News (blog)

Welcome to the CCODN Blog. Check back often for news and updates. All members may post blog announcements of interest to the OD profession here.

For more news and discussions go to CCODN's LinkedIn group.
  • 21 Nov 2014 7:32 PM | Anonymous

    We had a great program Wednesday night! WCBE is committed to making our community a better place!

    I stopped by the station today. There are 4 ways to be involved, pro-bono consulting, answering phones during fund drives, our money (donations) and our connections. It would be great to team up to support WCBE. We need to demonstrate as CCODN members how we can make a difference. There world is a made up of takers and or givers - I choose to be a giver!

    Douglas Hartshorn

    President CCODN

  • 15 Nov 2014 9:52 AM | Anonymous

    Ecosynomics – The Science of Abundance
    In our jobs, teams, families, friendships, church and civic groups, monetary systems, and politics, we are engaging in sets of agreements, whether we realize it or not. Sometimes these agreements work, resulting in great experiences and outcomes, and sometimes they do not. Ecosynomics [eco-si-’na-mics] is a robust framework through which we can see the agreements that impact our experiences and how we can change them to get the experiences and outcomes we desire.

    We all prefer abundance to scarcity, yet we tend to experience more scarcity than abundance. We know the difference, and yet we accept agreements that produce scarcity. We do not have to do this. Our November event will show us how to bring more abundance into our lives. We will learn from hearing about how the leadership of WCBE, our local National Public Radio station, with the help of Maureen Metacalf, is creating a future of new possibilities based on the principles of Ecosynomics--the Science of Abundance.
    During this program we will also discuss how CCODN can explore using Ecosynomics to increase the vibrancy of Columbus and our organizations (local, national and international). We can take the Ecosynomics assessment here for free before this event. If you would please indicate "CCODN" as your organization in your assessment, then our presenters can identify the applicable results for participants at this event.

    This event is in Frasch Hall, Room 317 (on the corner of Town St. and Grant Ave.; cater-corner to Columbus Metro Library and across from Grant Hospital).

  • 02 Oct 2014 8:31 AM | Anonymous
    Check out these great no-charge webinars:

    October 21-22, 2014

    Developing Organizational Leadership refers to any activity that enhances the quality of leadership within an individual or organization. There is a differentiation between leader development and leadership development. Leader development focuses on the development of the leader such as personal attributes desired in a leader, desired ways to behave, ways of thinking or feeling. In contrast, leadership development focuses on the development of leadership as a process. The IHR is the only institute with certification that focuses on the area of Developing Organizational Capabilities. A specialty certification increases your market value, adds value to your work experience, furthers your knowledge, and recognizes you as an industry leader and/or expert in the field. - See more at: http://www.hr.com/en?t=/contentManager/onStory&StoryID=1366037633159&regMode=0#sthash.RG7jtu3f.dpuf

  • 04 Sep 2014 12:10 PM | Anonymous
    Organizational Development Specialist: 
    Job Number: HNA00003E 
    Honda North America, Inc.   

