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.
  • 16 Jun 2013 10:35 AM | Anonymous

    CCODN July Program

    I am looking forward to the July CCODN program. The program will provide an overview of The Birkman Method.

    The Birkman Method® is an industry-leading personality assessment and related reports that facilitates team building, executive coaching, leadership development, career management and interpersonal conflict resolution.

    “Seek to Understand Before You Can Be Understood”- Is one of the 7 Habits of Highly Effective People, that Stephen Covey suggested we master in his classic book. It makes a lot of sense. Anytime I have needed to accomplish a task or to achieve a goal that depends on others, their experience and expertise has proven to be invaluable. With that said, completing the task or achieving the goal at times can be painful due to team dynamics.

    Gaining insight into teammates working styles and how they perform under stress can avoid a lot of unnecessary conflict. More importantly gaining insight into your own working style can help an individual be a better teammate, coach and leader. (Maybe even a better parent, or spouse).

    I signed up for the program this morning. I am looking forwarding to taking the assessment and learning about the results. I am looking forward to sharing my results with my fellow CCODN Board Members. I hope they share their results with me. I am confident the program will make us better teammates and leaders.

    I am a firm believer that some of the best OD interventions are the ones that we perform on ourselves with the help of others.

    I hope to see you at the July event,


    Douglas Hartshorn

    President Capital City OD Network

  • 03 Jun 2013 9:54 PM | Anonymous
    With my official handing off the baton of President of CCODN to Doug Hartshorn on May 1, I would like to publicly thank him for his graciousness and commitment toward charging CCODN forward. I've had the pleasure of getting to know him much better these past 6 months as he shadowed me, and I am more convinced than ever that he is the right leader for us. I think you will find him to be open, accessible, smart, knowledgeable of the field, and completely dedicated to improving your experience. I highly recommend you reach out to get to know him.... And even better, to let him know what you want to get engaged in!

    I would also like to thank the CCODN Board members who I've been honored to serve with these past two years. I can't tell you enough how grateful I am for having the opportunity to have learned from each of you, and for the tremendous impact you have had on our organization and members. I'd like to personally call them out here:

    - Tom Rausch
    - Denton Whitney
    - Ruei Chen
    - Jill Kildow
    - Leslie Gant
    - Maggie Corder
    - Shad Bosh
    - Deb Peluso
    - Curt Walker
    - Kimberly Shepherd
    - Kate Graham
    - Garry McDaniel

    Finally, a very special thanks to the members of our CCODN community. You did me a great favor when you elected me over 2 years ago, and it is my hope that I was able to serve you well.

    I look forward to continuing on the board as Immediate Past President, and will see you all at our next event!

    Fond Regards, Jason
  • 29 May 2013 8:13 PM | Anonymous
    During CCODN Poster session in April I presented the work the CCODN board has been doing on developing communities of practice/special interest groups. During the poster session I answered 3 key questions relating to communities of practice:
    1. What is a community of practice?
    2. How do organizations benefit from communities of practice?
    3. How do individuals benefit from participating in communities of practice?

    A community of practice is a group of people who share a set of problems, or passion about a topic, and who deepen their knowledge and expertise in the area of concern by interacting on an ongoing basis. The interaction can include but are not limited to sharing of best practices, problem solving and training and development. 

    A community of practice benefits organizations by:
    • Providing an arena for solving problem
    • Creating a forum for knowledge sharing
    • Proving access to education on a topic at a reduced time and cost
    • Creating a forum for benchmarking
    Participation communities of practice benefit individuals by:
    • Providing help with challenges/problems 
    • Forum for expanding skills and expertise
    • Network for keeping up with best practices
    • Enhanced professional reputation
    • Increased marketability 
    What Communities of Practice are we launching? 
    Based on feedback from our members we are launching the following communities of practice:
    • Creating a Culture of Continuous Improvement
    • OD Innovation - Conscious Capitalism
    • Change Management 
    • Building a Coaching Culture
    • Leadership and development
    How can you get involved? 
    We will be meeting prior to the June 19th meeting at Phillips Hall Room 220 at 3:00 PM. To kickoff the Creating a Culture of Continuous Improvement and the Innovation community's of practice. If you would you would like to participate please email me Douglas Hartshorn, CCODN President at  
  • 19 May 2013 6:38 AM | Anonymous
    Thank You Jason Mlller
    May 1st I transitioned from President Elect of CCODN to President. Jason Miller has transitioned to the role of Past President. I want to thank Jason for his leadership over the past two years as President and for mentoring me the past 6 months. 

