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2018 Annual Conference

Concurrent Sessions

OD Emergence: Create the Possibility...

Friday, 3:30 PM – 5:00 PM

Strategic Change Implementation: An Approach to Steady the Ship During Rough Waters

Wendy Heckelman, PhD, Founder and President - WHL Consulting, Inc.; Sheryl Unger, MILR, Senior Consultant, WLH Consulting

Organizations are continuously battling rough waters given pace of change. Organizations must be nimble to effectively respond to and to seize opportunities. The ability to execute ongoing and simultaneous change is a core capability needed to keep pace with market force trends, and steady the ship in chaotic times. Based on a change management literature review and twenty-five years of experience, WLH will summarize the prevalent sources of change failure and address the two primary gaps during this workshop:

  1. Organizations need to better prepare leaders at all levels to execute change and develop change agility capabilities
  2. Organizations need more guidance on execution planning and implementation

OD Practitioners will be equipped with skills and a framework to support strategic change execution by driving change at the organizational, team, & individual levels.

Creating Possibilities With Virtual OD

Julie Benesh, PhD, Department Chair - The Chicago School of Professional Psychology; Elizabeth Schwab, PhD, Associate Department Chair – The Chicago School of Professional Psychology

As virtual work expands, OD needs to keep up — or, better yet, lead the way! Technology changes faster than people, and our profession was forged in a time not so long ago when systems were simpler and differently scaled. Whether we love or hate these facts, if we are to succeed collectively as a profession and as individual practitioners, we must accept them and address their current and future impact on our clients, our own practice, our profession, and the world. Using OD tools including appreciative inquiry and polarity management, and current literature and best practice info on virtual work we'll introduce:

  • Virtual work environments that our clients may experience
  • The process of consulting virtually to clients
  • The impact of considering virtual client environments and virtual OD practice on the educational preparation and continuing development of OD consultants.
Traditional 360's: Our Founding Father's Roots or Compromise of Marketing Convenience?

Irv Rubin, PhD, Founder and CEO Emeritus - Temenos, Inc.

During the T-group incubators of our fledgling field, trainers like Kurt Lewin would discuss in closed meetings detailed observations of participant behaviors. At the start of one several participants asked to be present. Lewin agreed to this unorthodox request to the chagrin of the staff. One participant disagreed with the trainer's interpretation of her behavior. Another participant agreed with her assertion and a lively discussion ensued about specific behaviors and their interpretations. Next night, many of the participants were attending these sessions. [NTL Institute] This transparent discussion of specific behaviors seems to have been relegated to a backseat in our aggregated anonymous traditional 360-mania. The premise of this session, to the potential chagrin of many, is that if OD doesn't take a 180 when it comes to 360s, True North will remain off our horizon.

Want High Engagement? Help Employees Find Their Purpose

Julia McGovern, MA, SPHR, SHRM-SCP, Chief Human Resources Officer - Anne Arundel Medical Center

For thirty years, companies have tried to increase employee engagement with little success. It's time to switch the focus from engagement to wellbeing. By focusing on wellbeing, we can help employees connect their purpose to their work and as a result, rekindle the joy in work. This presentation will demonstrate the link between engagement and wellbeing and provide the road map for embarking on the wellbeing journey. By doing so, companies can experience an increase in customer satisfaction, a decrease turnover and greater profitability. The presenter will share one organization's three year journey to increase employee wellbeing.

Just Enough Leadership, Creating the ‘Space’ Through Activity Based Working

Zoe Chen - Veldhoen + Company; Luc Kamperman, MA Business Administration, CEO/President - Veldhoen + Company

Activity Based Working empowers people to reflect, to learn, to iterate, to step-up, and step-back, to be intentional, to be conscious. It is naïve to expect extraordinary new results from old ways of working. So a new leadership style and psychological reality should be created without unconsciously repeating the old story. Managers should provide ´just enough leadership´ in order to encourage their employees to invest their best selves and to use their ingenuity. They should be able to provide guidance and to encourage emergent leadership from within at the same time. The concept of guided autonomy is quite challenging because they are more interested in controlling and predicting behaviour than understanding it. In this mindset freedom is seen as a problem to be managed rather than the essence of all motivation and creativity. This essence (freedom balanced with accountability) is exactly what is needed to fuel the concept of Activity Based Working.