    Apply at:  http://corporate.honda.com/careers/find-a-job.aspx

     
    Roles and Responsibilities: 
    · Translating company vision and direction into high-impact leadership and organization effectiveness strategies  
    · Provides input and consultation to customers related to development, performance management, organization design, succession planning and change strategies 
    · Works collaboratively to design/enhance company-wide initiatives and practices that positively impact climate and culture, and drive the continued growth of leadership and organizational capabilities 
    Daily Tasks: 
    · Supports and advances key projects that drive innovative organization effectiveness and learning practices. 
    · Partners with leaders, HR, and internal/external customers to assess needs and determine appropriate leadership and organization effectiveness interventions and strategies (e.g., succession planning, leadership development, change management). 
    · Sources and/or coordinates the development, delivery, and day-to-day management of processes, tools, and systems necessary to optimize efficiency and return on leadership and organization effectiveness investments. 
    · Conducts daily coordination, communication and continuous improvement of learning and organization development efforts. 
    · Delivers assessment based coaching/feedback (personality, behavioral & style based assessments) to ensure organization alignment with company vision and direction 
    Knowledge: 
    · Strong understanding of HR/OD field 
    · Knowledge of consulting, coaching, culture, change management, leadership development, succession planning, and organization design principles 
    · Knowledge of sourcing concepts and processes 
    Required Skills: 
    · Strong systems and strategic thinking skills 
    · Proficient with Microsoft Office 
    · Ability to collaborate and build partnerships with broad customer base 
    · Strong team focus 
    · Strong planning and organizing skills 
    · Strong Communication/interpersonal skills (including facilitation, meetings and presentations) 
    Desired Skills: 
    · Leadership experience 
    · Project management leadership 
    · Performance and needs analysis skills 

    Education: 

    · Bachelor’s degree in HR, Organization Development, Industrial/Organizational Psychology or related field required 

    · Master’s Degree preferred 
    Experience: 
    · Minimum of 3 years of professional experience in Organization Development or related field
  • 27 May 2014 11:45 PM | Anonymous member

    Organizational Change Management (OCM) Consultant
     

     
    Navigator Management Partners, LLC is a management consulting firm that focuses on enterprise software solutions, project management, business process re-engineering, change management, business/IT strategy and RFP services.  Our current and former clients include Fortune 500 firms, government entities and institutions of higher education.  Navigator consultants are highly educated and have a proven track record within global consulting firms and private industry.  Our firm was recently named the “7th Best Small Company to Work for in America,” by the Great Place to Work Institute and Entrepreneur. 
    Navigator is proud of the professional opportunities, its aggressive personal development and training programs, and the work-life balance the firm is able to offer its employees.

     

    Our firm wants to continue its strategy of aggressive growth and is currently in need of additional Organizational Change Management (OCM) Consultant with the following skills for our Columbus, OH office:
     
    The Organizational Change Management (OCM) Consultant will play a key role in helping projects (change initiatives) meet business, schedule, and budget objectives.  The OCM Consultant will consult on a range of projects including, but not limited to, ERP implementations and upgrades, process re-design and improvement, organizational change, individual and team performance improvement and effectiveness.  The OCM Consultant is responsible for the creation and management of Change Management Plans and Programs as related to business and IT functions.  The role is also responsible for assessing change impacts of business solutions (which includes stakeholder assessment and complexity of the change) as well as responsible for creating communications, training programs, and knowledge management materials. 
     
    Qualifications:

    -Minimum of 8 years experience in executing change management activities on ERP and business driven projects
    -Solid business consulting experience leading large scale organizational change initiatives; coming from large consulting company is a plus
    -Bachelor’s Degree in a related field of business
    -Masters degree in organizational design, organizational effectiveness, change management or relate field of study. 
    -Experience and confidence in advising customers at all levels of the organization
    -Excellent written and oral communication skills; experience with supporting and fostering effective communications with large, complex organizations
    -Ability to deal with ambiguity
    -Effective project management skills; ability to create a project plan, track tasks according to dates, scope, and budget
    -Background in Consulting Services, particularly Big 4, is desirable


    Key Personal Attributes:

    -Leadership
    -Flexible
    -Professional
    -Team player
    -Resourceful


    Limited to no travel is expected. 
    A competitive compensation package is available.  
     

    It is the policy of Navigator Management Partners, LLC to provide equal opportunity to all employees and applicants; to provide equal opportunity for advancement of employees; and to administer its business in a manner that does not discriminate against any person because of race, creed, color, religion, sex, national origin, handicap, age, political affiliation or citizenship.

     

  • 14 Apr 2014 6:28 PM | Anonymous
    Positions: Change Management Consultant (#913465)    
    (These positions may be filled at either the senior level or consultant level, depending on experience. )

    Company: NiSource (voted one of the best places to work in central Ohio in 2013)

    Locations: Columbus, Ohio

    For immediate consideration, please apply on-line at www.nisource.jobs on or before May 11th!

