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.
  • 02 Dec 2013 5:34 PM | Anonymous
    Applicants can apply here:  http://www.mountcarmelhealth.com/job-search
    JOB CODE:  4112

    REPORTS TO:  Director, Process Improvement

    Job Summary
    In accordance with the Mission and Guiding Behaviors; the position, under the leadership of the Director - Process Improvement, will provide strategic guidance and support to clinical leaders within MCHS to advance the integration of comprehensive, coordinated and integrated clinical processes and care delivery models.

    Job Qualifications (Knowledge, Skills, and Abilities)
    • Education: Bachelor’s Degree with emphasis in Engineering, System Design, Quality Management or similar focus. Master's level/work toward Master's degree preferred
    • Licensure / Certification: Advanced Certificate in related discipline (Six Sigma Black Belt, LEAN)
    • Experience: Preferrably 3 - 5 years of experience as a Lean / Process Excellence leader with a proven track record across diverse industries of managing and mentoring organizations towards a continuous improvement culture
    • Effective Communication Skills
    • Demonstrates performance driven leadership skills
    • Demonstrates strong project management skills and the ability to manage multiple projects concurrently
    • Works well in team environment and possesses sound negotiation skills
    • Knowledge and application of process analysis including modeling and process simulation
    • Mastery of desktop applications, including MS Office (Word, PowerPoint, Excel, Visio and Access), Minitab and project management applications (MS Project)
    • Excellent interpersonal skills
    • Working knowledge of quality and safety improvement strategies and methods
    • Demonstrates performance driven leadership skills, ability to manage change, prioritize, and negotiate driving outcomes and process improvements
    • Demonstrates the ability to work effectively with a wide array of health care personnel ranging from patient care providers to administrative personnel
    Essential Responsibilities

    Service Excellence

    • Exhibits each of the Mount Carmel Service Excellence Behavior Standards holding self and others accountable and role modeling excellence for all to see. For example: demonstrates friendliness and courtesy, effective communication creates a professional environment and provides first class service.
    • Holds self and others (Associates, Physicians and Volunteers) accountable for exhibiting each of the Mount Carmel Service Excellence Behavior Standards. This includes, but is not limited to, celebrating excellence in behavior and approaching anyone with courtesy and respect who is not demonstrating Service Excellence and owning and resolving Service Recovery concerns.
    Leadership Competencies

    Leadership Competencies are the required skills, knowledge and attributes of leaders. They are principles that guide leaders toward the performance and accountabilities expected of them every day.
    • Define and share a strategy and vision.
    • Align resources toward achievement of UEM results.
    • Grow and sustain the UEM.
    • Identify, lead and embrace change.

    Job and Technical Competencies
    • Uses process design, process measurement, data analysis and improvement strategies to provide assistance to operations/clinical leaders in implementing clinical effectiveness tactics, goals and strategies 
    • Serves as the content expert on improvement methodologies, system design and imparts knowledge of improvement process to team leaders and the team
    • Assists Leaders within MCHS to identify barriers impeding clinical processes and develops improvement plans & strategies to overcome barriers
    • Develops the analytic and measurement strategy for all projects undertaken.
    • Establishes project goals, milestones, and procedures, defines roles and responsibilities, acquires project resources, monitors project progress, and manages multiple projects.
    • Communicates regularly with team stakeholders and executive sponsors about team progress toward goal achievement, critical factors and obstacles
    • Works with Leadership and Process Improvement team members to determine resource/staffing needs for particular projects and is accountable for managing the resources and deliverables
    • Trains and mentors clinical leaders within MCHS on project management, facilitation, and analytic methods. Engages in training and education to leaders, managers and staff within service-lines or business units as needed.
    • Coaches and mentors associates and leadership on developing and continuously improving processes and appropriate associated behaviors.
    • Actively participates in problem solving sessions with associates to build knowledge and capability.
    • Identifies and proposes potential projects that are aligned with organizational strategic objectives.
    • Develops and updates lean/six sigma training materials as needed.
    • Meets population specific and all other competencies according to department requirements.
    • Promotes a Culture of Safety by adhering to policy, procedures and plans that are in place to prevent workplace injury, violence or adverse outcome to associates and patients.
    • Relationship-based Care: Creates a caring and healing environment that keeps the patient and family at the center of care throughout their experience at Mount Carmel following the principles of our interdisciplinary care delivery system.
    • (For nursing leadership) Models and promotes professionalism in nursing practice within the model of the ANCC Magnet Recognition Program®.

