates. It is our intent to continue developing the organization to provide the opportunities for networking and discovering new approaches to organizational development.

The member survey we conducted at the end of 2006 told us you were interested in networking with OD professionals and learning new approaches to organizational development. Accordingly, members of the board and I are actively engaged in developing an action plan for 2007 and beyond that will engage us in advancing the role and merit of OD within organizations.

Our next meeting is on Wednesday, January 3rd at 5:00 PM in the small conference room of the New Albany Library. I invite every CCODN member to join us at this and future planning meetings. Your contribution to the planning process will be invaluable.

I also invite and encourage members to post their ideas and suggestions for enhancing our network. I will plan on using this medium in the future to continue communication and holding a dialogue with members regarding the growth and direction of CCODN.

I wish everyone the very best in the coming year.

- Marc

posted on behalf of CCODN President Marc Cloutier

Change is the Only Constant

2006-12-25T18:11:00.000-05:00

"Change is the only constant. Hanging on is the only sin."
~ Denise McCluggage, US Race Car Driver

I've updated this blog from the "old" Blogger platform to the "new" one.

If you attempt to post to the CCODN blog, you may be asked to upgrade your profile so that you can use the new Blogger platform.

I hope this won't pose any problems. However, if it does, don't hesitate to contact me at tkreminski [at] gmail [dot] com. I'll do my best to assist you in the transition.

(Note that the previous email address has been disguised in the probably vain hope that automated spam bots won't pick up my email address and send me a gazillion more spam messages than I already receive daily. You know what a legitimate email address looks like - please decipher the text above to create a correct and fully-formed email address if you need to contact me. Thanks!)

"Get Green," CCODN!

2006-12-16T16:08:00.000-05:00

Green innovation was in full bloom at Friday's "Get Green Columbus" business conference! It was a wonderful surprise to bump into CCODN board members Phyllis Brusky and Kathryn Tarantino at this first-ever conference on sustainable business in Central Ohio.

I was delighted to learn about the many public-sector and private-sector projects that are in flight or planned for the next year. Of particular interest to me was the planned eco-industrial park presented by Mike Long of SWACO. An eco-industrial park is built on the eco-effectiveness principle that "waste equals food." In this concept, waste from one industrial process is "food" (raw material or input) for another industrial process. In an eco-industrial park, independent companies are co-located to support the "waste equals food" cycle.

I imagine that these independent companies must become highly interdependent to facilitate the process. To support this interdependence, I envision that OD professionals will need to be experts in how partnerships, communities, and large networks best develop, operate and grow.

Do you think that the work of OD professionals will need to change to support this interdependence? If so, how? And what are you doing to prepare for it?

- Tina Kreminski

Innovation is a Risky Business

2006-12-06T10:46:00.000-05:00

Cleveland-based OD consultant Jack Ricchiuto shares some thoughts on innovation this week on his blog jack/ zen.

Who "gets it" in Central Ohio?

How are you helping them innovate?

Columbus "Get Green" Business Conference

2006-12-02T20:10:00.000-05:00

Young innovators and entrepreneurs are jumping on the green business bandwagon. As OD professionals, we can help new green businesses and organizations develop their capacity and grow their triple bottom lines of planet, people, and prosperity.

Want to meet some local green entrepreneurs?

Attend the Columbus Green Business Forum December 15. The conference is sponsored by Mayor Michael Coleman's "Green Team," as well as the Center for Resilience at Ohio State and a number of local businesses and institutions.

Columbus Green Business Forum Invitation
(Note: Clicking the link opens a 1.43M .pdf file.)

Speakers include David Brehm of DesignGroup, Michael Long of SWACO, and a panel presentation by representatives of Corna/Kokosing, Northstar Cafe, Clean Water Limited, The Ohio State University, and Honda of America Manufacturing.

ISPI Coaching Event December 5

2006-12-02T12:06:00.000-05:00

This week the Heartland Chapter of ISPI presents Janine Moon on "Coaching & Brain Science: How You Can Change Behavior."

