Whether you are new to OD or a veteran, with so many professional titles, applications, and definitions of OD, figuring out your unique career-fit can be very challenging. While the field may be complex, developing an inspiring career that leverages your unique talents and interests doesn't have to be! That's where the M.O.S.T. Career Coaching and Assessment comes in. ​ Instead of taking a one-size-fits-all approach, the M.O.S.T. matches your unique competencies and preferences with specific types of OD careers that are more likely to feel like "professional callings" than everyday work. This is accomplished by asking questions that reveal your current (and desired) areas of OD competency mastery, the type of change you hope to influence, the change approach you most prefer, and the professional identity you are most likely to enjoy. When combined, your answers to these questions reveal your unique M.O.S.T. Career Calling Preference — one of 16 preferences in total!  

About Dr. Bill Brendel 

Bill Brendel earned his doctorate at Columbia University and for over 20 years has honed his craft in strategically transforming leaders, teams, and organizations. As founder and principal consultant for the Transformative Learning institute (tlinstitute.com), Bill enjoys helping a wide variety of organizations around the world in locations such as the U.S., Africa, China, Korea, and India. In addition to consulting, Bill is also an Assistant Professor and teaches graduate courses to aspiring consultants at Penn State University. In 2021, Bill received the Organization Development Network "Lisa Kimball Evolving the Field of Organization Development Award", one of the field’s highest honors, for his outstanding accomplishments in connecting diverse people and ideas to advance OD theory and applications worldwide. He is a trustee on the board of the Organization Development Network and currently leads the Organization Development Education Association.  His signature contribution to the field includes the theory and practice of Conscious Organization Development, a natural extension of Diagnostic and Dialogic OD.   Bill is also the creator and executive director of OpenSourceOD a free, member-driven organization that boosts OD's ability to address pressing challenges to humanity and transform organizational performance in radically innovative and unobstructed ways. His vision, which has garnered hundreds of active members, is to ignite the spirit, reach, and impact of OD. This is made possible through member-driven initiatives such as the OD Career Calling Assessment, Immersive (Virtual Reality) Learning Circles, and OD Innovation Labs. Go to opensourceod.com for more!

Hear it from the source, four well-respected editors and journal reviewers in our field. Publishing is an essential step to advancing your professional brand as a thought leader. While there isn’t a one-size-fits-all approach or any magic formula, this presentation is designed to take you through the typical steps in getting published. Discover how to increase your chances of becoming a published author, from choosing the right journal and understanding a peer-reviewed article, to responding to reviewers and navigating the production process. Come to this interactive session and learn more about what you need to do to be successful in the publication process.

Summary: Dr. Warrick has been a student, educator, practitioner, and author of books and articles on OD&C for over fifty years.  In his session, he will be sharing some of the key lessons he has learned about the field that he considers to be one of the most rewarding fields anyone could be in.  He loves the field of OD&C and believes that people involved in OD&C have an opportunity to make a significant difference in the lives of organizations, teams, and individuals.

About Dr. Warrick: Dr. Warrick is a Professor of Leadership and Organization Change and President’s Teaching Scholar at the University of Colorado at Colorado Springs. Dr. Warrick has received the Life Time Achievement Award from the Organization Development Network for “his significant and lasting impact on the field and practice of organizations development.”  He was the second recipient of the Academy of Management Distinguished Educator Award given for “exceptional contributions to organization development and change education, scholarship, and practice.”   He has also been recognized in the book Handbook of Organizational Change Thinkers with a chapter devoted to his contributions as one of the leading thinkers on organization change and development.  Dr. Warrick was the second editor of the Academy of Management OD Newsletter and the eleventh Chairperson of the OD Division of the Academy of Management.  At his university he has received the Chancellor’s Award (Outstanding Faculty Award), the Outstanding Teacher Award, and many Outstanding Teacher and other Awards from the College of Business. Dr. Warrick has been a consultant or trainer for several hundred organizations including Fortune 100, medium size, and smaller organizations as well as public sector and religious organizations.  He holds BBA and MBA degrees from the University of Oklahoma and his doctorate is from the University of Southern California.

The presenter will engage participants through discussions on bias and microaggressions, and the impact of these harmful behaviors when they go unaddressed. The workshop will introduce concepts of unconscious bias and stereotypes, and help participants consider their own individualities using Multiple Dimensions of Identity as the theoretical framework. The workshop will then review the key principles of bystander intervention and the responsibility employees have in interrupting behaviors that silence voices or harm the dignity of team/organizational members. Participants will consider if bystander intervention could help change their organizational culture. The presenter will focus on how small actions taken to intervene in moments of bias can culminate in a more positive and inclusive organization. Participants will take away practical skills to restore harm caused, and to help their organization assess if bias behaviors may be preventing belonging.