    Other Job Responsibilities
    • Acts as a project manager for designated pilots as assigned.
    • Responsible for compliance with Organizational Integrity through raising questions and promptly reporting actual or potential wrongdoing.
    • All other duties as assigned. 
  • 28 Oct 2013 7:21 PM | Anonymous

    Dear CCODN Members,

    Do you think that CCODN is something special?

    Are you finding yourself continuously drawn to CCODN's high-quality programming and community of professionals?

    Do you see clear opportunities for improving the CCODN organization?

    If you answered, "yes" to any one of the above questions... you should consider running for a CCODN Board position.

    Our organization needs dedicated, visionary, and collaborative individuals to help CCODN to realize its full potential and broaden its impact in the Central Ohio community.

    CCODN Board members commit to two years of service, with half of the leadership team turning over each year following a vote by members.  As we look toward the 2014-15 term, we will have two exciting opportunities up for election:

    VP of Programming: Works closely with the board and membership to develop programming to serve the needs of the CCODN members. The VP of programming takes the lead in identifying topics, speakers and organizing the monthly CCODN programs.

    VP of Finance: Responsible for the tracking revenue and paying the expenses of CCODN. The VP of Finance works closely with other board members to develop and maintain a budget to support the programming activities of CCODN.

    Do you think you have something unique to offer to one of the above roles?  Perhaps you are intrigued, but not quite sure yet... or perhaps you are ready to throw your name in now.  If either of these is true, please feel welcome to reach out to me by email at holodeh@yahoo.com.  I'll be happy to discuss any level of detail with you to help you decide.

    Thank you to each of you for continued engagement and support of CCODN - I hope you are getting the most out of your membership in our community.

    Warmly,

    Douglas E. Hartshorn.

    President

    Capital City OD Network (CCODN)

  • 19 Oct 2013 2:52 PM | Anonymous
    Learning and Development Coordinator

    Process for Candidacy
    Application materials with preferred contact information should be submitted electronically via the university career site – www.jobs.osu.edu. Search by job opening 378974.
    Application deadline is October 27, 2013.

    The Opportunity
    The Learning and Development (L&D) Coordinator position provides the unique opportunity for a learning and development professional to build, develop, and evaluate training initiatives for the University’s Advancement organization.

    Under the leadership of the training manager, the L&D Coordinator will develop high quality business partnerships and practices to serve Advancement units. This position will be responsible for conducting needs assessments, designing, planning, delivering/coordinating, and evaluating staff & leadership development programs. Additionally, the L&D Coordinator will collaborate with and support the training manager on coaching initiatives and other training and development opportunities. The position will serve as process documentation specialist; collaborates with the other University departments and vendors to develop and facilitate relevant training classes; assists senior leaders with strategic training, communication flow, and documenting process workflows. This position will develop training and reinforcement activities to further strengthen the culture within Advancement; stays current in best practices; performs special duties for the Advancement organization as assigned.

    The L&D Coordinator will be asked to foster positive working relationships, access expert advice and services and partner with Advancement HR Business Partners and with OHR Consultants assigned to Advancement. The position will assist the training manager with the development and implementation of training & development strategies, programs and practices, consistent with the overall strategic direction, mission, vision and values of Advancement and the university.

    In addition, the L&D Coordinator will engage in the life cycle of employees including the facilitation of onboarding and exiting staff members.

    Position Environment

    This position reports jointly to the training manager and HR manager and is part of a dynamic team within the Office of Advancement.

    Performance Objectives
    The successful candidate for this position will accomplish the following in the first 90 days:
    1. 1. Discover and understand current and ongoing training programs;
    2. 2. Meet with HR Business Partners and establish working relationships with Advancement department staff members;
    3. 3. Understand the organizational make up of each Advancement department;
    4. 4. Become familiar with and prepared to present for the existing orientation program;
    5. 5. Work with the Manager of Training to coordinate efforts for the ongoing formal training and development activities;
    6. 6. Review existing materials for Internship Program;
    7. 7. Assist the Training Manager in performing a detailed training needs assessment for each business unit within Advancement;
    8. 8. Thoroughly understand and maintain the training database, and Access Database;
    9. 9. Learn/assist the HR manager with HRIS duties including onboarding/offboarding staff.
     
