Organization Development Network

Jeff Frakes, Performance Innovations, Inc. and Fielding Graduate University

Today's OD practitioners are confronting an ever-increasing demand to demonstrate their effectiveness by quantifying and measuring the outcomes and impact of their interventions. This requires understanding the basic concepts and application of both qualitative and quantitative measurement and analysis. This workshop offers a review of fundamental principles in developing relevant, practical measurement criteria, with an emphasis on measuring observable behavior. Tools and techniques for analyzing and reporting both types of data will also be introduced, including techniques for hypothesis testing and simple regression to chart the specific results of OD interventions. If possible, participants should bring a laptop computer to the session.

Gestalt Center for Organization & Systems Development
Veronica Carter, Ph.D.
Marcella Benson-Quaziena, Ph.D.
John Carter, Ph.D.
Brenda B. Jones, M.S.
Mike Rynex, M.A.
Mauricio Puerta, Ph.D

Based on the Gestalt Center for Organization & Systems Development (OSD) year-long program of the same name, this two-day intensive workshop provides a combination of theoretical and conceptual lectures and practicums, in which participants practice their intervention skills and receive immediate feedback from co-participants and from workshop leaders. The Gestalt OSD Center's approach focuses on developing the self as an effective instrument of change, developing alternate skill sets for mobilizing energy to solve the challenges at hand, and designing effective interventions that take into account consequences across individual, group, and organizational levels of system.

Friday: 1:00 - 5:00 pm & 7:00 - 9:00 pm
Saturday: 8:00 am - 5:00 pm & 7:00 - 9:00 pm
Sunday: 8:00 am - 12 noon

Janet Fiero and Diane Altman Dautoff, AmericaSpeaks

Organizational Development theory equips us well to design and facilitate processes within well-defined organizations, and these theories and practices can also serve us well in public-sector settings. Communities typically convene public meetings on contentious issues. At traditional public meetings, City Councils, County Commissioners, school boards, etc., listen to individuals who make public statements in three-minute increments. This traditional process does not include “transparent” opportunities for community members to talk with each other, or for the results of these conversations to be shared in real-time with the community decision makers. In this workshop, you will learn how to design and facilitate an energizing, productive small-scale town meeting based on the principles of the AmericaSpeaks' 21st Century Town Meeting model.

Lisa Marshall, The Smart Work Company

Global marketplace realities have rendered organizational decision-making more complex as well as more ambiguous. Yet while clarity about what matters most has never been more difficult, many organizations have continued to promote leadership models that worked in military settings or Industrial Age businesses, or that focus on the quick fix. When people's ability to think—calmly, clearly, and creatively—is the source of competitive advantage, those models don't work. Research (Collins, Reicheld, Buckingham, etc.) has shown what does and doesn't work, but those models haven't explained why. Neuroscience research does. Join us for this fascinating and lively one-day workshop that explores what recent discoveries in brain research can tell us about what mature leaders look like, sound like, and do, and how we might best develop such leadership.

David Burnham and Amery Burnham, Burnham Rosen Group

Why do some senior leaders keep their OD professionals at a distance, calling them in only sporadically and not involving them fully in the real, meaty business issues the organization faces, while others see Organizational Development as a key to their success? Is it just that some senior leaders “get it” and others do not? Or could it be that we, as OD professionals, share some of the responsibility? Our empirical research has examined what extraordinary OD professionals do to connect with people at all levels of their organizations, contributing significantly to organizational success even in difficult times. In this highly interactive session you will learn what differentiates the best from the rest and how to immediately apply those lessons to your own ability to influence others.

Faith Fuller Ph.D. and Marita Fridjhon, MSW, CPCC, PCC, Center for Right Relationship

Have you noticed that sustainability efforts with client organizations and within your own practice aren't as effective in today's climate? The antidote is to be found in the cultivation of resilience. Explore this topic with the pioneers in Relationship Systems Coaching™. This interactive workshop introduces Relationship Systems Intelligence™, which builds on principles from Emotional, Social, and Systems Intelligence. Drawing from experience with clients such as Boeing, IBM, and the Grand Canyon, the presenters will focus on how leveraging these three Intelligences is fundamental to creating resilient, nimble organizations. You will leave with practical tools to apply in your own practice.

Roger Schwarz, Roger Schwarz & Associates

Facilitation skills are required to help groups and individuals interact productively, no matter what the content. From that perspective, they are required for most OD work, and the costs of NOT honing these skills can be pervasive and significant. Expect an intensive, highly-interactive session focused on your mindset: the assumptions you make, your values, and your habits of thinking that guide (and often hinder) your work with groups. Working in this area will help you make sustained, fundamental improvements in your effectiveness as an OD practitioner.

Sam Kaner, Community At Work

Multi-stakeholder groups can create intelligent, durable agreements--but those can be extremely challenging to facilitate. Using real-life case studies, this workshop demonstrates common mistakes and showcases many effective practices for working with difficult groups on complex problems. Attendees get a clear, coherent description of the process and mechanics of multi-stakeholder group decision-making, and the tools taught in this workshop are integrated into an internationally-respected framework for describing the process of collaboration. Learn a highly-respected, time-tested framework for encouraging full participation, building mutual understanding, and fostering inclusive solutions among diverse stakeholders. Materials will be provided that illustrate the concepts and models introduced in the workshop.