You can register for the December 5 lunch program here.

December 6 Meeting Cancelled

2006-11-19T11:49:00.000-05:00

The December CCODN meeting has been cancelled. We are hopeful this program may be rescheduled in the future.

Save the Date! December 6, 2006

2006-10-29T09:52:00.000-05:00

PLEASE NOTE:

DECEMBER EVENT CANCELLED

A panel of 3 professional coaches will answer your questions about

Innovative Coaching

How do you contract with a client as a coach?
What is the potential value of coaching for employees: as a way of manager-employee interaction; leadership skill.
What are different coaching approaches?
What is the research base for coaching?
How do organizations use coaches: how are individuals selected for development by a coach?
When is coaching appropriate?
What are differences among coaching, mentoring, counseling, PM, EAP?
Is there a certification?
What are the legal implications?
Are there innovative approaches to coaching in the field?
How do you coach for innovation?
How do you coach creatives?
How do you adapt a coaching style to fit the client?

Watch this blog for more information, or email:
r s v p 2 c c o d n [a t] g m a i l . c o m

We Can Change the World

2006-10-26T06:52:00.000-04:00

A few years ago, David Cooperrider interviewed Peter Drucker about the future of business and management. Drucker told Cooperrider, "Every pressing social and global issue of our time is a business opportunity."

How will we as OD practitioners help individuals, companies, and organizations of all kinds innovate and capitalize on these opportunities?

Earlier this week I attended one day of the Business as an Agent of World Benefit (BAWB) Global Forum in Cleveland. The forum, sponsored by the UN Global Compact, the Academy of Management, and Case Weatherhead School of Management, convened businesspeople, educators, and students to start to answer that question.

In part using the Appreciative Inquiry 4-D cycle format, participants dared to Dream and Design a future where management professors, students, and practitioners innovate together for the betterment of the world.

Which innovative opportunities will you and your organization embrace today?
- Tina

AmericaSpeaks Call for Facilitators

2006-10-22T20:17:00.000-04:00

AmericaSpeaks is inviting volunteers to facilitate sessions associated with rebuilding New Orleans. Click the link below to apply:

Facilitator Application - Unified New Orleans Plan

What is Your 'OD?'

2006-07-30T15:45:00.000-04:00

During the ten years I have been passionate about "all things OD," I've appreciated, and been troubled by the very broad and diverse set of tools that are in the collective OD tool box. My personal set of OD tools includes business, personal, executive, and leadership coaching, strategic planning, corporate mission, vision, and values, defining hierarchy, goal setting and action planning, team building, Whole-Scale Change TM, organizational effectiveness scans and other assessments, and some others. I have seen lists of "OD skills," that are over one hundred items! While we should be proud (and thankful) that we are able to help clients in so many ways, I think this enormous set of skills makes it difficult for us, our potential clients, and the business journalists, to get our collective heads around what we actually 'do,' and who we 'do it for'. Individual OD practitioners and OD companies that can narrow the focus of the OD tools they provide, with a clear message about the value their initiatives will bring to their clients are way ahead in this game, and are an excellent model for those of us who still struggle with how we package our flavor of OD for our potential, and actual clients.

With that in mind, I have begun narrowing my coaching focus - a bit. And, I am starting to focus on the niche I have naturally been attracting. So, in the near future, if you run across my marketing efforts, I hope you notice the new, narrower, OD message I am trying to convey, so the message about how Head and Heart Coaching can add value for our clients will also be more readily seen, and understood.

So, my OD is coaching. Can your clients and potential clients easily understand 'your OD? '

2006-07-23T14:04:00.000-04:00

Mark your calendar for CCODN's 3rd Quarter Meeting:

Improv and Innovation
with Carolyn Harding, Cinublue Productions

Wednesday, September 20, 2006

Registration, Networking, and Light Dinner: 5:45 – 6:30 p.m.
Formal Program: 6:30 – 8:30 p.m.