Saturday, 10:30 AM – 12:00 PM

The Soul of Our Work

Frances Baldwin, EdD, CPCC, Principal and Founder - Designed Wisdom

In addition to the knowledge, skills and technology of Organization Development; is there a core essence, energy, spiritual quality and transcendence to how we think about our purpose and shape our work that is buried in our history; and in danger of being lost to our future?

Beyond Leadership: What the Study of Individual Development Can Tell Us about Transforming

Hannah Jones, MSOD, Consultant - Pepperdine University

For the last several years CEOs have been reporting that organizational leaders' ability to meet the challenges of the future is one of their biggest concerns they have for their business. From the field of psychology, theories of adult development are contributing to our understanding of what how we can develop leaders capable of meeting these challenges. In some organizations this theory is guiding initial efforts at transforming the approach to leadership development. However, there are still significant challenges to redefining the way we develop organizational leaders with these vertical theories. Through the presentation of original research, this session will highlight the key factors determining whether organizations are prepared to meaningfully and sustainably transform the way they define and develop the transformational leaders they need.

How Childhood Games Influence Engagement with Others: Promoting Inclusive Organizations

Dorothy Agger-Gupta, PhD, Professor - Fielding Graduate University; Niels Agger-Gupta, PhD, Leadership Studies - Royal Roads University

Many OD approaches use simulation games as tools for organizational change. Recent research suggests that online gaming may improve leadership skills. This workshop highlights the powerful, yet often-overlooked, ways that the games we played as children continue to influence our values, beliefs, and ways that we engage with each other as adults. In this experiential session, we explore emerging ways games can support OD initiatives, build understanding, and promote inclusive organizations. This session highlights an experiential activity in which participants engage with each other and share stories of their early experiences with games. The session includes reflections and discussion on ways new understandings of our childhood games can promote inclusive organizations.

Neuro-Axiology: Linking Thinking to Value Generation, Culture Transformation, and Performance

Harvey Schoof, MS, Sr. Partner - Axiogenics, LLC; Peter Demarest, Sr. Partner & President, Axiogenics, LLC

THINKING is the catalyst that turns potential into performance. An organization's effectiveness and health are ultimately determined by people's thinking and ability to generate value though action. If you want to elicit significant and lasting improvements in organizational performance, you need to elicit significant and lasting improvements in people's THINKING. The emerging science of neuro-axiology (mind-brain science + value science) could well be the game-changer that big-picture visionary OD practitioners need. This paradigm-shifting workshop will be presented by two of the world's leading pioneers and innovators in the field. Attendees will take away a set of actionable, simple, yet amazingly powerful, science-driven principles and practices to produce unprecedented results in people's work, organizations, and lives including their own.

OD & Behavioral Economics: Emerging Possibilities for Mastering the Lizard

Julie Benesh, PhD, Department Chair - The Chicago School of Professional Psychology; Elizabeth Schwab, PhD, Associate Department Chair – The Chicago School of Professional Psychology

How people and groups make decisions directly impacts organizational outcomes. Cognitive biases affect such organizational systems and processes as strategy, marketing, talent acquisition and development, and communications, leading to potential stakeholder conflicts, productivity issues, ethical and financial mismanagement, and many other serious problems. Identifying one's own cognitive biases and those of others can improve decision-making at individual, leadership, and organizational levels, to the benefit of all stakeholders. The interdisciplinary field of behavioral economics is the study of human decision-making, rooted in social psychology, neuroscience, economics, and other fields. Combining its insights with OD strategies and interventions is useful for consultants, leaders and organizations. This experiential workshop starts with the individual to create self-awareness.

Saturday, 1:15 PM – 2:45 PM

OD Talks: 3 Short Presentations in One Session

Humans + Machines: Harnessing the Combined Power

Sky Jarrett, Development Consultant - Transcend; Celina Mattocks, Change Management Lead - Accenture

In this OD Talk, the facilitators discuss the work of Paul R. Daugherty and H. James (Jim) Wilson, where they researched 1,500 organizations and used their own experience to write a book that reveals how companies are using the new rules of Artificial Intelligence (AI) to leap ahead on innovation and profitability. They determined that there will be three new human jobs in the future working directly with AI: Trainers, Explainers and Sustainers. Taking humans + machines one step further, the facilitators in this OD Talk discuss implications for future teams and leaders, and how to remain mindful in the process.

