Background

Organizations are complex and adaptive systems.

About me

Throughout my career, I have been involved in efforts to sustain organizations through the development of resilient people and systems. I have served in all technical areas of human resources, although my areas of expertise are probably best characterized as training and development, change management, and employee relations. My 30-years of professional experience has spanned the for-profit, nonprofit, and education sectors. View my resume to review my work history and selected projects.

Current emphasis

My primary focus is the completion of my dissertation research. My research is consistent with my long-term focus on developing people and organizations.

To learn more about my current feedback research, go to the Purpose page under the Study section of this site or visit the Curious section to read my blog and find a growing list of related resources, including reading, models, and tools.

Organizations are dynamic entities. In response to internal and external forces, organizations experience sudden and dramatic change, as well as change that is moderate and more measured. Even in periods of apparent stability change is ongoing, although it may go unnoticed until well imbedded. This continuous adaptive activity occurs within and between individuals, groups, systems, sub-systems and organizational (whole system) level. Change activity can occur at one level and not another; can vary by person; can differ in meaning; can fluctuate in terms of pace.

Organization development is a response to this dynamism and complexity. Organization development is a planned and collaborative process. It is an effort to understand the organization in general (present realities and future possibilities) and the change needs in particular. From this understanding, OD outlines the range of efforts (from fine-tuning current capabilities to transformational redesign) necessary to achieve short- intermediate- and long-term developmental change goals. Organizational development serves to improve and enhance the health (human ecology), effectiveness and self-renewing capabilities of the organization and its members.

Present demands of this research limit my ability to take on additional consulting activities at this time.

Services

My evolving portfolio of services is a reflection of my own growth and development as I continue to meld the theory of my recent studies with the practice of my many years of experience. Current content areas include the following:

Training and Development

Training and development needs assessment. Program design, development, and delivery. A sample of past topic areas includes communication (one-on-one, small group, public speaking), employee relations (feedback, administration of discipline), team development, interviewing & hiring, delegation, workplace ethics, trust, and other areas in both management and individual development.

Change Management

Assessment, design, and facilitation of change management initiatives with special emphasis on the human transition factors.

Philosophy, Policy, Practice

Assessment of current operating philosophies (aspirational versus actual); development of appropriate policy and practice manuals, both domestic and international.