Center for Learning and Education, Room 112
Mount Carmel West
Columbus, Ohio

Are you looking for ways to develop your confidence and composure when facilitating interventions with individuals and groups? Are you looking for fresh ideas for building teamwork and collaboration? You'll have a chance to stretch your creative muscles and exercise your personal innovation skills at this event!

Carolyn Harding will lead an interactive workshop, utilizing the ABC's of improv acting techniques, to empower our membership with trust and connection. Each attendee will experience and learn skills applicable to leading interventions in the workplace, such as:

• Creative brainstorming
• Encouraging openness to ideas
• Exploring new tactics to reach goals
• Working together as an ensemble - as a team
• Developing confidence in innovating on the fly
• Noticing the verbal and non-verbal cues others project
• Promoting team member interaction
• Laughing and having fun!

Join us for this exciting program where we will make better connections with one another in a fun, safe, and trusting way. The activities are focused on ensemble work and will include physical movement (pants are recommended) and a series of interactive games and activities as an ensemble. Participants will take with them some universal improv concepts that will open their minds and perspectives about each other and their own creative path. There will also be opportunities for questions, feedback, and discussion.

CCODN Members - $25, Guests - $35

Space is limited to 30 attendees. Be sure to RSVP early to secure your spot!
R S V P 2 C C O D N [at] g m a i l [dot] c o m

About Carolyn Harding

Carolyn Harding is the Director of Cinublue Productions, producing: the Improv Basics & Beyond Basics acting series; workshops that ignite creative team play; and cutting-edge, improv and legit theatre. Carolyn Harding received her training in NY, NY at the Gately/Poole Studio, The American Globe Theatre, and the Groundlings Improv School. She performed professionally in New York, throughout the East Coast and Ohio, and has taught hundreds of students the Basics, and Beyond, of Improv Acting. She regularly delivers teambuilding and empowerment workshops to businesses, non-profits, and educators.

Plans for a New OD Program at Franklin?

2006-07-23T10:36:00.000-04:00

The OD Institute displays this exciting local opportunity posted on its Jobs in O.D. web page:

Full-time O.D. Faculty Position: Franklin University is starting a new O.D. Program in Columbus, Ohio. Franklin University is an independent, not-for-profit university located in Columbus, Ohio. This position will have primary responsibility for leading the development of this new major, course development in the major, providing leadership to adjunct faculty, and course management for face-to-face and on-line courses. This person may also be a resource to the Leadership Center of the University in developing and implementing programs to serve the needs of business and industry in Central Ohio. Please visit homepage at www.franklin.edu for more information about the university.

What are the implications of this new program for the future of OD in Central Ohio? Do you think a major in OD at Franklin University is good news for the market? Will it lead to more regional understanding of the role OD can play? Or will it commercialize and devalue the profession?

The posting doesn't specifically state that this is an undergraduate or graduate program. Do you think the level of study makes a difference?

CCODN Welcomes ISPI to the Blogosphere

2006-07-15T16:11:00.000-04:00

ISPI has recently announced their own blog. Click over to their blog to welcome them to the blogosphere!

Measures of complex systems

2006-07-03T14:01:00.000-04:00

During his presentation on organizational resiliance at the May 24 CCODN meeting, Joeseph Fiksel mentioned some work on determining the state of a complex organization. We had discussed the issue previously and I was glad to hear that their group is making progress.

Following is something I wrote, originally to another consultant trying to communicate to a client the benefits of embracing a greater level of change and innovation. This explanation of the sweet spot in complex systems - called 'the edge of chaos' - is the best I've come up with so far for communicating to a general audience.

I would appreciate your feedback, thoughts, or ideas.

Scott Holmes
Talsico Learning Strategist

************************

I find that a concept from the field of complexity research can help people struggling to understand the benefits of some change. Briefly, complex systems are characterized by units (or 'agents') with links between them. Examples of units might be people, companies, nations, or neurons. Complex systems exist on a continuum between order and chaos, depending on the strength of the links between the units. My background is in materials science, so I use the bonding of atoms as simple way to illustrate.