    Purpose: 

    Plays a key role in helping initiatives meet business, schedule, and budget objectives, with focus on the people side of the changes. Serves as the coordination point for all change management activities for a specific process area within the project. Key focus area is training, but scope also covers communication, engagement, and measurement. 

    This role works directly with an assigned process team to identify impacts to employees including changes to business processes, systems and technology, job roles, and organization structures. The primary focus is on creating and implementing change management activities that minimize employee resistance and maximize employee engagement with a specific focus on the successful development and delivery of training and performance materials to affected end-users. 

    While this role does not have supervisory responsibility, it requires working with individuals, both on and off the project team, and may include providing direct support and guidance to team members and business leaders on change processes, tools and activities. This role also may coach leaders to help them fulfill the role of change sponsor and provide direct support to front-line managers and supervisors as they help their direct reports through transitions. 

    Desired Results:

    • Well-prepared end-users, who have the knowledge and skills to maximize the project benefits and achievement of the desired results for NiSource
    • Collaborative work relationships that focus on both the quality of the processes, technical solution, and organizational acceptance
    • Faster adoption, increased utilization, and higher proficiency of implemented process and technology changes  

    Desired Competencies:

    Adaptability - Maintaining effectiveness when experiencing major changes in work tasks or the work environment; adjusting effectively to work within new work structures, processes, requirements, or cultures.

    Building Strategic Working Relationships - Developing and using collaborative relationships to facilitate the accomplishment of work goals.

    Change Management - A solid understanding of how individuals go through a change and the change process.

    Communication - Clearly conveying information and ideas through a variety of media to individuals or groups in a manner that engages the audience and helps them understand and retain the message.

    Planning and Organizing - Establishing courses of action for self and others to ensure that work is completed efficiently and effectively. 

    Essential Responsibilities:

    • Work closely with assigned functional team to understand the impacts of new processes and systems on teams and individuals
    • Identify potential people-side risks and anticipated points of resistance, and develop specific plans to mitigate or address the concerns including identification of training needs
    • Work with functional teams and change management team to develop and deliver activities to increase stakeholder and employee involvement and engagement
    • Ensure delivery of training provides a consistent experience for all employees 
    • Lessons Learned / After Action Reviews 
    • Track and manage against approved work plan
    • Develop and deliver end-user training and performance support materials
    • Provide inputs for project communications, measurement activities and other change management activities
    • Work with other team members to develop and deliver change management plans and activities, leveraging existing Organizational Change Management (OCM) methodology and tools. Responsibilities may include:
      • Sponsor and Stakeholder engagement
      • Communications planning and development
      • Change impact analysis
      • Stakeholder analysis and influence strategies
      • Change Readiness (Awareness, Understanding, Buy-in, Commitment) surveys and remediation strategies
      • Change Adoption surveys
      • Training plans and execution
      • Go-Live and post Go-Live support plans and execution
      • Transition to operations activities
      • Lessons Learned / After Action Reviews 

    Key Work Experiences/Education

    Consultant, Change Management

    Required for Selection:

    • Bachelor's degree
    • Minimum of 3-4 years’ experience in a role demonstrating solid experience in applying organizational change management theory, principles, and techniques/methodologies
    • Minimum of 1-2 years’ experience with training development and delivery
    • Ability to work in a fast-paced environment with tight deadlines
    • Must be self-directed, with ability to work both independently and collaboratively
    • Must be flexible and able to adapt quickly to change
    • Strong written and verbal communication skills, as well as excellent organizational, time management, and follow-through skills
    • Ability to prioritize and manage multiple, simultaneous ¿ and at times, competing priorities and deliverables
    • Strong analytic and decision making abilities
    • Demonstrated group facilitation skills; Ability to influence others and move toward a common vision or goal
    • Experience with change management and/or organization development activities
    • Ability to comprehend, break-down and explain business concepts and/or processes
    • Strong skills with PowerPoint, Excel, Word; exposure to Visio, SharePoint and MS Project
    • Demonstrated project management skills 

