OD Network Connections August 2014
Facebook IconLinkedIn IconTwitter Icon
About OD Network >
About OD >
Membership >
Annual Conference>
Publications >
Resources >
Calendar of Events

September 16, 2014
October 25-28, 2014

2014 Board of Trustees
Marisa Sanchez, Ph.D.
Vice Chair
Norm Jones, Ph.D.
Immediate Past Chair
Matt Minahan, Ed. D.
Magdy Mansour
Sanjay Naik
Christina Bell
Yasmeen Burns
Sherry Duda
Elena Feliz
Mike Horne, Ph.D.
330 North Wabash Avenue
Suite 2000
Chicago, IL 60611

Each month, the Organization Development Network shares with its members articles from a number of journals to support the advancement of our members' OD practice.
Table of Contents

The Latest in OD
The Latest in OD
FiveFive Tops Reasons Virtual Teams Fail
Lisa Kimball,Practicing OD

With so many competing priorities, headcount reductions, and budget cuts companies face these days, how can you ensure that your initiative makes the 'short list' and gets the go ahead from the senior executive? Following are some methods and approaches for dealing with this challenge.


These days, working with teams often means working with groups that are not co-located, rarely or never meet face-to-face, and conduct a large part of their work using communications technologies from e-mail to teleconferencing to web-based interaction. When working with these virtual teams, it's important not to get distracted by the technological issues. Like all teams, virtual teams need to find ways to establish and maintain focus, trust, and good communications. When virtual teams run into problems, the team's "virtual ness" is often blamed for problems that are more fundamental.

SmartSmart Recruiting Strategy Drives Relationships and Conversation

Meghan M. Biro, Forbes.com


Passive recruiting is kind of like the darker, more mysterious sibling of active recruiting. Because it is so different from traditional recruiting and usually involves targeting people who don't have a strong desire to be recruited, many HR professionals and leaders are confused about passive recruiting and how it can help them fill job positions. Making passive recruiting work for your organization is very possible, but to do so you need to understand why it works and how it is done most effectively. Using social media channels and forums to start conversations can be an effective method. Passive recruiting can be as simple as getting to know someone new on Twitter or discovering someone's blog content and commenting. Relationships, conversation (and eventually metrics of course) are always the goal of this style of recruiting.


WhatsWhat's More Important: Financial Results or Internal Relationships?

John Keyser, ASTD.org


In today's hyper-competitive business world, senior executives must hit financial targets. Their jobs depend on it.


Yet there is tremendous insight in the principle "managers focus on results; leaders focus equally on people as well as results." A primary focus on results works for the short term, and results likely will be inconsistent.


Corporate culture suffers when we focus exclusively on financials. Let's remember that our people are doing the work of our companies. They will only work hard for results without recognition for a limited period of time. If we want to retain our people (and have them continue to produce outstanding results), we must let them know they are genuinely appreciated and valued.


We've got to let our people know they are heard, their ideas matter, and they are developing professionally. If we don't, they will lose their enthusiasm and will disengage. Ultimately, some workers (and maybe many) will leave.

GermanGerman Minister wants to Outlaw Late-Night Work Email

Harriet Torry, The Wall Street Journal

According to the cliché, Germany is the land of efficiency. While the truth might not be far off, all that productivity is stressing out the euro-zone's powerhouse economy.


This week, a minister in Germany's most populous state called for an "anti-stress law" banning work-related calls and emails outside of working hours. The labor ministry says it has been researching the idea for some time.


Being on call "can't be fundamentally condemned like the Spanish inquisition," but the country needs "a law through which employers can't be allowed to contact employees at specific times," Guntram Schneider, labor minister of North Rhine-Westphalia told the Rheinische Post this week.

HowHow Big Data Challenges Corporate Culture

Mary Shacklett, TechRepublic


Thanks to big data and the Internet of Things (IoT), we are closer now than ever to really achieving the "360 degree" view of the customer that businesses have been seeking. If your own big data initiatives can't do it, you can subscribe to cloud-based services that can harvest "off premises" data about customers, such as how often they visit your web sales outlets, what they purchase, and what their buying preferences are. You can also monitor what is being said about your company and its products in the social media. When companies combine this with information their internal systems track from call centers and other corporate touch points from customers, they can obtain a comprehensive picture of general customer behavior, with additional capability to drill down into buying patterns and relational data on individual consumers.