    Why OD? Why CCODN? Why Now?
    I have been in business for 25 years. The first 15 years of of my career I held a number of senior roles in Operations, Supply Chain Management and Product Marketing. The last 10 years I have worked as a Strategy and Operational Excellence Executive, transforming organizations and creating a culture of continuous Improvement. Over those 25 years there have been two constants:
    1. Change - Change is constant. How people react and respond to change will determine how successful we are in our personal lives, professional lives and how successful our communities will be.
    2. People - People make the difference. Successful families, organizations and communities depend on engaged people. If people are not involved in the change that impacts them, it is unlikely that any change initiative will succeed. 
    The field of Organization Development provides the tools and the theories that when applied can help organizations effectively manage change and engage people. 

    Why CCODN? 
    I have been involved with CCOD for 2 years. Over the past few months I have spoken to many of the members on why they attend CCODN programs. Some members come for professional development, others for the opportunity to network. CCODN will continue to provide its members networking opportunities, and quality education programs. 
    I believe CCODN can be much, more. I believe that CCODN can be a catalyst for effective change in our personal, professional lives and our communities.

    Why Now? 
    CCODN and for that matter the field of Organization Development are at a crossroads. The May program was used to introduce Appreciative Inquiry to our members. The board also wanted to use the program to solicit feedback on how we can drive membership engagement and serve our members better. We received a lot of productive input. At my table a participant suggested that we dissolve CCODN. To this I can emphatically say "not on my watch"! I ask anyone who cares about CCODN and the work we do as OD professionals join me in revitalizing our organization. 

    What Can You Expect?
    Last night I attended the BGSU MOD Alumni reception in Perrysburg Ohio. Dr. James Mcfillen is retiring as the Director of The Masters of Organization Development Program. Deborah O' Neal has been appointed the new Director. Starting in July BGSU is going to be more active in Central Ohio and with CCODN. In addition to a closer relationship with BGSU, my priorities as president in the next 6 months are:
    1. Developing a 6 to 12 month program schedule that allows the board to be more strategic
    2. Improving the engagement of the current members 
    3. Increasing the participation of OD executives in CCODN 
    4. Increasing the visibility of CCODN and its members in Central Ohio

    Please join me in revitalizing CCODN and making a positive impact in Central Ohio.  

    Douglas Hartshorn
    President, CCODN

  • 15 May 2013 5:04 PM | Anonymous
    I am writing to draw your attention to two positions that are open on my friend's team at Nationwide:  Senior Consultant for Team Effectiveness and Senior Consultant for Leadership Development.  For both of these openings, they are hoping to recruit consultants with significant experience, and with capabilities for interacting with senior-level leaders.  For those who might be interested in applying, the positions are posted on the Nationwide job site, and if easier, you can send your resume and a statement of interest directly to Molly Yates, Recruiting Specialist, at  

  • 23 Apr 2013 11:47 AM | Anonymous
    Go to the "member-only" section of the website to see these excellent new job opportunities.
  • 16 Mar 2013 10:18 AM | Anonymous
    CCODN has begun publishing a newsletter that includes thought-leadership articles on topics of interest to our members. Do you blog about leadership? Have you written case-studies, whitepapers or articles that deal with organizational culture or other topics of interest to OD professionals? If so, we would love to feature your work in our newsletter. All we need is a short introduction and a link to your free online published material. Please contact newsletter editor Tom Rausch with your submission ideas. Share your knowledge and wisdom with your peers in the Capital City Organization Development Network.
  • 06 Mar 2013 10:44 AM | Anonymous

    POSITION SUMMARY:  Works as a member of the marketing and communication team to meet the goals and objectives of the organization by providing the resources credit union members need to become (and remain) knowledgeable and proficient on the financial solutions we provide. Responsible for developing, implementing and maintaining the company’s member educational resources and training certification program. This includes assessing training needs, developing project plans for the completion of projects, and overseeing and implementing a robust online training program via a Learning Management System (LMS). Responsible for executing high quality educational experiences for members, directors, and staff of Corporate One.