    Preferred for Selection:

    • Experience with complex change management activities on a large scale IT project, which included methodologies and tools that spanned the entire project life cycle from idea conceptualization and project planning through design and development to implementation and benefits realization
    • PeopleSoft experience
    • Experience with Instructional Design & Development tools, such as Captivate and Camtasia 

    Senior Consultant, Change Management

    Required for Selection:

    • Bachelor's degree
    • 5+ years’ experience in a role demonstrating solid experience in applying organizational change management theory, principles, and techniques/methodologies
    • 3+ years’ experience with training development and delivery 
    • Ability to work in a fast-paced environment with tight deadlines
    • Must be self-directed, with ability to work both independently and collaboratively
    • Must be flexible and able to adapt quickly to change
    • Strong written and verbal communication skills, as well as excellent organizational, time management, and follow-through skills
    • Ability to prioritize and manage multiple, simultaneous ¿ and at times, competing priorities and deliverables
    • Exceptional analytic and decision making abilities
    • Demonstrated group facilitation skills; Ability to influence others and move toward a common vision or goal
    • Experience with complex change management and/or organization development activities
    • Ability to comprehend, break-down and explain complex business concepts and/or processes
    • Strong skills with PowerPoint, Excel, Word; Exposure to Visio, SharePoint and MS Project
    • Demonstrated project management skills 

     Preferred for Selection:

    • Master's degree in related fields (e.g., OD, Behavioral Sciences, Curriculum Development) 
    • Experience with complex change management activities on a large scale IT project, which included methodologies and tools that spanned the entire project life cycle from idea conceptualization and project planning through design and development to implementation and benefits realization
    • PeopleSoft experience
    • Experience with Instructional Design & Development tools, such as Captivate and Camtasia  

    Travel Percentage:

    Ability to travel up to 30-40% on infrequent basis, with some peak periods requiring 80% travel.

    . . . .

    More information available at www.nisource.jobs.  

  • 16 Mar 2014 9:08 PM | Anonymous
    Our PayPal account is up and running. We are able to accept renewals and registrations for events via the web. It is incredible how technology has changed our lives. Ten years ago we were all paying for goods, services and yes even professional dues via check. Our PayPal account was down for a 15 days. (too long). The result; our ability to process dues and registrations came to a standstill. Though we could still accept checks, I might as well asked members to carve their payments on tablets of stone and send them by pony express to our post office box. 
    Please accept my apologies on behalf of CCODN for any frustration or inconvenience that you may have experienced as a result of our technical difficulties. We value your participation and membership in CCODN and look forward to seeing you at future events, including the social event this Wednesday at the Flipside at Easton.

    Sincerely, 

    Douglas E. Hartshorn 
  • 27 Jan 2014 10:51 AM | Anonymous

    Title: Talent Development Consultant-Full Time      

    Department: HR –Talent & Organization Effectiveness

    Location: Columbus, OH  

    To apply go to: http://navmp.force.com/careers/ts2__JobDetails?jobId=a0xG0000001LVbaIAG&tSource=

    Purpose:

    The Talent Development Consultant is responsible for the planning, design and solutions to ensure The organization is prepared with the leadership and workforce for the future. Incumbent will identify, develop and execute initiatives to contribute to the overarching talent management strategy on an annual basis.  Key focus areas include succession management, high-potential development, and other leadership strategies to build bench strength across the organization.  

    Incumbent will collaborate with the Director Talent Development, Talent & Organization Effectiveness team members, Business Leaders, HR Leadership, and HR Consultants throughout the solution lifecycle in order to ensure solutions meet or exceed business needs and objectives.