    First year:
    1. Revamp the current Internship program and implement for summer 2014;
    2. Assist the Training Manager in creating a framework and proposal for an Advancement wide professional development program and training calendar;
    3. Assist the Training Manager in enhancing a stronger training and development presence for Advancement;
    4. Assist the Training Manager in developing metrics to illustrate the effectiveness of training and development programs.

    Experience The successful candidate for this position will have demonstrated success in several areas, including:
    • Bachelor’s degree in HR or business administration or equivalent of education and experience required;
    • Master’s desired;
    • Emphasis on training and development throughout education and work history desired;
    • One to three years of experience in HR required, preferably in higher education;
    • Strong interpersonal, communication and consulting skills and the ability to work effectively with a wide range of constituencies in a diverse community required;
    • Knowledge of university policies and procedures helpful;
    • Training and Development certifications or specific training desired; PHR or SPHR desired;
    • Experience using competency based models and knowledge and training in its implementation desired.
    Target hiring range: - $40,000 - $50,000
  • 09 Sep 2013 7:27 PM | Anonymous
    Dear CCODN Members,
    We will be holding our third "Creating a Culture of Continuous Improvement", Community of Practice Meeting, prior to the September CCODN program. Nik Cica will be providing an overview of the Honeywell Operating System. We will get started at 4:00 PM September 18, at Franklin University, Phillips Hall, Room 220, 303 S. Grant Ave., Columbus, 43215 . If you have not signed up for the program, you can register at the CCODN website. http://ccodn.memberlodge.org/

    Best Regards

    Douglas Hartshorn
    President CCODN
  • 27 Aug 2013 6:04 PM | Anonymous
    Over my career I have read countless books on leadership and heard many speakers, executives and even theologians pontificate on what is takes to be a leader. They have suggested that leaders are "born and not made" or the contrary, "leaders are made not born". Up until 3 weeks ago nothing I had read or heard had captured the essence of leadership for me. Three weeks ago I spent some time planning a large national conference with some fellow professionals. We were discussing different themes for the conference when the topic of leadership as a theme came up, during the discussion a Gentlemen said " leadership is the ability to create followers". I think why that simple phrase resonated with me is that I believe:
    • Leadership is a calling, your the best person to lead in a given situation
    • Leadership is a big responsibility
    • Leadership requires passion
    • Leadership sometime means stepping aside for a more talented and capable leader
    With this new personal insight into what motivates me to be a leader I am looking forward to the September Capital City OD Network program "Innovative Leaders Approach to Transforming Organizations". I am excited to be able focus on being a more effective leader when I choose to "create followers"

    Douglas Hartshorn
    President CCODN 

  • 12 Aug 2013 10:58 PM | Anonymous

    Project Training Manager (Columbus, Ohio) (#912149)

    Purpose: 

    Reporting to the Director of Organizational Change Management on a large-scale IT project, this position will lead a team of 5-10, internal, consultant and internationally based employees through the planning, design and delivery of training to affected employees across multiple deployments. 

    This leader will play a key role in helping the Project meet business, schedule and budget objectives, by emphasizing and understanding the people side of change including changes to business processes, systems and technology, job roles and organization structures.   

    The main focus of the role is to facilitate the development and delivery of end-user training. This includes the plans for learning and performance support, training curriculum, development of materials, training logistics and delivery of training. All training plans and activities will align with overall project goals to minimize employee resistance, maximize employee engagement, drive faster adoption, and result in equipping affected individuals with the knowledge and skills to maximize the project benefits and achievement of the desired results for NiSource.

    Desired Results:

    • Effectively executed learning initiatives, in concert with overall change management initiatives of NiFiT Project
    • Faster adoption, increased utilization and higher proficiency of implemented process and technology changes associated with NiFiT Project
    • Successful management of Learning Team resources (NiSource and contractors) on NiFiT Project
    • Expanded and improved application of leading practices for learning, as part of overall organizational change methodology and tools

    Desired Competencies:

    Building a Successful Team

    Using appropriate methods and a flexible interpersonal style to help build a cohesive team; facilitating the completion of team goals.

    Building Trust

    Interacting with others in a way that gives them confidence in one's intentions and those of the organization.

    Decision Making

    Identifying and understanding issues, problems, and opportunities; comparing data from different sources to draw conclusions; using effective approaches for choosing a course of action or developing appropriate solutions; taking action that is consistent with available facts, constraints, and probable consequences.

