The document summarizes an interview with Toni Mattison, an Associate Training Specialist for AT&T's Mobility Training and Delivery organization, about the structure and culture of the organization following mergers that formed the new AT&T. The goals of the organization are to provide effective training using strategic tools and platforms to ensure employees have the skills needed for their jobs. The merged company's history and leadership style have influenced the organizational culture, which utilizes a systematic approach and focuses on metrics. Major changes from the mergers required a change process that faced some resistance but was communicated effectively through leadership strategies and institutionalization of values and tools.

1. AT&T Services, Inc. Organizations by Design Presenters: Toni Mattison & LaNore Hammond

2. Interview Toni Mattison is a former manager with BellSouth. After the merger of AT&T, SBC and BellSouth/Cingular, Toni now works as an Associate Training Specialist for the Mobility Training and Delivery organization.

3. Describe the culture of the organization.

5. Provide measurement tools to acces training impacts

6. Use a systematic approach to design training programs using current and future platforms

7. Employees receive the knowledge and skills to be successful on the job

9. Do you think the culture is attributed to the leadership’s style and practices?

10. Is there anything unique in the organization’s history that has influenced the structure and culture of the organization?

11. In your opinion, are the structure and culture of the organization an asset or a liability to its overall effectiveness based on both its stated and unstated goals?

12. Describe the change process that took place in your organization as a result of the organization’s changes (i.e., merger, restructure, etc.)

13. What major change directly impacted your organization? Knowledge Check Question: The importance of protecting proprietary information is to keep our _____________ safe. customers clients legal information testing data

14. Did the leadership anticipate any resistance? If so, what strategies were used by leadership to overcome the resistance?

16. Beliefs

18. Do leaders and other members of the organization consider this change process a success or a failure? Why?

19. Questions?