    Key Results:

    • Increased understanding of the current state of talent and future talent requirements
    • Readily available resources and tools to address talent development needs
    • Integrated approaches to talent development driving greater awareness of high-potential talent and associated development strategies
    • Effective collaboration with HR partners
    • Creates awareness and understanding of talent development strategies and resources both in HR and across the business.

    Essential Responsibilities:

    Responsible for the design and execution of simple, scalable and sustainable talent strategies that identify and enable the future talent needs to execute business strategy across the organization.

    Talent Strategy

    • Contribute to the development and continuous improvement of the the organization-wide talent management strategy

    Talent Review & Succession Planning

    • Participates in the continuous improvement and execution of the annual Talent Review and Succession Planning process.

    Talent Development

    • Designs and executes strategies and programs to accelerate development of high-potential candidate pools in alignment with identified success profile (i.e. individual development planning, coaching, mentoring, learning programs, etc.) 
    • Determines implementation approach and project plans for executing talent pool development strategies.
    • Assists with identification of assessments that align with the behaviors identified for each level of leadership – i.e. 360s, leadership style indicators etc.
    • Assists with identification, utilization, and evaluation of external executive coaches to support real-world leadership coaching needs.
    • Identifies opportunities and sources for external, university-based education programs.
    • Partners effectively with external vendors and resources as needed for talent pool development solutions.

    Process Education & Continuous Improvement

    • Educates and consults with HR and leaders to comprehend, value and institutionalize talent planning processes
    • Benchmarks best practices and stays abreast of trends and available solutions in workforce and talent development.
    • Designs evaluation strategies to collect feedback, assess the effectiveness of solutions, and make recommendations for improvements.

    Required for Selection:

    • Bachelors degree
    • 4-6+ years experience in a talent management related role designing and executing integrated talent processes and tools across multiple functions, regions or geographies.
    • Ability to gain an understanding of organization’s business goals and translating business strategy into workforce needs.
    • Influences talent strategy to address internal and external business and regulatory issues.
    • Is recognized as an external thought leader within workforce and talent development.
    • Effective project management skills to formulate a plan of action and effective execution of the plan.
    • Ability to exercise independent judgment to make timely decisions, solve complex problems and prioritize projects/responsibilities
    • Demonstrated ability to handle multiple priorities and support multiple people/programs simultaneously
    • Demonstrated customer service skills (both internally and externally) at all levels within the organization from entry level to the executive levels.
    • Excellent computer technology skills with an emphasis on Microsoft Office desktop tools and electronic communications such as e-mail, calendars, etc.
    • Excellent oral and written communication skills
    • Drives results.  Excellent problem solving skills. 
    • Works collaboratively and cooperatively across organizational boundaries.

    Preferred for Selection:

    • Bachelors degree in Human Resources or Organizational Development
    • Significant experience interacting and partnering with sr. business leaders

    Additional Information:

    Travel requirements: 20-30%
    Position is part of the Talent Development Center of Excellence which provides services across The organization.

  • 22 Jan 2014 1:01 PM | Anonymous

    Manager of Organization Effectiveness – Performance & Talent Management

    The Scotts Miracle-Gro Company (NYSE: SMG) is the world's largest marketer of branded consumer lawn and garden products, with a full range of products for professional horticulture as well. Scotts Miracle-Gro has helped to grow the nearly $7 billion global consumer lawn and garden market through product innovation, industry-leading advertising efforts and its trusted brands. Scotts is an EEO Employer, dedicated to a culturally diverse, drug free work place.

    The Manager of Organization Effectiveness is responsible for core global processes of Performance Management and Talent Planning within the OD & Talent function including re-design of processes, transition to new PM system (Cornerstone), and transition of current practices.  The role partners with Manager of OE – Leadership Development, the Learning Team and HR Business Partners on talent & performance projects. The role collaborates with key stakeholders including but not limited to HR generalists, compensation team members, communication leaders, and talent management team members.