About Jennifer - Jennifer McCary is the Chief Diversity and Belonging officer at Bowling Green State University (BGSU), where she oversees the Division of Diversity and Belonging. McCary earned a Bachelor of Fine Arts degree in art education/stone sculpture, a Master of Arts degree in college student personnel, and is currently working on a Doctorate in organization development and change, all from BGSU. McCary serves on multiple local steering committees and holds elected positions within the American College Personnel Association (ACPA). She is a two-time TEDx speaker, an exhibiting artist, and received a 20 Under 40 award from the City of Toledo in 2019. McCary has made it her professional goal to help reduce violence and improve the climate as it relates to inclusion in as many spaces as possible.

“Don’t only practice your art, but force your way into its secrets, art deserves that, for it and knowledge can raise man to the divine.”  - Ludwig Beethoven  

If the practice of organization development draws from both its science and art, intentionally cultivating a compelling presence actualizes the wisdom in Beethoven’s quote. Isn’t it the artistic dimension of our work that seeks depth and differentiates performance from being a presence of some consequence?    

This presentation is the adaptation and integration of established theoretical notions that while a commanding presence is a gift for a select group of people; in the practice of organization development, a powerful presence, the consequence of how we show up, can be intentionally nurtured, practiced and integrated to fit one’s authentic nature, for anyone willing to do the work.  

We all know people who enjoy a natural, attractive bearing, an air about them, that allows/causes us to enjoy being in their company; listen attentively for their nuanced usage of language, the variations in their voice or gestures when they speak. We think of their effect as an aura, charisma, or mystique; qualities unique to them that may be imitated but not teachable or replicated by another.   

Such gifts (wisely honed to context and purpose) may be valuable for the OD practitioner because effectiveness in our work depends heavily upon how we show up; use our “selves” creatively; how others experience us intellectually, energetically, and spiritually; an inexplicable nexus of knowing, doing and being.       

Contemporary OD literature, training and development programs all accentuate the use of one’s presence as essential to “making a difference;” and a key proficiency in the facilitation of change.   

Demystifying, for the purpose of this interactive symposium, means examining the why, what, and how of intentionally embodying specific practices and mindsets that complete the highest potential of our natural presence. This includes a distillation of the literature as well the presenters personal/professional observations and suggestions.  

Please bring your perspective so that together we add concrete methods and explore practical questions related to what is known, unarticulated and unknown about practicing presence in the facilitation of change.  

ABOUT Dr. Baldwin Frances has over forty-five years of international experience as an educator, leadership consultant and coach. She served as an internal consultant for 20 years in the petrochemical industry and city government. As founding principal at Designed Wisdom, inc., a boutique consulting, coaching, and training firm, Frances’ clients have included medical, aerospace, nuclear, military, educational and community organizations.  

Winner of two lifetime achievement awards, Frances is also affiliated with the OD Network, NTL Institute, Journal for Social Change, World Café Foundation, and the Doctorate in OD & Change Program at Bowling Green State University.  

Her signature style of teaching and speaking is the articulation of wisdom and useful principles gleaned from an extensive hands-on career; offered through engaging dialogue and compelling stories infused with humor and presence.

With high turnover rates ravaging the workforce and The Great Resignation underway, Kimberley Barker aims to change the narrative. Her recent book, ‘YOU Can Create Positive Change at Work!’ demonstrates that creating a positive work environment can only happen if employees are valued and shown they’re a necessary part of the team, department, and organization.   “Despite the food of books on business leadership and about creating a positive and dynamic corporate culture — directed for the most part at decision-makers in the C-suite — too many employers still fall short of the mark,” said Barker. “In our book, we offer suggestions filled with real-world examples, helpful ideas, life stories, and concrete ways that can change your workplace and your life.”   

ABOUT KIMBERLEY: Dr. Kimberly Barker has a passion for teaching, learning, OD, advocacy, and planning for the FUTURE OF WORK. Dr. Barker is a full-time lecturer at Eastern Michigan University and a Scholar-Practitioner who assists those interested in 'living their best life at work'! She has five years of Human Resource experience, ten years of Commercial Banking, and 15 years of Hospital Administration experience. Her book is full of tools to transform your work life and YOU! It guides you on becoming the best version of yourself at work and in your life, with the goal of empowering you in positive business principles.

People struggle with change.  They complain it is hard, takes too long, and costs too much.  All too often, its also ineffective.  Look at your own experience.  Wouldn’t you jump at the chance to achieve results in your own work faster, easier and better?