    QUALIFICATIONS:Bachelor’s degree required. Minimum of three years related experience and strong writing skills required. Work requires an outstanding ability to communicate with members, corporate staff, and external company contacts. Excellent interpersonal, public speaking, problem-solving time management and organizational skills required. Advanced experience with MS Office, especially PowerPoint software, as well as online learning platforms required. Experience with Brainshark software preferred.  Flexible to perform other duties and projects as assigned. EOE

    To apply:

  • 04 Mar 2013 11:05 AM | Anonymous
    Organization/The Opportunity:

    The Ohio State University, one of the nation’s leading public universities, is seeking applicants for the position of Director of Financial Training, in the Office of the Controller. Financial Training offers relevant training regarding the university’s financial policies, procedures and systems for employees with fiscal responsibilities. A key component of this position will be to contribute to the strategic direction of financial training throughout the Office of Business & Finance. The ideal candidate will have the vision to assess the current inventory, perform a needs analysis and recommend the future structure and direction of the training function. This individual will also participate as a team member to identify and implement a new model for a state of the art training function implementing a learning management system to deliver, track, manage and report on training and learning opportunities for staff university-wide as compliance to training requirements for university employees is critical.

    Position Overview:
    Manages the staff training program covering financial, ethical and procurement topics and leads a team of three full-time professionals and three student employees. Creates and develops learning opportunities for university staff. Presents an organized curriculum with diverse learning opportunities including online courses, instructor-led workshops, experiential lab practices and skill assessment in a training database environment. Responsibilities pertain to all aspects of the training cycle, from needs assessment, course development, monitoring of compliance, training requirements and evaluation. Developing and maintaining a cross-university group of training volunteers and providing train-the-trainer preparation process is instrumental in the success of the program. The Director interfaces with university departments to ensure training content is updated and current, and oversees information on web pages used to communicate with participants.

    Position Objectives:
    • Assesses current inventory and performs a needs analysis to recommend the future structure and direction of the training function.
      Assesses needs and defines training requirements for a shared services environment.
      Creates and develops learning opportunities to raise the level of development for university staff.
      Represents the Office of Business & Finance in aligning training efforts and supporting the implementation of a university-wide Learning Management System.
    Bachelor’s degree in Education, Business Administration or related field or equivalent education/experience; five years instructional design and management experience; five years experience in an adult education environment; three years of experience with curriculum design, classroom instruction, on-line course development, blended training environment and project management and ability to work with all members of the university community.

  • 22 Jan 2013 6:23 PM | Anonymous
    POSTING:  United Way of Central Ohio undefined Assistant Vice President, Accountability & Operations

                    United Way of Central Ohio (UWCO) is seeking an Assistant Vice President of Evaluation and Operations (AVP) in the Community Impact (CI) department with a Master's degree, preferably in a human services field. This person must have 4 - 5 years' experience in program evaluation, experience in training and consultation with thorough knowledge of non-profit funding, management, operations, budgets, planning, policy analysis, volunteerism and community organizations. A successful candidate will have extensive knowledge of program performance measurement, familiarity with local human services, an established network in the field, and general understanding of broader, more global human services issues.

                    Responsibilities include development and implementation of procedures for incorporating process improvement and performance measurement into the UWCO program investment process, development and management of an overall system of accountability that demonstrates results at a program and community level and oversees the implementation of performance measurement by all funded programs.

                    Essential knowledge, skills and abilities include strong technical, quantitative and evaluation skills and experience with logic models. Must have the ability to collect, analyze, manipulate, interpret, understand and translate data. This person will be expected to develop, implement and evaluate a range of large and small group training sessions and have group process and facilitation skills. The position requires the ability to listen to, understand and effectively respond to the needs of community program providers in a variety of service areas around performance measurement.

                    The position is responsible for the oversight of CI department operations including management of the department budget and serves as a member of the CI Leadership team.


    Resume and cover letter should be combined in one Word document and submitted no later than by Friday, February 8, 2013 via the following URL address:
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