To start, consider two atoms like silicon and oxygen that form strong bonds. Put silicon and oxygen together and they bond up to form silicon dioxide. Mostly this is what sand is made of. After bonding up, it basically sits there unless subjected to enormous forces. This is the ordered end of the spectrum.

Other atoms form very weak bonds. An example might be gasses like argon or helium. Or the weak bonds that form between O2 and N2 (oxygen and nitrogen) molecules in the air. The bonds that form when the atoms (or molecules) bump into each other are so weak that they quickly break and the atoms continue on their way. No structure survives. This is the chaotic end of the spectrum.

Somewhere in between is a place where bonds form, but can change. Structures form, but are not too rigid. This is where complex, adaptive systems can develop. In biochemistry, this is where we get life. Neurons in brains form links that allow information storage, but the links can change as old information becomes irrelevant and new things are learned.

So, if a business can be considered a complex system, where should we be on this continuum between order and chaos? Clearly somewhere in between is best. Companies that are too chaotic lose customer orders, can't produce reliably, or fail to pay employees or suppliers. They go out of business. Companies that are too ordered, too structured, too rigid, don't adapt to changes in the environment and also go out of business.

Complexity research finds a sweet spot between order and chaos known as 'the edge of chaos'. Entities near the edge of chaos seem to have the best long-term survival. They have enough structure to survive short-term, but enough flexibility to adapt and survive as environmental conditions change.

Realizing that 'the edge of chaos' is where I should be was a relief. Finally, I could let go of my feelings that I was supposed to be in total control all the time. Yes, there are key areas I do need to control, but not everything. Some chaos (random change) is good.

The sweet spot probably depends on an organization's mission or environment. For example, I would expect a startup to have more chaos than a pharmaceutical manufacturer. What we need is a way to measure where an organization is on the order - chaos continuum. Sort of an order-chaos thermometer. Perhaps you know of measurement techniques that would do the job.

The book I found most useful was:
Complexity -- The emerging science at the edge of order and chaos
by M. Mitchell Waldrop (1992)
It's a technically light read more about the history of how the field developed, with plenty of influence from those with economics or business interests. There might be better books available now.

Thanks for the opportunity to rethink what I've spoken for years. Even the slideshow presentation I created :
"Chaos, Complexity, and the Pursuit of the Optimally Messy Desk"
and have given to several groups didn't have this written down.

My limited experience is that discussing the 'edge of chaos' concept can help people accept more change. Perhaps it has something to do with one of the principles of "Getting to Yes", the 1981 book by Roger Fisher and William Ury. One strategy in negotiation is to appeal to a higher law, rule, or principle. In this case the principle is that organizations with an appropriate level of change tend to survive longer.

Anything you can add from your experience or reflections would be most welcome.

Mark Your Calendar for September 20!

2006-06-24T14:24:00.000-04:00

The CCODN programming team is planning an exciting and offbeat program for September 20. You'll have a chance to stretch your creative muscles and exercise your personal innovation skills. Stay tuned!

General Session: May 24, 2006

2006-05-12T20:56:00.000-04:00

Guiding Organizations to be Resilient

Dr. Joseph Fiksel

The Ohio State University Center for Resilience

Registration - 6:30 p.m.

Formal program - 7:00 p.m.

Wendy's International Midwest Office

1105 Schrock Road, Suite 401

Members - $25, Guests - $35

Casual dinner included

R S V P by email to:

R S V P 2 C C O D N [at] g m a i l [dot] c o m

Is Blogging Innovative?

2006-05-12T19:43:00.000-04:00

As a relatively new professional association in Central Ohio, the Capital City Organization Development Network (CCODN) is focusing its attention on innovation in organizations. To reinforce the message with the medium, we're entering the blogosphere.

Is blogging innovative? Well, the idea can hardly be called "new." However, blogging is new to us. In fact, aside from a mention on another organization's site, this is our first web presence ever. So by definition, it's an innovation for CCODN.

For an organization that wants to innovate and promote innovation, we think publishing a blog is a nice first step. What do you think?