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Showing posts from January, 2016

Using ADDIE in OD

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A long time ago, someone came up with ADDIE for ISD. I'd like to recommend ADDIE for OD. Let me translate that into English for you. ISD stands for Instructional Systems Design which is the field of practice where experts in industrial training create sound, performance-based courses for topics such as safety, quality, and power plant operations. ISD is pretty hardcore. I first encountered ISD when I entered the field of Training and Development (aka T&D) as a training specialist at nuclear power plants over thirty years ago. A process framework that Instructional Designers were using at that time, was known as ADDIE. It's an acronym for a 5-phase systematic process approach to training. ADDIE stands for Analysis, Design, Development, Implementation, and Evaluation. Pretty cool, if you ask me. [I know. This officially makes me a nerd. But as a confirmed INTP, I like things such as ADDIE quite a bit.] (For more on ADDIE, see this page on Don Clark's website.) Some year…

Creating Champions for Change

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Are "change agents" nothing more than flunkies of the CEO?


The usually reliable voice for more human workplaces, HR and Careers blogger Liz Ryan, seems to think so, with this recent Forbes piece where she says, Don't hire a change agent...and don't be one. In a nutshell, here is her beef:  "The ‘change agent’ construct is a crock because if the CEO cares so deeply about this project, why can’t he or she manage the leadership team to make it happen?" The whole screed is worth a read, but be warned: If you are a change agent, you may be enraged by her point of view. I have a client that has asked me to help train a cadre of change agents as part of an effort to improve their culture. The organization has recognized the need for change and desires to become a "provider of choice" by improving the experience of its customers. The CEO and his leadership team are aligned and behind this change. They have selected a group of employees from across the org…

Start 2016 with a Goals Work-Out

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Ever since her initial publication in the Harvard Business Review online, the findings of Dr. Heidi Grant Halvorson on success have been on my mind and in my work with clients.

In particular her finding that successful people get very specific when setting goals:

"When you set yourself a goal, try to be as specific as possible. “Lose 5 pounds” is a better goal than “lose some weight,” because it gives you a clear idea of what success looks like. Knowing exactly what you want to achieve keeps you motivated until you get there. Also, think about the specific actions that need to be taken to reach your goal. Just promising you’ll “eat less” or “sleep more” is too vague — be clear and precise. “I’ll be in bed by 10pm on weeknights” leaves no room for doubt about what you need to do, and whether or not you’ve actually done it."

Get specific. Anyone who is into goal setting has already known this. It is part of the old SMART formula where the S means Specific.

But in the context of h…