    CORE RESPONSIBILITIES

    Management of the Talent Planning process including, but not limited to:

    • Guiding the development of future state talent and succession planning process
    • Creating and executing health of the bench measurement & assessment
    • Developing and executing Talent Planning & Review project and communication plans
    • Ensuring TP materials are prepared for bi-annual Enterprise and Board of Director talent reviews

    Management of the global Performance Management process including, but not limited to: 

    • Guiding transition to new PM tool (Cornerstone) – discovery, design, change management
    • Managing current processes and driving continuous improvement of PPR processes
    • Continuing to move groups from paper to system based tools and processes
    • Managing toolkits, job aids, and training for leaders and associates

    Qualifications

    EXPERIENCE

    • 3 - 5 years experience as an OD / Talent professional or an HR Generalist/Line professional who has led substantial OD/Talent projects
    • 3 - 5 years experience managing HR related projects and processes        
    • Experience successfully leading small-to-large complex HR projects in a global organization
    • Strong analytical skills and attention to detail 
    • Experience working in a variety of modes, from strategic to tactical
    • Proven ability to influence, persuade and collaborate across all organizational levels, functions and regional cultures
    • Proven ability to influence and lead in a globally matrixed organization 
    • Outstanding facilitation and communication skills
    • Experience coaching various levels of staff to improve effectiveness 
    • Demonstrated business savvy with ability to connect HR/Talent initiatives with business priorities 

    EDUCATION

    • Minimum of bachelor's degree in Psychology, Business, Human Resources, or a related field
    • Masters in OD, I/O Psychology, Org. Behavior or MBA strongly preferred

    TECHNICAL SKILLS

    • Working knowledge of Microsoft Office Suite and Google Mail
    • Experience with Cornerstone on Demand preferred

    INTERPERSONAL SKILL REQUIREMENTS:

    Organizing – Can marshal resources to get things done; can orchestrate multiple activities at once to accomplish a goal; uses resources effectively and efficiently; arranges information and files in a useful manner

    Drive for Results – Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; steadfastly pushes self and others for results

    Priority Setting – Spends his/her time and the time of others on what’s important; quickly zeros in on the critical few and puts the trivial many aside; can quickly sense what will help or hinder accomplishing a goal; eliminates roadblocks; creates focus

    Problem Solving – Uses rigorous logic and methods to solve difficult problems with effective solutions; probes all fruitful sources for answers; can see hidden problems; is excellent at honest analysis; looks beyond the obvious and doesn’t stop at the first answers

    Dealing with Ambiguity – Can effectively cop with change; can shift gears comfortably; can decide and act without having the total picture; isn’t upset when things are up in the air; doesn’t have to finish things before moving on; can comfortably handle risk and uncertainty

    Interpersonal Savvy – Relates well to all kinds of people – up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can defuse even high-tension situations comfortably

    Organizational Agility – Knowledgeable about how organizations work; knows how to get things done both through formal channels and the informal network; understands the origin and reasoning behind key policies, practices, and procedures; understands the cultures of organizations

    Contact Information:

    Apply at www.thescottsmiraclegrocompany.com/careers with job #130001685

    Or send resume to Annelle.Anderson@scotts.com

  • 16 Dec 2013 7:10 PM | Anonymous
    I am looking forward to the January Program, " Using Metrics and Rewards to Capture the Imagination of Your Workforce". I have spent  the last ten plus years developing metrics and making those metrics visible in order for work teams to understand how they are performing. It has been my experience that posting performance metrics evokes emotions that range from, anger, disbelief to " hey I finally know how we are performing". It has also been my experience that performance improves, communication improves and employee morale improves. We all want to be successful, and to be recognized for our efforts. I am excited to learn a new approach to engaging employees and adding a new tool to my OD toolbox. 

    Come join me on January 15th. 

    Sincerely, 


    Douglas Hartshorn

    President CCODN
© Capital City Organizational Development Network
Powered by Wild Apricot Membership Software