Assessing Community Needs & Launching a Professional Development Institute (PDI)

Celia Szelwach, DBA, PMP, Owner and Principal Consultant and Online Adjunct Professor - Gift of Words LLC and Pepperdine University's Graziadio Business School

According to DDI's Global Leadership Forecast 2018, more than 64% of C-Level executives identified developing ""next gen"" leaders as the top challenge they currently face. This session will provide an overview of how OD practitioners can partner with community agencies to address critical leadership challenges. We'll discuss the design of a community needs assessment featuring interviews, focus groups, and a survey that resulted in the creation of a leader competency model and the launch of a community college's Professional Development Institute (PDI). You'll leave with an understanding of:

  • How to use interviews, focus groups, or surveys to engage stakeholders
  • How to analyze qualitative data to create leader competency models that guide curriculum development; and
  • How to create new possibilities for collaboration with community resources to solve real world problems.
Prioritizing Being Your Best Self and Doing Self-Care (Spoil Yourself)

Carla Dancy Smith, MSOD ACC, Senior Organizational Effectiveness Consultant - MedStar Health

This session focuses on describing what self-care routines look like, why self-care is important to your overall health and long-term ability to do the OD work you love. The session is designed to let participants assess, Am I being my best self? What is working, and what is not? What habits should I stop, start or continue? It is a timeout for participants to be. Tools, tips, mindfullness techniques, mobile apps, and other resources for you to apply immediately in your practice will be offered in this interactive and energetic session.

Outreach Across Global Diversity: An Integrative Approach for OD Collaboration and Engagement

Glen Earl, PhD - Psychology - Dallas Campus; Marisela Jimenez, PhD, CEO, Business Owner - Doctor of Business & Associates; Hana Abuwardeh

What to do when an organization is confronted, time and time again, with the same question that has existed since its inception? With us, that question is: to certify or not to certify? Every scholar/practitioner sub-group has its own point-of-view, and to that various circles of thought leaders and advocates have expressed their words of support or opposition. This question has not been answered for the past fifty years, and the situation of inaction has become a conundrum for many different reasons. Looking at the ongoing issue with a different lens, we felt taking a global approach would help the OD Network, that is to view certification in a more holistic manner. As OD professionals, we are confronted with difficult conversations all the time. Join us to meet a globally diverse team and talk about the lessons learned from an OD collaboration.

Self-Management, Change, & the Future of Work

Josh Allan Dykstra, MBA, Chief Energy Officer - Strengthscope (U.S. Team)

Is top-down management and hierarchy the only way to organize a company? Most of us have never experienced anything else, but all around we see pioneers utilizing different organizational operating systems. How do we make sense of self-management, holacracy, agile, and responsive organizations? Are these different, or perhaps somehow related? This session will connect the dots between emerging models of organization design into an exciting new model called the Energy-Based Operating System, a simple and easy-to-understand unified theory that will give OD practitioners the tools they need to help "future-proof" their organization or the clients they serve.

Lessons from Mars: A Team Effectiveness Framework Used to Navigate Complex Organization

Carlos Valdes-Dapena, BA, MFA, MSOD, Managing Principal - Corporate Collaboration Resources LLC; Celia Harmono, PhD, Principal - Pickingpatch Consulting; Kris Terry, Principal - ProQuest America

In 2012, Mars, Inc. launched a research-based bespoke team effectiveness approach. The Mars Framework for High Performance Collaboration (HPC) counter-intuitively linked group theory to individual motives theory. The resulting framework was then carefully tuned to resonate with the Mars culture. In the six years since the framework was introduced, the business has been on a journey of transformation. They have implemented a new global operating model, changing the way this 100+ year old company creates and captures value. The Mars HPC Framework has been adapted to help support and manage this change. We'll share the basics of the model and discuss some of ways it has been modified. We will also explore a few of the central tools that make it powerful as a change tool or for general team effectiveness.