    Delegating Responsibility

    Allocating decision-making authority and/or task responsibility to appropriate others to maximize the organization's and individuals' effectiveness.

    Driving for Results

    Setting high goals for personal and group accomplishment; using measurement methods to monitor progress toward goals; tenaciously working to meet or exceed goals while deriving satisfaction from that achievement and continuous improvement.

    Facilitating Change

    Encouraging others to seek opportunities for different and innovative approaches to addressing problems and opportunities; facilitating the implementation and acceptance of change within the workplace.

    Planning and Organizing

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

    Tenacity

    Staying with a position or plan of action until the desired objective is obtained or is no longer reasonably attainable.

    Essential Responsibilities:

    • Develop and deliver a learning strategy that supports end-user needs and the overall goals of Project
    • Partner with the functional teams to understand key business process decisions and their potential impact to the organization (processes and procedures, individual roles/jobs, etc.), in order to develop appropriate learning activities
    • Integrate strategy and plans with other key project areas  such as Testing and Deployment - to ensure timelines and activities stay aligned
    • Partner with other Change Management team members to identify potential people-side risks and anticipated points of resistance, and to develop specific plans to mitigate or address the concerns
    • Oversee, monitor, and measure plan execution and effectiveness.  Manage work-plan activities, reporting status, and assisting designated resources to stay on plan. Track and manage against budget.
    • Lead a team in the design of end user learning materials and activities using Adult learning theory and instructional design methodologies
    • Utilize standard principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects

    Key Work Experiences/Education:

    Required for Selection

    • Minimum of a Bachelor's degree
    • Minimum of 5 years Training Development experience, with at least 3 years experience as Training Lead  including experience on an ERP implementation or  other large-scale IT project
    • Experience leading teams
    • Strong planning and project management skills; Proven ability to manage multiple priorities while delivering high quality results
    • Exceptional communication skills-both written and verbal
    • Strong skills with PowerPoint, Excel, Word, MS Project; Proficient with Visio and SharePoint
    • Ability to travel at least 40-50%, as needed 

    Preferred for Selection

    • Master's degree in related field
    • Experience with delivery of other areas of Organizational Change Management, including communications, sponsorship and change readiness/measurement
    • Experience in creating interactive courseware using Adobe Creative Suite or similar products
    • Experience with CBT development tools (such as Captivate or UPK) and ability to build interactions, pop-ups, and integrate simulations into learning programs
    • Experience in utilities industry
    How To Apply

    For immediate consideration, please apply on-line at www.nisource.jobs on or before September 9!

  • 12 Aug 2013 10:40 PM | Anonymous

    Engagement & Measurement Management (912148)

    Purpose: 

    Reporting to the Director of Organizational Change Management on a large-scale IT project, this position will lead a team of 3 - 5, internal, consultant and internationally based employees through the planning and delivery of engagement and measurement plans and activities for affected employees and leaders - across multiple deployments. 

    This leader will play a key role in helping the Project meet business, schedule and budget objectives, by emphasizing and understanding the people side of change including changes to business processes, systems and technology, job roles and organization structures.  

    The primary areas of focus are to create and implement end-user engagement plans and activities, along with creating and implementing readiness measurement plans and activities for the Project. Activities need to align with team goal to help minimize employee resistance, maximize employee engagement, drive faster adoption, and result in equipping affected individuals with the knowledge and skills to maximize the project benefits and achievement of the desired results for NiSource.

    Desired Results:
    • Effectively execute change management initiatives, in concert with overall change management initiatives of NiFiT Project
    • Faster adoption, increased utilization and higher proficiency of implemented process and technology changes associated with NiFiT Project
    • Successful management of team resources (NiSource and contractors) on NiFiT Project
    • Expanded and improved application of leading practices for change management, as part of overall organizational change methodology and tools

    Desired Competencies:

    Building a Successful Team

    Using appropriate methods and a flexible interpersonal style to help build a cohesive team; facilitating the completion of team goals.

    Building Trust

    Interacting with others in a way that gives them confidence in one's intentions and those of the organization.

    Continuous Improvement

    Originating action to improve existing conditions and processes; identifying improvement opportunities, generating ideas, and implementing solutions.

    Customer Focus

    Ensuring that the customer perspective is a driving force behind business decisions and activities; crafting and implementing service practices that meet customers’ and own organization’s needs.

