HOD Summit Presentation
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This document discusses a reorganization of the Human and Organization Development department at TSTC to better adapt to changing technologies, markets, and challenges. It provides context on organization development from management expert Warren Bennis and outlines TSTC's focus on values, leadership principles, and adapting to a global, technology-driven world. The document examines different views of organizational structures and becoming more agile, adaptive, and results-focused. It notes challenges of the transition but envisions a future state with a single, leveraged HOD function that is simple, focused on success, and empowers employees.
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• The debates and stories we hear
• The leadership capabilities required to drive a High Performance Culture - Innovative and strategic thinking, strategic alignment and traction, structure and role alignment, talent management, change management, culture transformation
• The leadership capabilities required to drive a High Engagement Culture -Transformational leadership, Engagement, Enablement, Empowerment, Leading high performance teams, Holding Crucial Conversations
• Personality vs Capability – can a leader change his approach?
• Getting it right
Merit Profile Executive Brief
The document provides an overview of Future Achievement International, which offers proprietary predictive analytic technologies and intellectual properties to help organizations optimize their human capital investments. It describes FAI's mission to help create character-driven cultures that maximize human capital and business outcomes while minimizing risks. FAI's solutions address talent acquisition, employee development, and succession planning by assessing individuals' character attributes and linking them to key performance indicators and organizational values. The solutions are designed to improve culture, performance, productivity, and return on human capital investments through an integrated predictive analytics approach.
Leadership Challenge in the 21st Century: HR Development & the Overcoming of ...
Leadership Challenge in the 21st Century: HR Development & the Overcoming of ...Arab Federation for Digital Economy
1) The document discusses the development of human resources and overcoming learning disabilities through organizational learning and leadership challenges in the 21st century.
2) It notes that while processes and technology improve efficiency and effectiveness, people skills development alone contributes to efficacy. Organizations often fail to adequately engage their workforces or address learning disabilities.
3) Adaptive learning systems that transform passive learners into collaborators, and development of educational materials tailored to learning needs, can help organizations overcome these challenges through leadership focused on transformation.Succession planning
Helps student for developing their HR skill and gives a knowledge to professionals for thinking about the succession planning within organization.
Bl Matthews Brief Profile
Brad Matthews has over 20 years of experience as a management consultant working with organizations in 21 countries. He has extensive experience guiding leadership development, organizational culture change, and large transformations. Some of his clients include Cisco Systems, Hewlett Packard, Statoil, Agilent Technologies, and Kaiser Permanente. Matthews founded two consulting firms and has held leadership roles in business and non-profits. He has an M.Ed from Harvard and is certified in several assessment tools.
Organization Maturity Rating - human capital, value & risk
How can organizations understand how they can leverage more value from human capital and manage people risk.
Leadership , the key to unlocking high performance in safety critical indust...
Elements that contribute to the development of a strong safety culture;
The impact of various leadership styles on organisational behaviour;
Strategies to unlock organisation-wide behavioural shifts & change;
Behavioural tools & practices that work.
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Values, Assumptions, and Beliefs in Organization Development
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HOD Summit Presentation
- 1. TSTC Human and Organization Development Your Success Is Our Success
- 2. HOD Reorganization – Context Organization Development“…a complex strategy intended to change the beliefs, attitudes, values, and structure of organizations so the can better adapt to new technologies, markets, and challenges.” Warren Bennis
- 3. HOD Reorganization – Context Organization Development“…a complex strategy intended to change the beliefs, attitudes, values, and structure of organizations so the can better adapt to new technologies, markets, and challenges.” Warren Bennis
- 4. TSTC’s Organization Development “…beliefs, attitudes, and values…” Value of team and brand ISCLEAR (Innovation, Stewardship, Collaboration, Leadership, Excellence, Accountability, Responsiveness) Value-focus vs. Deficit-focus The Power of Trust, Empowerment
- 5. HOD Reorganization – Context Organization Development“…a complex strategy intended to change the beliefs, attitudes, values, and structure of organizations so the can better adapt to new technologies, markets, and challenges.” Warren Bennis
- 6. TSTC’s Organization Development “…new technologies, markets, and challenges.…” From Local to Global From Industrial/Informational to Conceptual Abundance, Asia, and Automation Connectedness
- 7. HOD Reorganization – Context Organization Development“…a complex strategy intended to change the beliefs, attitudes, values, and structure of organizations so the can better adapt to new technologies, markets, and challenges.” Warren Bennis
- 8. TSTC’s Organization Development “…structure of organizations…” Bureaucracy to business Management to leadership Radical, Unconventional, Bizarre Activity-driven to Results-focused Skills (success) focused vsAcademic Integrated, leveraged, messy
- 9. HOD Reorganization – Context Organization Structures Chancellor: Organic, or organization as Living System Self-organizing Interact with environment Comprised of subsystems Adaptive
- 10. Insights from Experts Good to Great, Collins Change or Die, Deutschman Appreciative Inquiry, Cooperrider Surfing the Edge of Chaos, Pasclae et al Re-imagine!, Peters Managing Transitions, Bridges A Whole New Mind, Pink The World Is Flat, Friedman Wikinomics, Tapsoctt & Williams Groundswell, Bernoff
- 11. HOD Reorganization – Context Views of Organizations (NPDS Info) Breakthrough Organizations (p. 5 & 6)Risk-seeking, loose structure, complex/chaotic Organization as Living Organism (p. 10-12)Agile, Complex, Subsystems, Respond and adapt to environment
- 13. work environment fosters success achievement.
- 14. workforce is diverse to strengthen TSTC’s appeal and meet state objectives.
- 16. HOD Summit Objectives Discover the New HOD Map the Road There Establish/Develop Teams
- 17. HOD Transition Challenges Urgency Transparency Inclusion
- 18. Talent Sourcing & On-Boarding Success Indicators
- 19. Organization Design & Development Success Indicators
- 21. Compensation & Payroll Success Indicators
- 22. Risk Management Success Indicators
- 24. What does it look like?
- 26. Uncertain/Messy
- 27. More of the SameEE’s, Prospects, Managers Seamless Simplified Self-service Virtual Different Far Away Leadership Broad Availability Deeper Competency Loss of Control Disengaged
- 29. Simple/Focused
- 30. Success
- 32. Specialist