Josh Epperson and Ron Carucci, Passages Consulting, LLC

As never before, organizations are searching for practical ways to solve a growing dilemma: how can we develop and integrate multiple generations of leaders in the workplace? OD practioners are now often asked to develop and implement strategies to help organizations close the generational divide. However, many of the methodologies and tools available for professionals focus on a demographic perspective and ignore a key factor: building the relationships among these groups, a requirement for a truly sustainable transformation. Based on research from the book, Leadership Divided: What Emerging Leaders Need and What You Might be Missing, author Ron Carucci and emerging leader Josh Epperson will provide participants with practical ways to help their organizations navigate the inter-generational leadership challenge.

Jeff Leinaweaver, Global Zen Coaching & OD Consulting
Pat Hughes, Trillium Leadership Consulting

“Gracious Space” is a simple yet powerful change model that helps groups and individuals re-frame views of “the other,” mediate differences, and develop collective wisdom. Developed by Seattle's Center for Ethical Leadership, Gracious Space is a framework for collective leadership, community engagement, and organizational development that is grounded in evidence-based approaches and 10 years of transformational application within both communities and organizations. Participants will learn the core elements of Gracious Space and how to apply them to their change processes by opening the system in question to increased safety, better relationships, and enhanced creativity.

Jeremy S. Lurey and Samantha Lurey, Plus Delta Consulting, LLC

In today's down -- and often unforgiving -- economy, creating a sustainable OD consulting practice can be extremely challenging. What worked well in the past may not achieve success today. Also, techniques that were essential in start-up mode may hinder success long-term. The purpose of this workshop is to enable seasoned consultants who excel technically in their primary areas of expertise to become strong “solopreneurs” who also excel at running their own businesses. During the program, two of our field's premier consulting experts will help you develop the critical skills you need to manage and grow your firm once it is already established. They will also share their important lessons learned and key market insights from being in business for several years.

Manish Srivastava, Unilever, Presencing Institute

The current, simultaneous crumbling of our ecomomic, social, political, and religious systems suggests that no organization or business sector can address global sustainability issues alone. Fortunately, Multi-Sectoral Partnerships (MSP) are emerging as an integrated model of social relationships that might be capable of solving complex social problems by enabling transformational systemic change. However, results are at best programmatic, incremental, and limited to some islands-of-excellence. Based on experience as an OD and partnership consultant and an Action Research practitioner with global MSPs, and supported by recent research results, presenter Manish Srivastava discovered specific “paradoxes” that tend to make MSPs dysfunctional. These paradoxes compromise our use of MSPs as an OD strategy, and they raise larger questions about global sustainability. Join a dialogue to explore these paradoxes and to determine how they might be managed to enable the effective use of MSPs.

Angela Watts and Anthony Moore, Annapolis Professional Resources, Inc.

How much should you charge for your services? This comprehensive workshop is an extended version of the webinar offered through OD Network's Building Business Acumen course. Learn to calculate and evaluate your billing rate and to answer questions on pricing effectively and confidently. Workshop presenters—an external OD practitioner and a financial management consultant—bring years of practical, real-world experience, insight, and solutions to the challenging subject of pricing. Together they will actively engage you through information-sharing, simulation, and use of a price determination model. This session is highly recommended for beginning and veteran external OD consultants who want to feel more confident about determining their pricing. Bring either a laptop computer or calculator and, of course, your stories and questions about pricing your services. This workshop is limited to 25 participants.

Bill Joiner and Debra Whitestone, ChangeWise

New research, using the “integral” perspective pioneered by Ken Wilber, Bill Torbert and others, shows that, as leaders develop, they evolve through a series of stages that correspond to well-established stages of adult maturity. They become more strategic, collaborative, and creative, and more proactive in learning from experience. In this workshop, based on the award-winning book, Leadership Agility, you'll experience these stages and, by working with actual coaching situations volunteered by participants, you'll learn to assess where your clients are developmentally and how to facilitate growth to their next stage of leadership development. You'll gain a whole new perspective on leadership coaching and a deeper appreciation of what's required for managers to step up to the kind of leadership now required in today's tumultuous world.

Peter Norlin, OD Network
Judith Vogel, Vogel/Glaser & Associates, Inc.

If, as Peter Block has suggested, contracting is the single most important step in the life cycle of an OD intervention, then these initial conversations must immediately show our clients why working with us will be a smart investment. While contracting conversations always specify outcomes, they don't always include a plan for outcomes research, and this is a mistake. Sophisticated plans for outcomes research always begin by thinking together with clients about how to identify and assess progress, and how we talk about outcomes also telegraphs a message about our effectiveness as practitioners. This workshop focuses on how to use contracting conversations to talk about both expected and unanticipated results; to identify both shared and differing assumptions, expectations, and values; and to create a concrete, yet flexible plan that will chart progress, clarify practitioner accountability, and demonstrate the ultimate effectiveness of our work. Good outcomes research (and our reputation as practitioners) begins with good talk about what we might do and what we might consider measuring. We'll talk about how to have contracting conversations that demonstrate our value from the beginning.