    Delegating Responsibility

    Allocating decision-making authority and/or task responsibility to appropriate others to maximize the organization's and individuals' effectiveness.

    Driving for Results

    Setting high goals for personal and group accomplishment; using measurement methods to monitor progress toward goals; tenaciously working to meet or exceed goals while deriving satisfaction from that achievement and continuous improvement.

    Facilitating Change

    Encouraging others to seek opportunities for different and innovative approaches to addressing problems and opportunities; facilitating the implementation and acceptance of change within the workplace.

    Gaining Commitment

    Using appropriate interpersonal styles and techniques to gain acceptance of ideas or plans; modifying one's own behavior to accommodate tasks, situations, and individuals involved.

    Essential Responsibilities:
    • Develop and deliver change management strategies, plans and activities that support end-user needs and overall goals of Project
      • Partner with the functional teams to understand key business process decisions and their potential impact to the organization (processes and procedures, individual roles/jobs, etc.), in order to develop appropriate change activities
      • Integrate strategy and plans with other key project areas – such as Testing and Deployment - to ensure timelines and activities stay aligned
      • Partner with other Change Management team members to identify potential people-side risks and anticipated points of resistance, and to develop specific plans to mitigate or address the concerns
    • Coordinate project change management activities with change management activities on other related IT initiatives and general business activities within impacted business units
    • Oversee, monitor, and measure plan execution and effectiveness.  Manage work-plan activities, reporting status, and assisting designated resources to stay on plan. Track and manage against budget.
    Required for Selection:
    • Bachelor's degree. 
    • Minimum 5 years recent experience applying organizational change management theory, principles, and techniques/methodologies on IT related initiatives, with a preference on experience with Finance and/or ERP projects
    • Experience leading teams
    • Strong planning and project management skills; Proven ability to manage multiple priorities while delivering high quality results
    • Exceptional communication skills – both written and verbal
    • Strong skills with PowerPoint, Excel, Word, MS Project; Proficient with Visio and SharePoint
    • Ability to travel at least 40-50%, as needed 
    Preferred for Selection:
    • Master's degree in related field
    • Experience with delivery of other areas of Organizational Change Management, including communications and training
    • Experience in utilities industry

    How To Apply

    For immediate consideration, please apply on-line at www.nisource.jobs on or before September 9!

    • 05 Jul 2013 9:36 AM | Anonymous
      Off To A Good Start
      The first Communities of Practice meeting was held prior to the June program. I am pleased that there were over a dozen members in attendance. I am also pleased with the engagement of the group. As we discussed our individual interests, we gained a consensus that many in the community were interested in learning more about continuous improvement activities such as kaizen, workout and the DMAIC Process. In addition the group has a desire to understand how to leverage Organization Development tools to sustain gains as a result of improvement activities. 

      What's Next?
      We discussed the possibility of holding a kaizen/workout event sponsored by a member of the Community Practice to provide insight & education into the workings of a continuous improvement. The next meeting of the community of practice will be at 4:00 PM prior to the July meeting. Topics discussed in the July meeting:

      • Overview of lean six-sigma continuous improvement process
      • Overview of Organization Development intervention process
      • Compare and contrast the similarities and differences in the process
      The intention is to provide a "safe space" for sharing knowledge. Please join me prior to the July meeting at 220 Phillips Hall if you are interested in the topic or starting a community of practice

      Sincerely, 

      Douglas E. Hartshorn
      President, Capital City OD Network





    • 27 Jun 2013 7:26 PM | Anonymous
      The Capital City OD Network is Pleased to offer a corporate membership. For a $250 annual fee your organization can take advantage of the following benefits:

      • All of the Individual Membership benefits for an unlimited number of company employees
      • Share our exceptional programming with anyone and everyone in your organization
      • Receive recognition and visibility as a CCODN sponsor
      • As a CCODN member receive a discount on the National OD Network Dues
      • Participate in CCODN communities of practice
      Sign up today and join us for our July and August programs. 

      Sincerely, 

      Douglas E. Hartshorn
      President, Capital City OD Network
    • 17 Jun 2013 7:53 PM | Anonymous
      Participants have asked that we kick-off the meeting for communities of Practice at 4:00 pm on the 19th, to give everyone time to participate. 

      Regards, 
      Douglas E. Hartshorn
      President CCODN

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