But with knowledge comes the responsibility for acting on this information to improve results - and that's where old patterns of corporate resistance begin to appear.

DestroyingDestroying the Barriers to Vet Hiring

David Shadovitz, HRE's The Leader Board


Despite the impressive images earlier this week of Special Op forces landing on a mountain top in Iraq to scout out a possible rescue option for refugees stranded there (and, in turn, help prevent an even more nightmarish situation from occurring), the reality is the U.S. military has been in the process of drawing down personnel from the Middle East, with the last U.S. troops currently due to leave Afghanistan by the end of 2016.


A natural outgrowth of this drawdown, of course, is the need for these individuals to find jobs in the private sector. You'd think that might not be an insurmountable challenge, considering many of these vets bring with them amazing skill sets that make them ideal candidates for a long list of positions, including many at the leadership level.


TroubleThe Trouble with Diversity Initiatives

Rachel Feintzeig, The Wall Street Journal


Companies looking to diversify their employee ranks should brace for a potential backlash, according to new research.


A meta-analysis from researchers at New York University, University of Michigan and George Mason University traces the roots of stigma that can erupt in organizations that implement affirmative action policies to attract women and racial minorities. The study dug into 45 previous pieces of research to identify the mechanisms that cause these programs to go awry.


Read More

SharingIn the Sharing Economy, Workers Find Both Freedom and Uncertainty

Natasha Singer, The New York Times


Just after 4 a.m. on a recent Friday, while most of the neighbors in her leafy Boston suburb were still asleep, Jennifer Guidry was in the driveway of her rental apartment, her blond hair pulled back in a tidy French braid, vacuuming the inside of her car. The early-bird routine is a strategy that Ms. Guidry, a Navy veteran and former accountant, uses to mitigate the uncertainty of working in what's known as the sharing economy. ...


In a climate of continuing high unemployment, however, people like Ms. Guidry are less microentrepreneurs than microearners. They often work seven-day weeks, trying to assemble a living wage from a series of one-off gigs. They have little recourse when the services for which they are on call change their business models or pay rates. To reduce the risks, many workers toggle among multiple services.


DisempoweringDisempowering the Workplace Bully

Dennis Sims, Nashville Business Journal


Some people may think that bullying most often is a troublesome aspect of growing up that goes away at adulthood. But the reality is that bullying is found in the workplace, too, and it can have very serious implications for employers and employees. It can dampen morale, hinder productivity, spur absenteeism and negatively affect the bottom line.


Bullying in the workplace typically involves malicious and direct behavior such as deliberate insults, threats, demeaning comments, profane outbursts, blatant ostracism or simply not communicating with colleagues. More subtle and less detectable efforts, such as withholding or supplying incorrect work-related information, sabotaging projects, displaying passive-aggressive behavior, providing unclear or contradictory instructions, or requesting unnecessary or menial work also are considered forms of bullying.

Running Your Business
OnlineHow to Get Online Reviews for Your Small Business

Karen E. Klein, Bloomberg Businessweek


Question: I notice that some of my competitors have a lot of reviews on sites like Yelp. Other than recruiting staff and friends to write reviews, how can I get customers if I don't have a lot of online reviews for my business?


Answer: Particularly if your sales are focused online, it's tough to compete if you don't have any reviews. A recent poll showed most Americans deny that social media marketing influences their purchases. But a majority of shoppers admit that they trust online reviews and have been influenced by them when making purchases.

DelegateWhen to Delegate? Try the 70% Rule

Jim Schleckser, Inc.com


So when do you delegate a task? This central question stops many CEOs from moving tasks into their team. They wait until someone else is able to complete the tasks as well as they can and thus doom themselves to owning that task forever.


Smart CEOs, on the other hand, use the "70 percent Rule." Put simply, if the person the CEO would like to do the task is able to do the task at least 70 percent as well as they can - they should delegate it. Is it frustrating that the task won't be done with the same level of perfection or perceived perfection that they could achieve? Sure! Let go of perfection. It's easier said than done? Yes, certainly. But there is no place for perfection when it comes to delegation. The upside is the CEOs don't need to spend any time on the task - zero! The "return on time" they don't spend on that task is infinite, plus they gain that same time to invest in a higher impact project.