Saturday, 3:00 PM – 4:30 PM

Managerial Malpractice: The Elephant on the Board Room Table

Irv Rubin, PhD - Founder and CEO Emeritus - Temenos, Inc.; Lori Blander, President - The Blander Group

Medical malpractice is a familiar term. A physician's failure to first do no harm in the care of their patients can result in the loss of millions of dollars, not to mention lives. Senior executives have a comparable responsibility when it comes to attending to their organization, a human organism in need of care. Supervisory policies instituted. Performance goals set. Investments in training and development. Their own day-to-day behavior, which sets the standard for how employees are supposed to treat others. These practices are intended to maximize the human health of their employees, as a precondition to delivering their particular product or service. Senior executives who fail to first do no harm in the care of their organizations are potentially liable for the loss of millions of dollars, not to mention lives, as a direct result of their managerial malpractice.

Exploring Methodologies for Systems Mapping

Sarah Ellison, MA, Field Program Support Officer - Pact, Malawi; Ebele Achor, Capacity Development Advisor - Pact

Traditional approaches to OD have made great impact. However, increasing standards for efficiency, effectiveness, and sustainability have driven approaches into new territory. Increasingly, organizations need to map and strengthen their network and systems to be strategic, adaptive, and sustainable. This interactive session will introduce participants to four distinct approaches to systems mapping and strengthening: Organizational Network Analysis, Actor Mapping, Applied Political Economy Analysis, and Causal Issue Tree Mapping. Case studies with systems data and group work on Capacity Development 2.0 approaches will lead to critiques and new applications of systems-informed frameworks for change. Results from plenary and group discussions will be incorporated into an open-source network strengthening module to be shared with members after the conference.

Co-Creating a Positive, Technology-Accelerated Future

Kristy Lapidus, Founder & Principal - Corvo Consulting Group

Technology is advancing at a rapid rate, doubling in advancements approximately every 18-24 months (Church & Burke, 2017). Organizations must adapt and transform practices in order to remain efficient and improve performance. An emerging trend is the use of social media platforms for communication and services. Organizations that harness the power of social media can create internal systems to promote collaboration and decision-making. Leaders within organizations must provide methods for collaboration to aid in decision-making processes outside of the influx of data sourced from digital platforms. Transforming practices to combine individuals' needs for competence and feelings of being connected with data feedback from digital sources can increase efficiency and motivation for organizational methods and action. As more individuals are working in remote locations, bridging the gap between community and decision-making within an organization is imperative to foster motivation and organizational performance in a digital workplace (Cianni & Steckler, 2017).

The Phenomenon of Black Panther: A Convergence of Pop Culture and OD

Karen Mack, MSOD, Practitioner - Consultants, LLC; Karen Parker Thompson, MSOD, Senior Systems Change Consultant - Engaging by Design

The worldwide phenomenon of the culturally charged superhero film "Black Panther" has many implications for OD practitioners and their work with individuals, groups, organizations and communities. In this session, participants will explore the multifaceted characters and complex topics within the film. Themes of power, technology, race, culture, gender, inclusion, equity, identity, and the challenges and joys of African descendants provide relevant connections for OD Practitioners. Participants will experience an innovative approach to seeing themselves and their work in human systems through the contemporary, cultural lens of the people of Wakanda the fictional, technologically advanced African kingdom of "Black Panther."

Safe Enough to Soar: Accelerating Trust, Inclusion and Collaboration in the Workplace

Fred Miller, CEO -The Kaleel Jamison Consulting Group, Inc.; Judith Katz, EdD, Executive Vice President - The Kaleel Jamison Consulting Group, Inc.

Do you feel safe enough at work to be your best self so you can do your best work? Do you feel brave enough to offer your best ideas? Do you feel safe enough to report a problem? What if the problem's with a peer, manager, or leader? Safety is the invisible issue holding organizations-and people-back. We're talking about the supportive, liberating safety that enables people to think big, take risks and accomplish spectacular feats. The challenging but nurturing safety that encourages speaking up and inspires people to reach for greater possibilities. We call this Interaction Safety. In this session, we'll share the concept of interaction safety and why it's critical to organizational performance, explore the Four Levels of safety, and discuss actions leaders and individuals can take to increase interaction safety and move their teams and organizations to higher levels of performance.

