OD Network Connections March 2015
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March 24, 2015
PD&E Webinar Series
April 14, 2015
PD&E Webinar Series
Mastering Consultation
Chair
Matt MInahan, Ed.D.
Vice Chair
Sherry Duda
Treasurer
Magdy Mansour
Secretary
Yasmeen Burns
Christina Bell
Jaya Bohlmann
Marco Cassone
Loretta Hobbs
Norm Jones
Martha Kesler
Kris Lea
Zoe MacLeod
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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

ArticleTransforming Joplin Leaders with Blended OD Design Post Tornado

Susan Duff and Dena Dishman, OD Practitioner


"On May 22, 2011, an EF5 tornado cut a 7-mile path through the heart of Joplin, Missouri, injuring 1,000 people and killing 161 others, making it the deadliest single tornado since the United States began keeping official records in 1950... Some 7,500 homes were damaged or destroyed, as were 553 businesses" (Hendricks,2013). On duty that day at 5:41 pm at St. John's Regional Medical Center were 117 co-workers who rescued 183 patients. Five patients and one visitor did not survive. Amid the destruction stood what remained of the hospital, which had become part of Mercy Health in late 2009, not quite two years before the tornado. In only a matter of days, theorganization's leaders promised to re-build and stay with the battered community.

Read More

Article1Graying Workforce Will Challenge Corporate Leaders

Rick Lash, The Globe and Mail

 

It's one of those good problems.Global life expectancy has been climbing steadily for generations. Many of us have been fortunate to see evidence of this in our own extended families. Many of us are seeing our parents outlive their parents, who themselves outlived theirs. ...

 

These rapidly changing demographics bring with them many challenges that will change the way companies around the world do business, and could hurt those that don't properly prepare their leadership to adapt.

Read More

Article2The CEO Paradox: You've Got to Be Visible ... But Humble

Jennifer Reingold, Fortune

 

In a time of misguided tweets and wish-I-could-take-'em-back selfies, you'd think the best way to boost your CEO's standing would be to keep her under wraps. After all, CEOs are no longer viewed as the rockstars they were before the financial crisis hit. Plus, why risk a mistake when it's virtually guaranteed to go viral? But keeping a CEO out of the public eye is dead wrong, says Leslie Gaines-Ross, Weber Shandwick's Chief Reputation Officer.

Article3Why Leaders Lack Emotional Intelligence

Travis Bradberry, Inc.

 

Over the past century, the heartless, no-nonsense CEO has become something of an icon - and a cliché - in American society. Hollywood would have us believe that the Machiavellian chief executive is still alive and well. Whether it'sthe Donaldfrom "The Apprentice" or Jack Donaghy from "30 Rock," these eat-the-weak-for-breakfast-types seem to be as powerful as ever.

 

But that's just TV, right? How about in the real world? Do businesses still allow these inhumane relics to survive?

Article4Shareholders Focus on Pay Practices

Andrew R. McIlvaine, Human Resource Executive Online

 

Some of the furor roiling the nation over income inequality and pay discrepancies between men and women is now spilling into corporate boardrooms.

 

Three large companies - Walmart, ExxonMobil and eBay - have been hit with shareholder proposals calling on them to publicly disclose any pay discrepancies between male and female employees. Two other shareholder proposals - both aimed at Walmart - call for linking executive pay to "staff motivation" and for disclosing the ratio of executive pay to the median pay of its store employees.

Article5Silicon Valley's Diversity Problem Goes Beyond Hiring Practices

Amadou Diallo, Al Jazeera America

When Erin Lodi joined what became the Kindle division at Amazon, she knew she would be one of few women on the team. That often comes with the territory of working for a tech company. What she didn't expect during her tenure with the Seattle-based giant was just how much she would have to measure not only her words but also her demeanor in daily interactions with her male counterparts.

Article6The Limits of Unlimited Vacation

Susan Milligan, Society for Human Resource Management

 

Is there any workplace issue as vexing as vacation? Whether it is organized as a single block of days that includes sick time or as its own separate category, the benefit brings about all kinds of contradictions, resentments and perverse incentives among employees. ... Recently, leaders at many companies have begun to wonder what would happen if they did away with limited time off altogether. What if managers told employees to take all the time they need, as long as their work gets done?

Article7Reinventing Performance Management

Marcus Buckingham and Ashley Goodall, Harvard

Business Review

 

At Deloitte we're redesigning our performance management system. This may not surprise you. Like many other companies, we realize that our current process for evaluating the work of our people - and then training them, promoting them and paying them accordingly - is increasingly out of step with our objectives.

 

In a public survey Deloitte conducted recently, more than half the executives questioned (58%) believe that their current performance management approach drives neither employee engagement nor high performance. They, and we, are in need of something nimbler, real-time, and more individualized - something squarely focused on fueling performance in the future rather than assessing it in the past.

Article8Being Boss Means Being Able to See Yourself as Others See You

Tonya Lanthier, Entrepreneur

 

Do you know how your employees see you? Not as a friend or a person, but as their boss - the person they rely on to help build a successful business, a key decision-maker, a leader? Finding out how others truly perceive you can be insightful, sometimes even hurtful, but it can always help you be a better manager.

 

In order to improve your leadership and run a successful company, you want to get a pulse on how you are perceived by employees. But the truth of how your employees perceive you can be hard to uncover. Do you think you can just hold a conference and open up a room to criticism? Or bring people into your office and ask them what their perceptions are individually?

Article94 Questions That Will Define a Lasting Corporate Culture

Chris Cancialosi, Forbes.com

 

... Merriam-Webster selected "culture" as the word of the year due to the amount of Web searches for terms like "organizational culture," "culture of transparency," "customer culture" and even "celebrity culture."

 

One significant way in which companies differentiate themselves and the way they do things is by developing a unique culture that helps them drive performance. The challenge is that organizational culture is extremely difficult for leaders to pinpoint, define, quantify and understand at a level that they can actually manage. It may seem like a nebulous or fluffy concept to those who are used to managing via quantifiable data - and it's even more challenging to identify aspects of an organization's culture that, if proactively managed, will have a tangible, positive impact on performance.

 

Running Your Business

Article10Want to Improve Your Negotiation Skills? There's an App for That

Michael Harding, Forbes.com

 

We all know the feeling. After a hard negotiation, we make the deal, put down the money, and feel excitement and relief that the bargaining is over. And then the doubts creep in.Did I get everything I could have?The truth is, it's very hard to know after we complete a negotiation exactly how we did.

 

Most teaching around being a successful negotiator focuses on preparationsbeforediscussions start, and on strategiesduringthe talks. The problem: We don't spend nearly enough timeafterthe negotiations to grade our performance and learn from the experience.

Article128 Deadly Ways to Kill Employee Motivation

Lolly Daskal, Inc.


If you want to make sure you're providing your employees with an environment in which they can thrive, check your workplace for these motivation killers.

 

1. Toxic people.

 

If you've ever spent time with truly toxic people, you know how destructive and exhausting they can be. Toxic people spread negativity and suffocate the positive. Let them find a new home - or, if that's not possible, make sure policies and supervision are in place to minimize their damage.