It’d be great if there were a predictable way to make this happen.

There is.  It’s called Leverage Change:  8 Ways to Achieve Faster, Easier, Better Results.

These 8 smart, strategic actions, or levers, can be applied to any change, any time, any place.  Use them and you’ll be on your way to getting more done with fewer headaches, hassles and problems.  You can use the levers for everything from strategy implementation to culture change to mergers and acquisitions and leadership development.

This is a session where you’ll get real work done.  Whether your change effort is straightforward or complex, involves only your own team or the whole organization, or is just beginning or well underway, your time with Jake will hit the mark.  This presentation is really a consulting experience masquerading as a presentation.  Using a unique “Rapid Response Consultation” approach, you’ll witness a real time roll up the sleeves demonstration of the power of applying the 8 Levers of Leverage Change.

You’ll also have your own opportunity to put these same strategies to work on any type of change on your plate.

Identify and address the most common problems in your current change work – and know how to do it when you recognize them in the future too.

Question your assumptions. Challenge your paradigm.  Open your thinking.

You’ll leave with a fresh perspective on change that will transform the way you see and do change work forevermore.  Faster, easier, better change is in your future.  Join this session and see how.

Addressing burnout is top of mind for many organizational leaders, two years into the pandemic. Western culture, particularly US culture orients towards a preference for perseverance, pushing through, and staying busy. Post-traumatic growth research offers insights regarding how trauma experienced at the individual and personal level can be navigated through reflective practices to bring new understandings and discoveries that did not exist pre-adversity. Kelly will speak to practices that can be utilized by leaders and organization development practitioners to help their employees and teams during times of individual and collective adversity.

About Kelly:

Kelly Clarke is the founder and lead coach and consultant at Great Lakes Coaching and Consulting. She has also served as a social impact leader for the last twenty years working in resilience, strategy, performance management, coaching, learning and development and organization development.  Kelly has a BA in Social and Management Studies from Antioch College and an MSc with distinction, in Sociology from the London School of Economics. She is currently pursuing a Doctorate in Organization Development and Change at Bowling Green State University. Kelly’s article Moving Through Collective Adversity was recently published in the fall 2021 issue of Organization Development Review. Kelly currently serves at the Great Lakes non-profit, IFF as a Director of Consulting Practice, leading learning and development, employee coaching, and quality assurance efforts.  Prior to that, she served as a nationally recognized leader of a Michigan resilience agency, the Kalamazoo County Land Bank Authority.

Abstract:

Professional Identities can be defined as a representation of one’s self, developed over time through cognitive, psychological and socialization processes. It is a relatively constant and unchanging set of values, attitudes, beliefs and norms. Over time, an individual begins to think, act, and feel like a professional in their field. For occupational professionals such as physicians, nurses, engineers, and teachers, their professional identity becomes stronger, as these individuals are required to participate in continuing education, obtain professional certifications, and ascribe to specific professional ethics.

Professional identities can be both an asset and a liability as they ensure specialization, expertise, and even stability, but they also create boundaries and barriers when facing career changes such as promotions, job redesign and second careers.  Without sufficient individual and organizational support, the new role can leave the professional feeling incompetent, without autonomy, and demotivated, leading to lower engagement and performance.

In this presentation I will discuss how promotions, job redesign, and second careers are impacted by an employee’s professional identity. We will also examine how OD practitioners and managers must employ both a micro (personal/psychological/social) and macro (organizational/structural) change management approach in helping employees navigate through career transitions which may be incompatible with their professional identity.

Bio:

Nila Jennings is a second-year doctoral student at Bowling Green State University, in their Doctor of Organization Development and Change program. She is the owner and Chief Strategy Officer of Fusion Coaching and Consulting Group, Inc., a management consulting group that provides leadership and management development and training, strategic planning, executive coaching, and organization development services. She is a member of the International Coach Federation and a Professional Certified Coach, a Strategic Planning Professional, and a professional member of the National Speaker’s Association. You can contact Nila at [email protected].

Joanne C. Preston, PhD, RODC, Editor of the Organization Development Journal and internationally recognized management consultant who specializes in creating change across large, complex systems.  She provides viable solutions and management development breakthroughs to family business, major corporations and countries that focus on measurable outcomes and results.  This presentation will take you through the steps of modifying and preparing any paper to send to any journal in the form and format that will at least go out to peer review INSTEAD of immediate return. The publication game is about persistence, being open to hard feedback and lots of rewriting. Come to this interactive session and learn more about what you need to do to be successful in the publication process.