Sunday, 8:30 AM – 9:30 AM

8 Powerful OD Concepts Our Uncertain World Needs NOW!

Brenda Reynolds, MS in OD, Consultant, Author, Speaker - BKR Consulting

We live in unpredictable, turbulent times, political divide, natural disasters, rising divorce rates, and constant technological change. We turn to Siri, Google, and Marvel superheroes for answers. But, what if the answers, the real superpowers, were to be found in the universal language and concepts that OD has to offer the world? This session honors 8 OD concepts that when unleashed have the superpower to make complex situations manageable in our business world, personal world, community, and global world. This knowledge can immediately enhance an OD professional's impact, turn a mediocre leader into a more conscious leader, and transform complicated business issues. In the right hands, these models have the power to answer the question "now what?" and unleash empathy, responsibility, accountability and authenticity to a world in need.

The Science Behind Leadership: A Mindset Shift Available to Us All

Suzi Skinner, MSc. (Coaching Psych), Managing Director - Roar People, LLC; Erin O'Connell, PhD, PCC, International Partner - Roar People, LLC

Leadership is no longer effective as a top down, hierarchical approach. Instead, science tells us that leadership is multi-directional, emergent and highly contextual. Groups and teams take on their own identity when it comes to leading and no two teams are the same. Given this complexity, every one of us has the opportunity to evolve our thinking on leadership and how we can all adapt. In this highly interactive session, you will be taken through what these shifts mean for you and how you can adopt a mindset that embraces the relational perspectives needed in organizations today. Drawing from the leadership literature and experience working globally with multinational organizations, you will learn new perspectives on tapping into the leadership potential of every individual.

Coaching the Core

Shonna Waters, PhD, ACC, SHRM-SCP, Senior Behavioral Scientist - BetterUp

Organizations and team members are struggling with how to optimize functioning in a whitewater world. Leading and managing change is no longer a specialized role, it's a way of life. In this workshop, we will explore how scaling coaching to larger populations can help organizations and team members meet modern demands. This workshop will include:

  • A brief overview of the evolution of the coaching domain and current research evidence.
  • Perspectives on why your change management initiatives (e.g., mergers and acquisitions) fall short and emergent demands for continuous learning at all levels within modern organizations.
  • Exercises to illustrate the barriers to change and the possibilities associated with coaching at scale.
  • An introduction to how technology is making scaling to larger populations possible

OD Talks: 3 Short Presentations in One Session

Appreciative Inquiry (AI): Energizing Small Non-Profit Organizations to Discover and Dream

Nicole D. Hurlbutt, MPS, Student - The Pennsylvania State University; Olga J. Blouch, Med, Student - The Pennsylvanie State University; Fatah Arman, MS, Student - The Pennsylvania State University

Appreciative Inquiry (AI) was selected as the OD model to assist a small human service non-profit organization obtain its vision. The organization's immediate goal was to expand its services into a county not currently receiving services. The organization had only three employees, a relatively new and growing board, some volunteers, and a 26 county service area! Now the organization wanted to expand. A graduate consulting team selected the AI model to move this organization forward. Due to time and budget constraints, a 5-hour AI Summit included only the Discovery and Dream phases. The summit attendees successfully identified the organization's strengths through the sharing of peak experiences within the organization. The positive core was revealed and the attendees were motivated from imagining the future. The modified AI summit produced positive results and prepared the organization to complete the AI process. Limitations and lessons learned provided valuable insights into how to enhance the use of the AI process with a small non-profit organization.

#TheTweetEffect: How Social Media is Disrupting Social Network Theory

Katy Bailey, MS, Graduate Student - University of San Fransisco

From #metoo and #timesup to the recent high-profile instances with customer mistreatment at United Airlines and Starbucks, the rise of social media platforms, hashtags, and campaigns are giving voice to the formerly voiceless, creating organizational and social change as a result. This phenomenon challenges previously held theories of power, influence, and change, including social network theory. This session will explore the what, so what, and now what of this issue, and leave OD practitioners better equipped to engage in dialogue about what it means within the organizational context and how best to anticipate and respond to both challenges and opportunities surrounding the issue.

From American Students to Sisters: Co-Creating with the Indische Buurt

Anita Cooke Wells, Senior Vice President and Corporate Secretary - RLJ Lodging Trust; Alex Leslie Bethel, Organization Development Consultant; Mary Huntington, Internal OD Consultant - Nemours

As graduate students completing our international residency, we had the opportunity to form an authentic partnership of co-creation that expanded our cultural competence, and resulted in a new action plan facilitated by the government of Amsterdam to engage the elderly population. Using authenticity and humility as our guides, we explored the power of generative imagery, spent time building cross-cultural connections, and immersed ourselves in a system that generously opened itself to us. In our approach, we embraced emergence, and found that many of the most impactful moments were unplanned. By cultivating trust and shared values with the client, and an appreciation for one another, we were able to help foster new energy and direction for a social change effort. This is the story of how three American students became sisters of a multi-cultural community in Amsterdam.

Sunday, 10:00 AM – 11:30 AM

Drawing Out What We Can't Say (Yet)

Barbara Siegel, Visual Practitioner - Look2Listen; Denise Easton, Principle Consultant - Complexity Space Consulting

When a system needs to change, recalling unremarked observations helps see the emergent future. Often members of an organization see information that is important, but they don't note it because it doesn't fit the current model. Using a simple visual practice tool we will draw out knowledge that exists in the group but has not yet been accessed. This sparks a generative conversation that indicates the first step in a path toward a positive future using principles from complexity science.

The Work-Life Evolution: Creating What's Next

Laura Mendelow, MAOD, PPC, Owner - Mendelow Consulting Group; Ann V. Deaton, PhD, PCC, Leadership and Team Coach - The Bounce Collective

In the 1970s we talked about work-life separation; in the 1990s we introduced work-life balance; by 2010 we called it work-life integration. So what are we experiencing now? We still feel the pull between these competing commitments in our lives. What is the next evolution of work-life? We invite you to join us in co-creating a new future around work and life. Together we will explore the patterns of the past to create possibilities of a new perspective around work-life. The presenters will offer insight into past approaches and divide the group into small design teams to 1) redefine the notion of work-life; 2) identify new organizational systems needed to support this new perspective; and 3) articulate the tangible benefits of our evolving clarity and structure for leveraging this enduring tension.

Breaking the Time Trap: Techniques for Reframing Time and Opening up Change Potential

John Austin, PhD, Professor - Fielding Graduate University

"Because we don't have time." This is by far the number one response we hear from leaders when we ask why changes fail or never even get off the ground. Our response as leaders and consultants has been to find ways to make time. Yet we still struggle to find a working answer. It may be time to view time as something other than a resource that can be made. In this session, we will explore alternative ways to conceptualize time. Drawing from physics, philosophy, anthropology, and psychology, the speaker will suggest some provocative reframings of time and their practical implications for OD. In dynamic groups, we will generate ways we can reframe time at a very practical level for ourselves and our clients. We will explore ways to slow time, find time, create time, ignore time, release time, and escape time.

Next Gen OD: How OD Must Adapt to the Tsunami of Workplace Change

Boomer: Glen Earl, PhD - Psychology - Dallas Campus; Gen Xer: Marisela Jimenez, PhD, CEO, Business Owner - Doctor of Business & Associates; Millennial: Hana Abuwardeh

Every day, 10,000 Baby Boomers retire. The day of the Baby Boomer is rapidly closing. Gen Y or Millennials now make up the largest generation in the workplace. Organizations are right in the middle of a generational tsunami of change they don't recognize and are unprepared to deal with. As a result of massive workplace changes, the field and practice of OD must change too. Now is the time for the OD field to transform itself, so it remains a relevant change agent. You will learn about major demographic, technical, and societal changes that will bend organizations into a shape never seen before. Be part of a lively conversation about what the field of OD must be in order to remain relevant. Discuss how the new generational workforce mix will alter organizational cultures, missions and operations. Learn about Gen Z; the oldest are just now entering college and the workforce.

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